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RACIAL EQUITY. IS YOUR ORGANIZATION DOING ENOUGH?. WHAT IS EQUITY?. What We Aren’t Talking About... Implicit Bias Explicit Bias Individual Racism.
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RACIAL EQUITY IS YOUR ORGANIZATION DOING ENOUGH?
What We Aren’t Talking About... Implicit Bias Explicit Bias Individual Racism
What We Are Talking About… Racial Equity Institutional Racism Structural Racism
Important Definitions • Racial Equity-Racial equity is the condition that would be achieved if one's racial identity can no longer be predicted how one fared. We are thinking about racial equity as one part of racial justice, when we use the term. This includes elimination of policies, practices, attitudes, and cultural messages that reinforce differential outcomes by race, or fail to eliminate them. • Equality- The state of being equal in status, rights, and opportunities. • Diversity- Diversity includes all the ways in which people differ, and it encompasses all the different characteristics that make one individual or group different from another. It is all-inclusive and recognizes everyone and every group as part of the diversity that should be valued. A broad definition includes not only race, ethnicity, and gender — the groups that most often come to mind when the term "diversity" is used — but also age, national origin, religion, disability, sexual orientation, socioeconomic status, education, marital status, language, and physical appearance. It also involves different ideas, perspectives, and values. • Inclusion-Authentically bringing traditionally excluded individuals and/or groups into processes, activities, and decision/policy making in a way that shares power. • Institutional racism refers specifically to the ways in which institutional policies and practices create different outcomes for different racial groups. The institutional policies may never mention any racial group, but their effect is to create advantages for whites—oppression and disadvantage for people from groups classified as people of color. • Structural Racism-The normalization and legitimization of an array of dynamics – historical, cultural, institutional, and interpersonal – that routinely advantage Whites while producing cumulative and chronic adverse outcomes for people of color. Structural racism encompasses the entire system of White domination, diffused and infused in all aspects of society including its history, culture, politics, economics, and entire social fabric. Structural racism is more difficult to locate in a particular institution because it involves the reinforcing effects of multiple institutions and cultural norms, past and present, continually reproducing old and producing new forms of racism. Structural racism is the most profound and pervasive form of racism – all other forms of racism emerge from structural racism.
Shift from Good Faith Efforts toAccountable, Measurable, and Positive Outcomes
Where Can Your Organization DoBetter? • Board Makeup • Workforce • Procurement • Services • Allocation of Resources/Budget
HOW? • Normalize • Organize • Operationalize
What is the Racial Equity Tool? • A proactive process developed to seek out and eliminate racial inequities while advancing equity. • It identifies clear goals, objectives, and measurable outcomes. • It engages community in the decision making process. • It identifies who will benefit, or be burdened, by a given decision. Examines potential unintended consequences of a decision, and develops strategies to advance racial equity and mitigate those unintended consequences. • It develops mechanisms for successful implementation and evaluation of impact.
Why use the Racial Equity Tool ?Who should use the Racial Equity Tool ?When should the Racial Equity Tool be used?
Step 1 Specify and Clarify What is your proposal? What are the desired results and outcome? • Describe the policy, program, practice, or budget decision under consideration. • Describe the intended results (in the community) and outcomes (within your organization). • What does this proposal have the ability to impact?
Step 2 What is the data? What does the data tell us? • Will the proposal have impacts in specific geographic areas? What are the racial demographics for people living in those areas? • What does population level data tell you about existing racial inequities? What does it tell you about root causes or factors influencing racial equity? • What performance level data do you have available for your proposal (this should include data associated with existing programs or policies)? • Are there data gaps? If so, how can you obtain better data? What additional data would be helpful in analyzing the proposal?
Step 3 Have communities been engaged? Are there opportunities to expand engagement? • Who are the most affected community members concerned with, or having experience related to, this proposal? How have you involved these community members in the development of this proposal? • What has your engagement process told you about the burdens or benefits for different groups? • What has your engagement process told you about the factors that produce or perpetuate racial inequity related to this proposal?
Step 4 Who benefits from or who will be burdened by the proposal? What are the strategies for advancing racial equity or mitigating unintended consequences? • Given what you have learned from the data and stakeholder involvement, how will the racial equity tool increase or decrease racial equity? Who would benefit from or be burdened by your proposal? • What are the potential unintended consequences? What are the ways in which your proposal could be modified to enhance positive impacts or reduce negative impacts? • Are there complementary strategies that you can implement. What are ways in which existing partnerships could be strengthened to maximize impact in the community? How will you partner with stakeholders for long term positive change? • Are the impacts aligned with your community outcomes defined in Step #1.
Step 5 What is your plan for implementation? • Describe your plan for implementation • Is your plan: • Realistic? • Adequately funded? • Adequately resourced with personnel? • Adequately resourced with mechanisms to ensure successful implementation and enforcement? • Adequately resourced to ensure on-going data collection, public reporting and community engagement?
Step 6How will you ensure accountability, communicate and evaluate results? • How will impacts be documented and evaluated? Are you achieving the anticipated outcomes? Are you having an impact in the community? • What are your messages and communication strategies for helping to advance racial equity? • How will you continue to partner and deepen relationships with communities to make sure your work to advance racial equity is working and sustainable for the long haul?
Barriers to successful implementation • A lack of support from leadership • A tool being used in isolation • A lack of support for implementing changes • Perfection
Links • GARE (https://www.racialequityalliance.org/) • Kirwan Institute (http://kirwaninstitute.osu.edu/) • Center for Social Inclusion (https://www.centerforsocialinclusion.org/) • HAAS Institute for A Fair And Inclusive Society (https://haasinstitute.berkeley.edu/targeteduniversalism)
