Step 1:
Institutionalize disaggregated data analysis across all functions in the organization to finalize your Equity Work Plan (strategic plan to inform DEI progress).
Questions to consider:
- What goals has your organization/school/district set for the next three years?
- What data will help judge whether the organization/school/district is meeting its goals?
- How are school/district leaders using data they currently collect to improve student achievement over time?
- How are school/district leaders using data they currently collect to improve the hiring and retention of teachers/staff of color?
- How are organization leaders using data they currently collect to improve the hiring and retention of staff of color?
- For schools/districts: In what ways are teachers, principals, district staff and the community involved in data collection and analysis?
- For organizations: In what ways are staff, board, community members involved in data collection and analysis?
Actions to consider:
- Review your Equity Audit results (1)
- For schools/districts: Conduct a curriculum audit (4, 5)
- Determine what additional data needs to be collected to inform your Equity Work Plan (1, 3)
- For schools/districts: Deepen culturally responsive curriculum practices (4, 5)
Resources:
- Using Data to Improve Schools
- How to Best Use Data to Improve Your DEI Goals
- Review the Beloved Community Equity Work Planning cycle
- The School Community Equity Audit
- Culturally Responsive Curriculum Scorecard
Step 2:
Consistent funding is put towards this work, and a recurring budget line item is dedicated to racial equity, diversity & inclusion priorities.
Questions to consider:
- What measures need to be in place to ensure that all leadership team members and team members with fiduciary responsibilities understand that DEI funding should be prioritized and utilized annually?
- Based on what we learned from peer organizations, how can we implement strategies that hold leadership team members accountable to funding DEI efforts?
- At what points of the year can we carve out regular DEI training and checkpoints? Think about weekly, informal checkpoints via 1:1s and staff meetings, too.
- Which of our stakeholders need more equitable and inclusive funding support to improve their economic experiences?
Actions to consider:
- A DEI initiative can’t be treated as a side project. It needs to be given the same amount of thought and care that you give the rest of your organizational/school/district-wide work. Make sure its consciously prioritized, in both the budget and in your team’s schedule. (3, 4, 5, 6, 7)
- Ensure that the leadership teams are fully bought-in and prepared to prioritize a DEI budget into their annual planning processes. (5)
- Develop a professional development philosophy that requires regular DEI development for every team member. (5, 6)
- Develop a budget & finance philosophy that centers spending with BIPOC, women-owned, and LGBTQ-owned vendors, subcontractors & businesses. (1, 2)