The power of cross-unit, cross-functional, multiracial dialogue cannot be overstated.
Workplace racial inequity exists in America unless significant attention is paid to changing it. When racial equity, diversity and inclusion (EDI) are understood as mission-relevant to an organization, strategies for achieving these take precedence and permeate the culture. This toolkit condenses 15 years of the Annie E. Casey Foundation’s employee work “hard-wiring” EDI as part of the cultural norm from management to staff to grantees to vendors.
"Color blind" describes an organization that tends to think that what’s good for "everyone” will necessarily be good for people of color.
"Race-tentative" is the organization that doesn’t know what to do, and doesn’t want to get it wrong.
"Diversity" initiatives mean organizations are working on color, but not equity.
"Equity" starts from a race-informed place, but moves into other forms of inequity such as gender, sexual orientation and a more nuanced approach around ethnicities.
The power of cross-unit, cross-functional, multiracial dialogue cannot be overstated.
Confronting race on an organizational level is not an easy task, nor is it a linear progression toward equity, diversity and inclusion. In the 21st century, the strength of an organization will be measured by how well equity, diversity and inclusion are embedded in its everyday way of doing business.
