Thediagrambelowprovidesdetailsandinsightregardingthesean4cipatedphasesandisdesignedtosupportorganiza4onsintheirtransi4onthroughtheirracialequitydevelopmentinordertodeepentheircommitment,understandingandanalysis.

SIX PHASES of RACIAL EQUITY PRACTICE

Shi=begins

Developashared

analysisandframework

POCgainrenewedhope

PeopleOfColorexpectedto“fitin”

Unawareofhistoricalimpactof

raceonPOCandresul4ng

trauma

PredominatelyWhite/

White-led

AdaptedfromdRWorks’RacialEquityStagesvisitwww.dismantlingracism.orgformoreinfo

Either/or

thinking Frustra4onbuilds

Expecta4onofchange

rises

Explicit Commitment to Racial Equity

Culture Shift/Not Knowing

Mostorganiza4onsstarttheirequitycommitmentwithanalreadyestablishediden4tyaspredominatelywhitewithadominant

whitecultureideology.PeopleofColor(POC)areexpectedto“fitin”toexis4ngculture.Theorganiza4onisina“fixing”stance,

posi4oningitselfasoneofthe“good”ones.

Equilibriumintheorganiza4onbeginstoshi=.Peopleintheorganiza4onbegintodevelopasharedlanguageandframeworkforunderstandingracism.PeopleofColor (POC) o=en begin to hold renewedhope that the organiza4onmight becomemoreresponsive to theirstrengthsandneeds.Whitepeoplebegin toques4onwhatonce seemed certain. Expecta4ons of POC begin to rise, as white people in theorganiza4on may become hyper-defensive or sensi4ve, given the expecta4on ofdifferentbehavior.

People of Color (POC) o=en read white people’s complacency asinten4onal;theymayalsoequateracialequitywiththeneedforwhitepeople to change, which can diminish their sense of power andagency,resul4nginhighlevelsoffrustra4onandhopelessness.Whitepeoplebegintotakeeverychallengeasonetoprovetheyare“good”,either by disassocia4ng from otherwhite people, intellectualizing orcri4cizing the process or seeking approval from POC.Organiza4onsmay begin to blame individuals for doing things “wrong”. Leads tofeelingunseWledandasearchforquickfixes

FamiliarDysfunc4on

CultureShi=/Not

Knowing

EquityGoals

Clarified

ExplicitCommitment

Rela4onalTrust

EquityPrac4ce

Organiza4onsthatmakeacommitmenttoracialequityo=enmovethroughapredictablesetof“phases”.Eachphaseleadsintothephasedirectlyfollowingit.Determiningyourorganiza4on’sracialequityphasecanbeusefulinplanningstrategicandexplicitracialequitygoals.

supportedbydRWorks

basedontheworkofdRWorks

People start to iden4fy their individual and collec4vepowertomakechangeorshi=theorganiza4onwithoutfocusing on depending on others to change. Peoplecon4nue to iden4fy useful and/or effec4ve ways todisagree, looking for the value in different perspec4veswhile assuming posi4ve intent. Caucuses providesupportforpeopletoworkthroughchallengesrelatedtoracial equity work. People begin to sharpen their skillsfor holding each other accountable with a sense ofpossibilityratherthanjudgment.

Acknowledgemessinessandchaos Focuson

buildingacultureof

apprecia4on

Begintoiden4fyindividual

andcollec4vepower

Relational Trust

Improvedopenand

transparentcommunica4on Cultureof

support,ongoinglearning&accountability

Long-termcommitment

Equity Goals Clarified

ExplicitRacial

EquityGoalsNamed

Addressall3levels

Clarityaround

complexi4esoftheracialequitywork

Visitwww.cefs.ncsu.eduformoreinfoaboutCEFSCORE

Equity Practice

6 Phases of Racial Equity Practice addressing all three levels

Readytoiden4fyandnamespecificandexplicitracialequitygoalsatthecultural,ins4tu4onalandpersonallevels.Namingthesegoalsnowratherthanearlier,beforethecultureshi=and“notknowing”stages,allowsthesegoalstoaddressthenuanceandcomplexi4esininherent

racialequitywork.Namingthesegoalsnowalsomeansthegroundworkhasbeenlaidforeveryonetounderstandtheintegralconnec4onbetweenins4tu4onal,culturalandpersonalwork.

Oncegoalshavebeenclarified,theorganiza4onleansintotheracialequityworkwithanapprecia4onforcomplexity,ongoinglearningandreflec4on.Theorganiza4onworkstoestablishaculturethatprovidessupportANDaccountability,onethatpresumesgoodintentwhilecon4nuallyimprovingontheefforttobringintentandimpactclosertogetherthroughimprovedcommunica4onandmutualrespect.Theorganiza4onunderstandsracialequityasanongoingprac4ceratherthanaspecificdes4na4on,aligningwiththeorganiza4onsmissionandvalues.

Organiza4onsmovethrougheachofthese phases at different paces.A l t h o u g h r e a c h i n g y o u rorganiza4ons racial equity goalsmay feel urgent, it is important torecognize each phase and work tomove t h r ou gh e a c h p h a s edeliberately. Doing this will allowyour organiza4on to focus onaddressinginequityatthepersonal,cultural and ins4tu4onal levels,crea4ng more opportunity forsustainable, systems change. It isalsogoodtonotethatorganiza4onsmayfinditselfinmul4plephasesatonce or digressing back to a phasedependingonchangesinleadershipwithin the organiza4on. This is notunusual. goal is to stay commiWedwithawillingandreadyteam!

www.dismantlingracism.org

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THREE EXPRESSIONS of RACISM . Using this chart, identify how institutional policies and practices reinforce individual acts and how cultural beliefs and norms reinforce institutional policies and practices. Consider how institutional policies and practices and cultural norms encourage you and your organization to participate and/or collude.

CULTURAL beliefs, values, norms How do institutional and community beliefs, values, norms validate whiteness and invalidate People and Communities of Color?

PERSONAL - individual acts How are individuals reproducing or colluding with racism in their attitudes and behaviors?

How are People of Color: Excluded Underserved Financially Exploited Oppressed/Invalidated How are white people:

Included Served Financially Resourced Uplifted/Validated

basedontheworkofdRWorks