Read below for 5 examples of equitable organizatinal practices
Equitable Organizational Practices
- Our organization has a clear and articulated equity imperative statement and/or set of equity goals to which we commit to making progress. We understand which communities, students and/or families are least well served by our approach and we develop, test, and monitor the effects of our targeted strategies to mitigate this effect.
- Our organization possess(es) a shared language and understanding of the history of race, racism, exclusion, and structural racialization and how these forces contribute to the current inequities we exist to eliminate. We demonstrate the capacity to engage in productive discourse about racialized outcomes in order to design better ways to ensure that young people situated furthest from opportunities in our communities and systems will thrive.
- Our organization routinely engages in “equity analyses” to determine the extent to which our internal policies, practices, and culture are reproducing inequity or contributing to greater equity and we use that analyses to articulate internal equity goals. We engage in on-going self-exploration, identify our own blind spots, and seek out learning and support to grow our leadership for equity. For example, we collect data on our internal health, vitality and equity aspirations and use that data to inform priority changes and/or professional learning priorities.
- Our organization values and operationalizes diverse leadership, radical collaboration, and transparency in decision-making because we understand these as precepts to organizational effectiveness and transforming power. We engage in intentional alliance building across difference and our organizational culture fosters high levels of relational trust, personal regard, and shared commitment to our organizational mission.
- Our organization uses an explicit equity and inclusion lens when designing and assessing our programs and interventions. We create structures and engage in processes that ensure those experiencing the inequity are informing the problem statement, co-designing solution sets, and assessing impacts. We rely on both quantitative and qualitative data and we routinely seek out thought partnership and feedback from trusted colleagues on our communications, approach, and program implementation to ensure our solutions don’t inadvertently reinforce stereotypes or cause more harm.