Sustainability Management

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As your organization grows, both in size and in its racial equity capacity, consider how to make this work sustainable: 

Embed equity work into your onboarding process. It creates a challenge for new hires when they are not as versed in equity work as your current staff. By embedding equity work into your onboarding process, you: 

• Set the tone for the new hire about your business’s priorities when it comes to equity work. 

• Allow for new hires to have a baseline understanding of equity work 

• Continue all-staff trainings that go beyond the 101 level, without leaving anyone behind. 

Embed equity goals in your business strategy. As discussed in the Benefits section, equity work should be a part of your business strategy. By including goals, metrics and activities in your business plans, you will maintain a sense of urgency and prioritize the work. 

For larger organizations, create individual team equity work plans. This can help individuals to see themselves in the work, and to support an environment where equity work is not the job of the HR person or Diversity, Equity & Inclusion person, but instead is everyone’s accountability.  For example: 

• Create supplier diversity goals for the procurement team (see Intentional Purchasing) 

• Have the marketing team review their content with an equity lens. 

As time goes on, build up the internal capacity to do equity work, such that internal staff can eventually lead the affinity groups.  

Update your policies and procedures with an equity lens. Does your hiring process include the guidance provided in this roadmap? Do you have formal processes for receiving and acting upon feedback received from staff of color? Systematizing equity into your business is the next step toward sustaining!