Accelerating Anti-Racism

Posted By: Rodney White, Jr Facing Race Together ,

Together SC has begun a journey of Facing Race Together.  A part of that "facing" includes taking decisive action.  On a daily basis Black people face multiple instances of racism in their workplaces, ranging from the seemingly mundane to the absolute heinous.  The nonprofit sector is not exempt.

Our commitment is to actively work against racism in each of its dimensions.  We choose to center anti-racism in our beliefs, behaviors, actions, programs, policies, and partnerships.

Let's all work together to create a society in which the structures that perpetuate racism can no longer stand.  Racial inequality extends to all facets of life, and the nonprofit sector is no exception.

This library of resources is designed to help nonprofit leaders establish and champion race and social equity, diversity, equity, and inclusion (RDEI), and accelerate anti-racism within their organizations and beyond. 

This page will be updated regularly. Please send additions, revision suggestions, concerns, and general feedback, to Shayne@TogetherSC.org 

Together SC's Commitment
Resources From our Facing Race Together Summit Blog
Anti-Racism Resources
Essential DEI Reading for Nonprofits

Together SC is committed to amplifying the voices of Black, Indigenous and other People of Color.  We also wished to uplift the works and creativity of the disabled, and LGBTQ professionals working in the nonprofit sector. If you would like to contribute an article/resource to our blog, email Shayne@TogetherSC.orgGuest bloggers will be fully credited for their submissions.

Sample Policies and Templates
REI Media, Communications, and Webinars 
Disparities Caused by Racism and Racist Systems
Equity Audit Resources for Organizations
Organizational Assessment Tools and Resources

This section and all language within was copied directly from Racial Equity Tools' website. We thank them for compiling such an extensive list

Overview

Organizational assessment is similar to community assessment, though power dynamics around information are likely more concentrated, and perhaps more hierarchical – for example, there may be very little publicly available information and people asked to provide information may feel the stakes are higher in terms of job loss or other negative consequences. Confidentiality is important for both types of assessment. Promises made about who sees the data, in what form and with what types of identifying information have to be kept.

Organizational assessments are often looking at internal processes as much as outcomes. For example, it is often useful to look deeply at decision-making: What information do decision-makers get and from whom? Which voices or sources of information have credence? Whose perspectives have the most credence? What gets discounted or devalued in the process? How are decisions communicated? What are the impacts of current decision-making processes, and do they vary by racial/ethnic group within the organization or among the external groups whose lives the organization effects?

Similar assessments can be done for each of the major aspects an organizations work and its internal policies and practices. In doing these assessments, it is very useful to look at the existence and impact of white culture. And, people with different roles and identities within the organization should review each area of an organization’s internal and external practices.

This section includes resources about the processes of organizational assessment, tools and examples of organizational assessments.

Tools
Resources
See Also: