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Race Equity and Inclusion Action Guideembracingequity7 STEPS TO ADVANCE AND EMBED RACE EQUITYAND INCLUSION WITHIN YOUR ORGANIZATION3
CONTENTS1Foreword2Introduction37 Steps to Advance and Embed Race Equity4STEP 1: ESTABLISH AN UNDERSTANDING OF RACE EQUITYAND INCLUSION PRINCIPLES6STEP 2: ENGAGE AFFECTED POPULATIONS ANDSTAKEHOLDERS7STEP 3: GATHER AND ANALYZE DISAGGREGATED DATA8STEP 4: CONDUCT SYSTEMS ANALYSIS OF ROOTCAUSES OF INEQUITIES9STEP 5: IDENTIFY STRATEGIES AND TARGET RESOURCESTO ADDRESS ROOT CAUSES OF INEQUITIES10STEP 6: CONDUCT RACE EQUITY IMPACT ASSESSMENTFOR ALL POLICIES AND DECISION MAKING11STEP 7: CONTINUOUSLY EVALUATE EFFECTIVENESSAND ADAPT STRATEGIES12Conclusion13EndnotesAbout the Annie E. Casey FoundationThe Annie E. Casey Foundation is a private philanthropy that creates brighter futures for the nation’s children by developing solutionsto strengthen families, building paths to economic opportunity and transforming struggling communities into safer and healthierplaces to live, work and grow.AcknowledgmentsThis guide was written in partnership with Terry Keleher, thought leadership and practice specialist at Race Forward: The Center forRacial Justice Innovations and uses tools he developed, in addition to tools developed by the Foundation. Thought partnership andtechnical assistance provided by PolicyLink and Race Matters Institute, a project of Just Partners, Inc.Copyright 2014. The Annie E. Casey Foundation.Permission to copy, disseminate or otherwise use information from this report is granted as long as appropriate acknowledgment is given.
FOREWORDThe mission of the Annie E. Casey Foundation is to make sure all kids in theUnited States have a bright future. The simple and tragic fact, borne out in thedata we have gathered and in the stories of the communities in which we haveworked for decades, is that children of color have a much steeper hill to climbtoward that north star.The U.S. population is becoming increasingly diverse. By 2018, the majorityof children in this country will be children of color. Given these changingdemographics, we must act urgently. The price of letting any group fall behind,already unacceptably high, will get higher.If we expect to help all children succeed, we must do more than closing gaps andpointing to disparities. All of our work must strive to achieve race equity, a statein which all children have the same opportunity to reach the potential we knowthey have.Achieving the goal of race equity, of truly removing the fortified racial barriers ourcountry has built over time, requires dedicated people using sophisticated toolsto incorporate race equity and inclusion at every stage of their work for socialchange. The seven steps outlined in this new Action Guide represent an importantadvancement in those tools. Following these steps will help ensure that strategiesto help children, families and communities are informed from the beginning bythe knowledge and data on race that we know are critical to achieving resultsfor a whole population.Even for those who have worked on issues of race for years, these steps canfeel uncomfortable, difficult and new. Those of us working for change knowthat embracing that discomfort, something Jim Casey called “constructivedissatisfaction,” is how we make things better. I look forward to the progresswe can make together with the help of this guide.Patrick McCarthyPresident and CEOThe Annie E. Casey Foundation1
INTRODUCTIONFor more than a century, many foundations in the United States have been strugglingwith issues of race equity and inclusion. Even for foundations whose missions seemto transcend race or ethnic division or defy categorization, the systemic and structuralbarriers for people of color in our society have most certainly, and consistently, eatenaway at the ability of foundations to be effective.We at the Annie E. Casey Foundation have come to understand that we will never fullyachieve the results we seek without incorporating a race equity and inclusion lens inevery facet of our work. This understanding has prompted a shift in our thinking fromidentifying disparities that separate different types of children to creating equitableopportunities that help all children thrive.Race holds a central place in our society’s deepest and most persistent patterns of socialinequities, exclusion and divisions. Racial disparities, discrimination and segregationare widespread and continue to undermine our nation’s social fabric. Without equity,economic stratification and social instability will continue to increase and far toomany families and children will continue to lag behind. Without inclusion, many aremarginalized economically, politically and culturally, facing bias and barriers whenseeking basic opportunities for security and advancement.Race continues to play a defining role in one’s life trajectory and outcomes. A complexsystem of racial bias and inequities is at play, deeply rooted in our country’s history,culture and institutions. This system of racialization — which routinely confersadvantage and disadvantage based on skin color and other characteristics — must beclearly understood, directly challenged and fundamentally transformed. If our nationis to live up to its democratic ideals — that all people are created equal and treatedfairly — then racial equity and inclusion must be at the forefront of how we shape ourinstitutions, policies and culture.The purpose of this guide is to add to the resources already created by partners whohave been working in this field by demonstrating how a race equity lens can be adoptedby foundations or other organizations that work directly with systems, technicalassistance providers and communities. Our aim is to provide key audiences withtransferrable insights and tools that can help them understand what steps to take tomake sure they are creating equitable opportunities for the populations they serve.Additional tools and resources to help deepen understanding and mastery of eachstep are available at racialequitytools.org and storify.com/RJResourceguide.2
7 KEY STEPSconduct systemsanalysis of root causesof inequitiesconduct race equityimpact assessmentfor all policies anddecision makingSTEP 6STEP 5engage affectedpopulations andstakeholdersSTEP 4STEP 7establish anunderstanding of raceequity and inclusionprinciplesSTEP 2STEP 3STEP 1Advancing race equity and inclusion can sometimes seemdaunting and often leaves many wondering how and where tostart. The steps in this guide help to provide a clear frame forundertaking this important work.gather and analyzedisaggregated dataidentify strategies andtarget resources toaddress root causesof inequitiescontinuously evaluateeffectiveness andadapt strategies3
STEP 1ESTABLISH AN UNDERSTANDING OFRACE EQUITY AND INCLUSION PRINCIPLESOften, race-focused conversations derailbecause people are using the same termsin different ways. One of the challengesof communicating effectively about raceis to move people from the narrow andindividualized definition of racism toa more comprehensive and systemicawareness. To illuminate racism we needto “name it, frame it and explain it.”causes, effects, systems and solutions.Use the basic elements of effective issueframing to make the case by articulating:Building a proactive framework foraddressing issues of race begins withhaving a clear understanding and visionof racial equity and inclusion. It is notenough to be able to critique and react torace inequities. We also need to knowhow to create and proactively build racialequity. Establishing a shared languageto present data, describe conditions andoutcomes and identify root causes ofinequities serves an important function.A common language creates a narrativethat makes it easier to communicatethe commitment to racial equity, bothinternally and externally, and it createsa platform for coordinated work towardequitable outcomes.These elements help to create a completeframe that is clear, concise, compellingand convincing. Use personal stories toillustrate systemic patterns and familiarelements (characters, setting, action andconflict) to make your story memorable.Always project positive and widelyshared values such as fairness, equity,inclusion, unity and dignity.People find it hard to talk about racewithout feeling blame, shame, guilt andgrievances — which do little to moveus forward. When engaging others inthis very difficult conversation, try toshift the conversation to one focused on4t Shared values at staket The problemt The causet The solutiont The action neededThe following are definitions of coreconcepts that can help groups developa shared language for race equityand inclusion.
CORE CONCEPTSEquity is defined as “the state, quality or ideal ofbeing just, impartial and fair.” 1 The concept ofequity is synonymous with fairness and justice.It is helpful to think of equity as not simply adesired state of affairs or a lofty value. To beachieved and sustained, equity needs to bethought of as a structural and systemic concept.Systematic equity is a complex combination ofinterrelated elements consciously designed tocreate, support and sustain social justice. It is arobust system and dynamic process that reinforcesand replicates equitable ideas, power, resources,strategies, conditions, habits and outcomes.Inclusion is the action or state of including or ofbeing included within a group or structure.2 Morethan simply diversity and numerical representation,inclusion involves authentic and empoweredparticipation and a true sense of belonging.Racial justice is the systematic fair treatmentof people of all races that results in equitableopportunities and outcomes for everyone. 3 Allpeople are able to achieve their full potential in life,regardless of race, ethnicity or the community inwhich they live. Racial justice — or racial equity —goes beyond “anti-racism.” It’s not just about whatwe are against, but also what we are for. A “racialjustice” framework can move us from a reactiveposture to a more powerful, proactive and evenpreventative approach.Race is a socially constructed system of categorizinghumans largely based on observable physicalfeatures (phenotypes) such as skin color andon ancestry. There is no scientific basis for ordiscernible distinction between racial categories.The ideology of race has become embedded in ourEQUALITYvs.identities, institutions and culture and is used as abasis for discrimination and domination.4The concept of racism is widely thought of as simplypersonal prejudice, but in fact, it is a complexsystem of racial hierarchies and inequities.At the micro level of racism, or individual level, areinternalized and interpersonal racism. At the macrolevel of racism, we look beyond the individuals tothe broader dynamics, including institutional andstructural racism.Internalized racism describes the private racialbeliefs held by and within individuals. The waywe absorb social messages about race and adoptthem as personal beliefs, biases and prejudicesare all within the realm of internalized racism. Forpeople of color, internalized oppression can involvebelieving in negative messages about oneself orone’s racial group. For white people, internalizedprivilege can involve feeling a sense of superiorityand entitlement, or holding negative beliefs aboutpeople of color.Interpersonal racism is how our private beliefsabout race become public when we interact withothers. When we act upon our prejudices orunconscious bias — whether intentionally, visibly,verbally or not — we engage in interpersonalracism. Interpersonal racism also can be willfuland overt, taking the form of bigotry, hate speechor racial violence.Institutional racism is racial inequity withininstitutions and systems of power, such as placesof employment, government agencies and socialservices. It can take the form of unfair policiesand practices, discriminatory treatment andinequitable opportunities and outcomes. A schoolsystem that concentrates people of color in themost overcrowded and under-resourced schoolswith the least qualified teachers compared to theeducational opportunities of white students is anexample of institutional racism.Structural racism (or structural racialization) isthe racial bias across institutions and society.It describes the cumulative and compoundingeffects of an array of factors that systematicallyprivilege white people and disadvantage people ofcolor.5 Since the word “racism” often is understoodas a conscious belief, “racialization” may be abetter way to describe a process that does notrequire intentionality. Race equity expert johna. powell writes: “ ‘Racialization’ connotes aprocess rather than a static event. It underscoresthe fluid and dynamic nature of race ‘Structuralracialization’ is a set of processes that maygenerate disparities or depress life outcomeswithout any racist actors.” 6Systemic racialization describes a dynamic systemthat produces and replicates racial ideologies,identities and inequities. Systemic racialization isthe well-institutionalized pattern of discriminationthat cuts across major political, economic andsocial organizations in a society. Public attentionto racism is generally focused on the symptoms(such as a racist slur by an individual) rather thanthe system of racial inequality.Like two sides of the same coin, racial privilegedescribes race-based advantages and preferentialtreatment based on skin color, while racialoppression refers to race-based disadvantages,discrimination and exploitation based onskin color.Equity involves trying to understand and give peoplewhat they need to enjoy full, healthy lives. Equality, incontrast, aims to ensure that everyone gets the samethings in order to enjoy full, healthy lives. Like equity,equality aims to promote fairness and justice, but itcan only work if everyone starts from the same placeand needs the same things.EQUITY5
STEP 2ENGAGE AFFECTEDPOPULATIONS AND STAKEHOLDERSStakeholder Analysis GuideThe following questions can help ensure youhave a powerful mix of stakeholders to helpleverage change.1. Who is most adversely affected by the issuebeing addressed? Who faces racial barriersor bias, or exclusion from power, related tothis issue?2. How are people of different racial groupsdifferently situated or affected by this issue?3. Ideally, what would the racial composition ofthe leadership look like?4. In what ways are stakeholders most affected bythe issue already involved in addressing it? Howcan these efforts be supported and expanded?5. What are ways stakeholders adversely affectedby the issue can be further engaged?6. How can diverse communities and leadersbe engaged from the outset so they have areal opportunity to shape the solutions andstrategies?7. How can community engagement be inclusive,representative and authentic?8. How will stakeholders exercise real leadershipand power?9. Who can be allies and supporters and how canthey be engaged?10. Who needs to be recruited or invited to join theeffort to address this issue? Who will approachthem? How? When? What will they be asked todo to get involved?6One of the impacts of systemicracialization is the exclusion of peopleof color from many avenues of decisionmaking, civic participation and power.People of color, the most directstakeholders in the elimination ofracism and those with the most firsthand experiences with its effects, musthave a role in social-change effortsalong with whites. Strive to engagestakeholders who have active andauthentic connections to their respectivecommunities. It is important to ensuremeaningful participation, voice andownership. The sooner you can engagea diverse mix of stakeholders, thesooner you will be able to move fromtalk to action in creating equitableopportunities for the communities youseek to serve.There is a difference betweenstakeholder engagement andempowerment. Engagement maysimply involve getting input or limitedparticipation. Empowerment involvestaking leadership, making decisionsand designing solutions and strategiesat every phase of social-change efforts.A community-organizing model led bypeople of color and focused on buildingpower can be a particularly importantstrategy for advancing racial justice.Invest time in learning about the needsof the populations you are serving.Spend time understanding what otherstakeholders are doing, examiningwhat is working and then sharing theknowledge. This can help inform yourwork and allows early buy-in andsupport from the stakeholders andcommunities that you are serving. Thesooner you can engage a diverse mixof stakeholders, the better. It is harderto bring new communities in once anorganization has established its agenda,strategy and leadership. You can use astakeholder analysis to assess whomyou need on board to build a powerfulmix of people to leverage change.
STEP 3GATHER AND ANALYZEDISAGGREGATED DATAAdvancing race equity for thepopulations that we serve requires data.Typically, data are reported for wholepopulations or as aggregates. However,data in all focus areas of organizationsand systems should be broken apart byrace, gender and other demographicvariables whenever the data are available.The collection, analysis and use of raceand ethnicity data should be an integralpart of the continuing improvementefforts, quality assurance, supervisionand accountability processes of everyorganization and public system. If usedboth internally and with key contractualpartners, these data can become ananalytic tool to manage and effectivelyallocate resources necessary to helpchildren and their families thrive.In addition, working with affectedpopulations, it is critical to design a setof research questions that will help toidentify the type of data needed. Toooften during this step there is a tendencyto work with the data that are availableand not give as much attention to datathat are needed but not readily available.Engaging stakeholders early on canhelp to determine what data shouldbe included.National Race for Results Index ScoresDisaggregated data should be broken apart by race, gender and other demographic variables.This graph is an example of disaggregating data by race.1,0007768007046004003454043872000AFRICAN AMERICANAMERICAN INDIANASIAN AND PACIFICISLANDERLATINOWHITENOTE Racial and Hispanic origin categories are mutually exclusive.7
STEP 4CONDUCT SYSTEMS ANALYSISOF ROOT CAUSES OF INEQUITIESSystems Analysis GuideYou can use the questions below to guide youthrough a basic systems analysis. They addresskey elements of systemic racialization, includinghistory, culture, interconnected institutions andpolicies and racial ideologies. Examining howracism interacts with other systems of privilege,oppression and power — such as gender andeconomic inequality — is another importantfacet of conducting a systems analysis.1. What are the racial inequities, barriers ornegative outcomes involved in the problembeing examined? Who is burdened most andwho benefits most?2. What institutions are involved? What unfairpolicies and/or practices are involved?3. What social conditions or determinantscontribute to the problem (such as poverty,housing segregation, education)?4. What other compounding dynamics are involved(such as income or gender inequities)?5. What cultural norms, myths or popular ideasjustify or maintain the problem?6. How did things get this way and what are someof the cumulative impacts?7. What are the key causes or contributing factors?8. What solutions or interventions could eliminatethe inequities?9. What can be learned from prior efforts to solvethe problem or change the system?10. What strategies could result in systemicchange and advance equitable solutions?8It is easy to get overwhelmed by themagnitude of systemic racism and allof its daily manifestations. Examiningthe root causes of differential outcomestakes into account the convergence ofrace, place, class and history. This typeof analysis often yields a structuralperspective that focuses on policiesand practices that may unintentionally(and in earlier times, intentionally)reproduce racial inequities. Toeffectively challenge systemicracialization, we need to analyzesystems in order to make informedand strategic decisions about howto interrupt and change inequitablepatterns. A systems analysis, or structuralracism analysis, helps us look at problemsholistically, by considering the contextand compounding dynamics, to uncoverroot causes and possible solutions.Systems are composed of an organizedarray of interdependent and interactingcomponents. Systems are generallyself-perpetuating, self-correcting andconstantly changing. To understanda system and its outcomes, lookbeyond the individual parts to see howdifferent parts are interacting in theoverall arrangements.7 Systems can betransformed by finding high leveragepoints that can induce and reinforceongoing change. While actionsand gains are followed by reactionsand retrenchments, these can beanticipated and counteracted withthoughtful planning.A systems analysis is designed to:1. Identify root causes and contributing factors1322. Surfacepossiblestrategies andsolutions foraddressing theproblems3. Help discern among the options generatedwhich strategies and solutions can leveragedesired changes and make transformativesystemic impacts
STEP 5IDENTIFY STRATEGIES AND TARGET RESOURCESTO ADDRESS ROOT CAUSES OF INEQUITIESAfter conducting a systems analysis toidentify the root causes of inequities,you can then begin to surface possiblestrategies and solutions for addressingthe problems. Through thoughtfulplanning and engagement of keystakeholders and partners, you willcreate ways to shift your investmentsand resources to move solutionsforward that can have transformativeimpacts on systems and communities.Organizations and systems shouldtarget programs, resources, investmentsand strategies to those groups of peoplewho are being left behind and to thosewho need them most. Ideal strategiesand investments promote and advanceincreased opportunities and decreasedisparities simultaneously. Raciallyequitable solutions and policy proposalshave an explicit goal of eliminatingracial disparities and increasing racialequity. It is tempting to use proxiessuch as socioeconomic status or place,but race requires specific, distinct andsufficient attention.Reflect positive and shared valuesin your proposed solution — suchas fairness, justice, equity, inclusion,dignity and unity. Proposed raciallyequitable solutions need to beconcrete and viable. Effective racialequity strategies should be specific,measurable, attainable, relevant andtimely. Be sure your proposal includesrealistic mechanisms to attain, sustainand expand success through sufficientfunding, staffing, documentation, publicreporting, accountability mechanismsand evaluation.Conscious consideration of racialequity during planning and decisionmaking helps counteract implicit orunconscious bias and prevent negativeracial impacts.A Guide to Developing RaciallyEquitable SolutionsThe following questions can help ensure thattargeted strategies and investments yieldthe greatest impact for children, families andcommunities of color.1. What racial disparities do you want toeliminate, reduce or prevent?2. What groups most adversely affected by thecurrent problem do you want to benefit?3. How can those most adversely affected by theissue be actively involved in solving it?4. What is a specific change in policy that couldhelp produce more equitable outcomes?5. How will your proposed solution address rootcauses and advance systemic change?6. What change do you ideally want (not justwhat you would settle for)?7. What positive principles or shared values arereflected in this proposed reform?8. Does the proposal have clear goals, plansand timetables for implementation, withsufficient funding, staffing, public reporting,accountability and evaluation?9. Who can be allies and supporters and howcan they be engaged?9
STEP 6CONDUCT RACE EQUITY IMPACT ASSESSMENTFOR ALL POLICIES AND DECISION MAKINGRace Equity Impact AssessmentThese questions can help you begin your raceequity impact assessment.1. Are all racial and ethnic groups that areaffected by the policy, practice or decisionat the table?2. How will the proposed policy, practice ordecision affect each group?3. How will the proposed policy, practice ordecision be perceived by each group?4. Does the policy, practice or decision worsenor ignore existing disparities?5. Based on the above responses, what revisionsare needed in the policy, practice or decisionunder discussion?10A racial equity impact assessment isa systematic examination of how aproposed action or decision will likelyaffect different racial and ethnic groups.It is a useful tool for assessing the actualor anticipated effect of proposed policies,institutional practices, programs, plansand budgetary decisions. The racialequity impact assessment can be a vitaltool to reduce, eliminate and preventracial discrimination and inequities andprevent institutional racism.Racial equity impact assessments are bestconducted during the decision-makingprocess, prior to enacting new proposals.They can be used to inform decisionsin a way very similar to environmentalimpact statements, fiscal impact reportsand workplace risk assessments. RaceForward: The Center for Racial JusticeInnovation and the Annie E. CaseyFoundation have developed racialequity impact assessment toolkitsto help policymakers, organizations,communities and advocates assess equityand remedy longstanding inequities.8
STEP 7CONTINOUSLY EVALUATEEFFECTIVENESS AND ADAPT STRATEGIESesAss gresProsesImSt pyRackTr sultseentmel tegyraisRev tegStraImplementing investment strategiesthat promote policy change, systemreform and program delivery arecritical to removing barriers andincreasing equitable opportunities topopulations served. It is also importantto consistently assess whetherinvestments are accomplishing statedracial equity goals. Organizations andsystems should be assessing equityprogress at every turn and on anongoing basis. Setting goals for theequity outcomes you are seeking,tracking results, measuring progressand implementing needed courseadjustments are critical to effectivelydoing this work.11
CONCLUSIONA lot of work to address issues ofrace focuses on remedying racialdiscrimination and inequities after theyhave occurred. Those racial inequitiesthat often get addressed tend to be smallin comparison to those that are not.Meanwhile, new manifestations ofracism continue to emerge and outpaceour mechanisms and capacities to solvethem. Legislative bodies and the courtsare rolling back key legal remedies andcivil rights, increasingly embracingcolor blindness — the willful denialand avoidance of race that preventsracism from being acknowledged. Ifwe are to get ahead of the curve,we need to focus more energy on apreventative strategy — stopping theracial inequities before they occur.Racial JusticeRacial justice can be used synonymously withracial equity. Notice, too, that racial justice is asystemic concept. Just as the production andreplication of racism must be understood as asystem to grasp its full meaning and impacts, racialjustice also entails the systematic advancementand sustaining of equity. It is not just the absenceof discrimination and inequities, but also thepresence of deliberate systems and supports toachieve and sustain racial equity.12To do this, it is not enough for racialjustice advocates to call out institutionalracism. Racial justice advocacy todaymust be focused on preventing racismby institutionalizing racial equity.Though it may sound daunting,institutionalizing racial equity andpreventing institutional racism canbe done. Like anything else, it takespractice, partnering, learning andleadership. You can adopt, prioritize,incentivize and model equitable andinclusive practices in your own work— giving you the experience, expertiseand credibility to help others do thesame. Start by developing a commonunderstanding of the most importantprinciples and using your terms to tellthe story. Identify the right stakeholdersand affected populations to join you atthe table. Examine disaggregated data,conduct systems analyses and designeffective strategies. Measure the racialimpact of your plan. Evaluate and adaptyour strategies over time.Everyone can be a race equity andinclusion leader and champion. Startright where you are with the peoplearound you and use these seven stepsto advance and embed race equity andinclusion within your organization.
ENDNOTES12The Free Dictionary is a websitethat is comprised of a collection ofdictionaries by subject includingmedical and legal together with freeand subscription encyclopedias, in10 languages (www.thefreedictionary.com/equity).The Free Dictionary is a websitethat is comprised of a collection ofdictionaries by subject includingmedical and legal together with freeand subscription encyclopedias, in10 languages (www.thefreedictionary.com/inclusion).3Retrieved April 30, 2014, from www.raceforward.org/about4Omi, M. & Winant, H. (1994).Racial formation in the United States:From the 1960s to the 1990s. NewYork and London: Routlege.5Kochhar, R., Fry, R., & Taylor, P.(2011). Wealth gaps rise to recordhighs between whites, blacks,Hispanics. Washington, DC: PewResearch Center. Retrieved April 30,2014, from owell, j. a. (2013, September/October). Deepening ourunderstanding of structuralmarginalization. Poverty &Race, 22(5).7powell, j. a., Heller, C. C., &Bundalli, F. (2011, June). Systemsthinking and race: Workshopsummary and exercises. RetrievedApril 30, 2014, from TCEStar WP Training%20material%20Final%20Flint.pdf8The Annie E. Casey Foundation.(2006). Race matters: Racial equityimpact analysis – Assessing policies,programs and practices. Baltimore,MD: Author. Retrieve
7 KEY STEPS Advancing race equity and inclusion can sometimes seem daunting and often leaves many wondering how and where to start. The steps in this guide help to provide a clear frame for undertaking this important work. STEP 1 STEP 3 STEP 5 STEP 7 STEP 2 STEP 4 STEP 6 establish an underst
