Step 1:
After identifying goals to address systemic barriers to org change, develop codified strategies to work toward removing barriers for internal and external stakeholders.
Questions to consider:
- What areas of our organization’s improvement are of critical importance to us?
- What are our top priorities in those areas?
Actions to consider:
- Review current data from stakeholders that relays information about barriers (1, 2)
- Use a decision making matrix to identify which barriers to prioritize removing from your school/org processes (1, 3)
- Develop a plan with concrete timelines & owners for removing barriers (3, 4)
Resources:
Step 2:
Codify the accountability mechanisms for the shared goals for racial equity, diversity and inclusion.
Questions to consider:
- Where do our accountability mechanisms currently live in our organization/school? Think: performance management processes, management expectations, financial audits.
- Who will be responsible for tracking and reporting on our progress towards our goals?
Actions to consider:
- Create checkpoints throughout the fiscal year to check-in on team and individual progress towards goals. (1)
- Create an expectation that every team member must claim a racial equity, diversity and inclusion goal as part of their annual goal setting process. (1, 2)
- Ensure that performance management processes are inclusive of progress made towards racial equity, diversity, and inclusion goals. (2)
- Hold leaders and managers to these same accountability measures. (2)
Step 3:
Consult with external contractors/internal experts to support in adoption of liberatory racial equity practices that could push racial equity goals even further
Questions to consider:
- What do liberatory thinking/racial equity practices look like/feel like?
- What parts of the Liberatory Consciousness Model could be utilized in both personal and professional change management in your organization?
- What support might be needed to sustain liberatory personal and professional practices?
- What does accountability look like in the face of resistance when centering more liberatory practices?
Actions to consider:
- Establish mentoring programs between DEI champions in your organization/school/district or across similar organizations/schools/districts
- Regularly consult the antidotes in the Tenets of White Supremacy Culture to ensure that you are using them regularly in your racial equity work.
- Engage in a Continuous Improvement Model for your racial equity practices & goals. You should always be building on your racial equity goals.
Resources:
- (1) Mentorship as a Tool for Growth, Inclusion, and Equity
- (2) White Supremacy Culture in Organizations
- (2) What Happened When My School Started to Dismantle White Supremacy Culture
- (3) Review Beloved’s Continuous Improvement Model:
