This resource section has been developed to support the Antiracism Toolkit for Organizations. It will provide you with a multitude of options for study and use. It is intended as a starting point for exploring the resources currently available in a variety of industries and disciplines and includes examples of programs and activities developed and implemented by others. It is not a comprehensive list of tools, tips, and resources that will serve all users, but we hope that it will provide inspiration and guidance across a variety of areas and serve as a model for DEI and antiracist initiatives in your organization.

Best practices for promoting equity and antiracist practices and attitudes in organizations will continue to evolve. As such, this resource list generally points readers toward aggregators of other resources and other key sites where you will find tools to support advocacy in your organization.

Accountability

COVID is Amplifying the Inadequacy of Research-Evaluation Processes (Nature)
(https://www.nature.com/articles/d41586-021-00527-9)
More-detailed work is needed to understand the extent to which existing measures of evaluation—such as journal output or research income—are an accurate reflection of progress in science.

@NoTech4Tyrants Twitter Feed
(https://twitter.com/NoTech4Tyrants/status/1366675515415920641 )
Organizations assume they can bank on things just blowing over.

How to Hold Your Company Accountable to Its Promise of Racial Justice
(https://hbr.org/2020/12/how-to-hold-your-company-accountable-to-its-promise-of-racial-justice)
After the civil unrest of the spring, organizations around the United States expressed their solidarity with the Black community, pledged money to fight discrimination, and promised to embrace diversity in their workforces.

How to Avoid Corporate Blackwashing
(https://medium.com/swlh/how-to-avoid-corporate-blackwashing-e59822279ea4)
Blackwashing is worse than tokenizing a few Black people. Blackwashing is a corporate strategy designed to paint a veneer of wokeness onto the institutional image. It’s an ill-advised approach that countless organizations initiated as a knee-jerk response to the murder of George Floyd and the subsequent racial uprising.

Antiracism, Additional Tools

What an Anti-Racist Business Strategy Looks Like
(https://hbr.org/2020/11/what-an-anti-racist-business-strategy-looks-like)
Confronted with protests against systemic racism in the United States, companies are now working to ensure that their workforces and communities are more diverse, equitable, and inclusive.

National Equity Project
(https://www.nationalequityproject.org)
At the National Equity Project, they support leaders to transform their systems into equitable, resilient, and liberating environments.

Why We Need to Talk About Race
(https://www.oprah.com/inspiration/why-we-need-to-talk-about-race)
It's the elephant in the room—and by room we mean America itself. It's time for an open, honest conversation about where we've been, where we are, and where we go from here.

Toward a Racially Just Workplace
(https://hbr.org/2019/11/toward-a-racially-just-workplace)
Diversity efforts are failing Black employees. Here’s a better approach.

Benchmarks in Publishing, Libraries, and Media

Black Perspectives
(https://www.aaihs.org/black-perspectives/)
Black Perspectives is the award-winning blog of the African American Intellectual History Society (AAIHS). As engaged scholars, they are deeply committed to producing and disseminating cutting-edge research that is accessible to the public and is oriented toward advancing the lives of people of African descent and humanity.

Evaluating Equity in Scholarly Publishing
(https://onlinelibrary.wiley.com/doi/abs/10.1002/leap.1301)
The article recommends improvements to current practice in recruitment, sponsorship and advocacy, and staff retention to drive change toward creating a more equitable, inclusive workforce.

National Movements for Racial Justice and Academic Library Leadership
(https://sr.ithaka.org/publications/national-movements-for-racial-justice-and-academic-library-leadership/)
Academic librarians, like so many others in the higher education and library sectors, have discussed equity, diversity, and inclusion for many years. Several prominent initiatives have worked to address these issues across the profession and within individual institutions. Yet, libraries have struggled to make progress on these stated values, especially in meeting their goals of employee diversification.

Working Class Feel Excluded from Book Trade
(https://www.thebookseller.com/news/survey-reveals-extent-which-working-class-feel-excluded-book-trade-960066/)
Almost 80% of people in the publishing industry who see themselves as working class feel that their background has adversely affected their career, The Bookseller’s research has shown.

Where is Diversity in Publishing? The 2019 Baseline Survey Results
(https://blog.leeandlow.com/2020/01/28/2019diversitybaselinesurvey/)
Why does diversity in publishing matter? The book industry has the power to shape culture in big and small ways. The people behind the books serve as gatekeepers, who can make a huge difference in determining which stories are amplified and which are shut out. If the people who work in publishing are not a diverse group, how can diverse voices truly be represented in its books?

Why Researchers Created a Database of Half a Million Journal Editors
(https://www.natureindex.com/news-blog/researchers-created-database-half-million-journal-open-editors)
Tracking how factors such as biases and conflicts of interest creep into editorial boards requires better data.

Errol A. Gibbs Presents: A Black Empowerment Manifesto (BEM)
(https://www.newswire.ca/news-releases/errol-a-gibbs-presents-a-black-empowerment-manifesto-bem--812647276.html)
A compelling call-to-action to address Black empowerment issues to secure the future of the next generation(s)—the next 30 Years (2020–2050).

First Ever Antiracism European Union Coordinator
(https://euobserver.com/social/149457)
The head of the European Union (EU) executive pledged to use the EU budget to tackle racial discrimination in areas such as education, employment, housing to healthcare, aiming to tackle "unconscious bias" in people, institutions, and even in algorithms that regulate the Internet.

In Our Own Voices: The Contributions and Challenges of Organizational Development (OD) Practitioners of Color
(https://www.qc.cuny.edu/Academics/Centers/Democratic/Documents/In%20Our%20Own%20Voices.pdf)
When the Organizational Development Practitioner (ODP) committed to doing a special issue on Organizational Development Practitioners of Color (ODPC), the idea seemed simple: call together the best voices in the field, include new voices, and ask each to lift their voices and tell the stories of their experiences that shaped their dedication and commitment to being agents of change and OD practitioners.

We Need to Talk about the Anti-Racism Genre
(https://gal-dem.com/anti-racism-genre-black-lives-matter-race-literature/)
There is no denying that education around anti-racism, through literature or otherwise, is categorically a “good thing”; however, that doesn’t mean it shouldn’t be open to thoughtful critique.

Comparative Resources in Other Industries

Initiatives and conversations happening in publishing-adjacent fields.

JOURNALISM, BROADCASTING, AND DIGITAL MEDIA

Diversity, Equity, and Inclusion Resource Center, National Association of Broadcasters
(https://www.nabfoundation.org/diversity/)
Includes links to a wide variety of media organizations and associations, as well as university initiatives in DEI.

New Tools for Funders: Supporting DEI in Journalism
(https://democracyfund.org/idea/new-tools-for-funders-supporting-dei-in-journalism/)
The Journalism DEI Tracker (https://www.democracyfund.org/publications/journalism-dei-tracker) and the Journalism DEI Wheel (https://www.democracyfund.org/publications/journalism-dei-wheel)

To help funders and journalists understand the complete landscape of the field, including resources and strategies for advancing DEI within journalism.

Association Media & Publishing
(https://www.siia.net/amp-network-association-council-issues-dei-statement/)
The AM&P Network’s Associations Council is committed to anti-racism, eliminating other prejudices, and elevating equity in all areas of our community.

How to Promote Your DEI Initiatives Through Social Media to Drive Diverse Candidate Pools
(https://www.careerarc.com/blog/how-to-promote-dei-initiatives-social-media-diverse-candidate-pools/)
Real examples of how companies are integrating DEI images and messages into their employer brand content.

MARKETING, ADVERTISING, AND PUBLIC RELATIONS

American Marketing Association (AMA)
(https://www.ama.org/dei-diversity-equity-inclusion-marketing/)
Diversity, equity, and inclusion tools for those working in marketing.

Public Relations Society of America (PRSA)
(https://www.prsa.org/about/diversity-inclusion)
Includes a diversity and inclusion toolkit.

American Advertising Federation (AAF )
(https://www.aaf.org/Public/Education-and-Resources/Diversity-Equity-Inclusion/Mosaic_Center.aspx)
Multicultural marketing/advertising and inclusion issues.

American Association of Advertising Agencies
(https://www.aaaa.org/beyond-the-pledge-advancing-edi-within-the-ad-industry/)
Includes Beyond the Pledge podcast episode on equity in advertising.

MANAGEMENT

American Management Association
(https://www.amanet.org/training-topics/diversity-and-inclusion/)
Offers fee-based training on diversity and inclusion.

Conducting Remote Interviews: 6 Best Practices
(https://enterprisersproject.com/article/2020/4/remote-interviews-best-practices)
The pandemic ushered us all into the world of remote work, but we still need to interview and hire new employees. Use these best practices to conduct remote interviews that serve you and the candidate well.

Diversity, Equity, and Inclusion in Performance Management
(https://performanceculture.com/diversity-equity-and-inclusion-in-performance-management/)
Article discussing the danger of personal and systemic biases in relation to performance management practices, as well as how HR professionals may identify biases they may not currently be aware of, personally and organizationally.

How to Elevate Diversity, Equity, and Inclusion Work in Your Organization
(https://knowledge.wharton.upenn.edu/article/elevate-diversity-equity-inclusion-work-organization/)
There is a wide gap between organizations engaging in diversity, equity, and inclusion (DEI) work and those that are actually valuing it, according to Wharton Business School’s management professor Stephanie Creary.

SCIENCE AND PUBLIC HEALTH

American Public Health Association (APHA)
(https://apha.org/Topics-and-Issues/Health-Equity/Racism-and-health)
Includes webinar series on advancing racial equity and the impact of racism on health and well-being in the United States.

Ecologists and Evolutionary Biologists, Diversify EEB (https://diversifyeeb.com/)
Database highlighting scientists from backgrounds underrepresented in the fields of ecology and evolutionary biology.

White Coats, Black Scientists
(https://hbr.org/2020/09/white-coats-black-scientists)
What can scientists and scientific institutions do to address and change long-standing racial biases? First, they must connect past and present forms of racism in science; while the Tuskegee Syphilis Study may seem like the past, for example, the idea that Black bodies are expendable in pursuit of research continues to this day.

Systemic Racism Persists in the Sciences
(https://science.sciencemag.org/content/369/6502/351)
It's tempting to think of medicine and health care as objective and neutral, driven solely by scientific principles and free inquiry. Indeed, scientists go through extensive measures to make their research bias free. However, recent developments show that despite the best efforts, racial disparities persist in the health care system even when they are unintentional.

UNITED STATES GOVERNMENT

Office of Personnel Management/Office of Diversity and Inclusion (https://www.opm.gov/policy-data-oversight/diversity-and-inclusion/)
Includes Presidential Executive Orders and federal personnel programs intended to improve workplace diversity.

Significant EEOC Race/Color Cases (Covering Private and Federal Sectors)
(https://www.eeoc.gov/initiatives/e-race/significant-eeoc-racecolor-casescovering-private-and-federal-sectors)
Under the E-RACE Initiative, the Equal Employment Opportunity Commission (EEOC) continues to be focused on the eradication of race and color discrimination from the 21st-century workplace and is seeking to retool its enforcement efforts to address contemporary forms of overt, subtle, and implicit bias.

National Library of Health
(https://nnlm.gov/all-of-us/nnlm-reading-club/racism-health)
Reading on topics in racism in health and health equity, such as Black maternal health and diversity in medicine.

U.S. Government: Office of Diversity, Equity and Inclusion
(https://diversity.defense.gov/)
The office is an organization under the Office of the Under Secretary of Defense (Personnel and Readiness) that develops and executes diversity management and equal opportunity policies and programs affecting active duty and reserve component military personnel, as well as Department of Defense (DOD) civilian employees.

DEI IN HIGHER EDUCATION

Shared below are examples from Washington State University (WSU) that capture only a fraction of the wide range of DEI initiatives being pursued at one institution. Use them as prompts for locating other centers of activity at your institution or to inspire new efforts.

Office of Outreach and Education
(https://diversity.wsu.edu/)
The Outreach and Education department has a mission to promote, create, and sustain an inclusive campus and community environment through education.

Equity Workshop Series
(https://diversity.wsu.edu/equity-workshop-series/)
This series offers an overview of equity at a land grant institution and promotes conversations about inclusive language, identity exploration, and how to engage across difference.

Community and Equity Certificate Program
(https://studentaffairs.wsu.edu/certificate)
The Community and Equity Certificate lays the groundwork for a challenging, personal journey for individuals who are committed to creating equitable and inclusive environments.

Navigating Difference Training
(https://diversity.wsu.edu/navigating-difference-training/)
The WSU Navigating Difference Training is based on the WSU Cultural Competencies and is designed using key adult education theory and practice that create a safe and welcoming environment for all learners.

Social Justice Peer Education
(https://diversity.wsu.edu/social-justice-peer-educators/)
Social Justice Peer Educators (SJPEs) are undergraduate students who develop and implement educational programs that advance equity, diversity, and social justice at WSU.

The Defamation Experience
(https://diversity.wsu.edu/events/defamation-experience/)
An interactive courtroom drama that explores issues surrounding race, class, religion, gender, and the law. The “Defamation Experience” will feature a 70-minute film, audience deliberation, and a post-show discussion.

Resource Guide for Underrepresented Faculty and Staff (https://diversity.wsu.edu/resource-guide-for-underrepresented-faculty-staff/)
The purpose of this guide is to provide incoming faculty and staff from under-represented populations with an introduction to the resources and cultural riches available within the WSU system and within each specific campus and community.

Equity Guide for Faculty Search Committee Members
(https://hrs.wsu.edu/wp-content/uploads/2020/10/Equity-Guide-for-Faculty-2020.pdf)
Tips include creating an effective search committee, network, and outreach and applicant review.

Calendar of Cultural and Religious Holidays
(https://provost.wsu.edu/manuals-and-forms/religious-holidays/)
The university states that it understands, values, and respects the unique spiritual and secular practices and needs of students, faculty, and staff.

General Awareness

We Are Not Visible Minorities; We Are The Global Majority
(https://www.thestar.com/opinion/contributors/2021/02/09/we-are-not-visible-minorities-we-are-the-global-majority.html)
The term global majority was coined by Rosemary Campbell-Stephens during a long career as an educator in the United Kingdom.

3 Cognitive Biases Perpetuating Racism at Work - and How to Overcome Them
(https://www.weforum.org/agenda/2020/08/cognitive-bias-unconscious-racism-moral-licensing/)
In the wake of global protests against racial injustice, companies and individuals have been doing more to tackle racial inequality.

Support for Black Lives Matter Has Decreased Since June 2020 but Remains Strong Among Black Americans
(https://www.pewresearch.org/fact-tank/2020/09/16/support-for-black-lives-matter-has-decreased-since-june-but-remains-strong-among-black-americans/)
The knee-jerk nature of support for DEI is evidenced by the drop-off in support for BLM over the latter half of 2020. How is ongoing commitment demonstrated and do organizations simply want a return to normality that is not equal or fair for part of their workforce/society as whole?

Confronting Racism Is Not About the Needs and Feelings of White People
(https://www.theguardian.com/commentisfree/2019/mar/28/confronting-racism-is-not-about-the-needs-and-feelings-of-white-people)
Ijeoma Oluo: “If your anti-racism work prioritizes the ‘growth’ and ‘enlightenment’ of white America over the safety, dignity and humanity of people of color, it’s not anti-racism work. It’s white supremacy.”

I’m Embracing the Term “People of the Global Majority”
(https://regenerative.medium.com/im-embracing-the-term-people-of-the-global-majority-abd1c1251241)
The term ‘people of color’ centers whiteness even as it attempts to be an affirming identity label for non-white people.

Who are People of Color?
(https://www.theodysseyonline.com/who-are-people-of-color)
"People of color" vs. "global majority."

Part One: Ethnic Minority? No, Global Majority.
(https://mediadiversified.org/2014/01/23/ethnic-minority-no-global-majority/)
There are a great deal of acronyms and labels used by society to address and refer to people who are not white. There are reasons to be hesitant to use all and any of these labels in particular instances.

Part Two: Ethnic Minority? No, Global Majority.
(https://mediadiversified.org/2014/01/24/part-two-ethnic-minority-no-global-majority/)
How has race politics transformed from the passions of being “Black and Proud” to the insultingly bureaucratic BAME (Black, Asian and Minority Ethnic) label.

Constructing a Conversation on Race (NY Times, Charles Blow)
(https://www.nytimes.com/2014/08/21/opinion/charles-blow-constructing-a-conversation-on-race.html)
Lastly, some immunity must be granted. Assuming that the conversational engagement is honest and earnest, we must be able to hear and say things that some might find offensive as we stumble toward interpersonal empathy and understanding.

Barriers and Benefits of Diversity in the Workplace
(https://www.wgu.edu/blog/barriers-benefits-diversity-workplace1906.html#close)
The modern workplace considers workplace diversity a crucial element of success and happiness in the office and are advocates for social improvements.

Continuum on Becoming an Anti-Racist Multicultural Organization
(https://c3.sspnet.org/viewdocument/continuum-on-becoming-an-anti-racis?CommunityKey=a17236f6-7aad-40f9-a879-f1b7081277f8&tab=librarydocuments&LibraryFolderKey=86d3769e-e9d4-4f0e-981e-0c0256158fe9&DefaultView=folder)
The stages of maturity for organizations to pass through to truly integrate DEI work, not just tokenistic efforts.

Equity, Diversity, and Inclusion Resources from the American Library Association
(http://www.ala.org/advocacy/diversity)
Policy statements and other resources focused on libraries.

Intercultural Development Inventory
(https://idiinventory.com)
Roadmap to intercultural competence.

Bringing Your Most Authentic Self To Work as a Black Woman–Unpacked, Part 2
(https://www.blackenterprise.com/bringing-your-most-authentic-self-to-work-as-a-black-woman-unpacked-part-2/)
Advice for women, especially Black women, on how to successfully bring one’s authentic self to work.

What Is Code-Switching?
(https://www.psychologytoday.com/us/blog/achieving-health-equity/202012/what-is-code-switching)
Understanding the impact of code-switching for racial and ethnic minorities.

Code-Switching (Video)
(https://youtu.be/jYvmNHfqiKI)
To code-switch or not to code-switch? British Broadcasting Corporation Africa.

7 Ways to Beat the Code-Switching Grind
(https://www.linkedin.com/pulse/7-ways-beat-code-switching-grind-krystle-y-dorsey-m-ed-)
”Code-switching means the ability to adjust your expression based on the environment in which you find yourself.” Here are some tips to make it less stressful.

Why It's Hard for People of Colour to be Themselves at Work
(https://www.bbc.com/worklife/article/20210119-why-its-hard-for-people-of-colour-to-be-themselves-at-work)
Article on why BIPOC feel pressure to hide their personal identities in the workplace. Now, virtual work has made code switching even more complicated.

The Mental Health Costs of Code-Switching
(https://www.talkspace.com/blog/code-switching-what-is/)
The way you communicate with people intersects with your identity in many ways.

Be Your Authentic Self At Work—But Only if You’re White
(https://www.refinery29.com/en-us/how-to-be-authentic-self-at-work-people-of-color)
Before even entering the workplace, people of color face rampant discrimination in hiring practices.

The Bias of ‘Professionalism’ Standards
(https://ssir.org/articles/entry/the_bias_of_professionalism_standards)
Professionalism has become coded language for white favoritism in workplace practices that more often than not privilege the values of white and Western employees and leave behind people of color.

The Costs of Code-Switching
(https://hbr.org/2019/11/the-costs-of-codeswitching)
Code switching has long been a strategy for Black people to successfully navigate interracial interactions and has large implications for their well-being, economic advancement, and even physical survival.

Silence Is Not the Answer
(https://appd.s3.amazonaws.com/docs/meetings/2017SpringPresentations/WS22Slides.pdf)
Silence Is Not the Answer: Addressing Modern Day Social Injustice in Your Graduate Medical Education Curriculum.

Reflections on Trust and Its Relationship to Racial Inequity on Nonprofit Boards
(https://blog.boardsource.org/blog/reflections-on-trust-and-its-relationship-to-racial-inequity-on-nonprofit-boards)
The Echoing Green/Bridgespan study establishes that leaders of color have less access to social networks that enable connections to the philanthropic community.

Race in America 2019
(pewresearch.org/social‐trends/2019/04/09/race‐in‐america‐2019/)
For updated findings on views about racial inequality in the U.S., see “Amid National Reckoning, Americans Divided on Whether Increased Focus on Race Will Lead to Major Policy Change.”

Guidance for Assessment and Action

Equity, Diversity, and Inclusion in APA Journals
(https://www.apa.org/pubs/authors/equity-diversity-inclusion)
The American Psychological Association (APA) has shared a thoughtful set of resources detailing their Equity, Diversity, and Inclusion framework for publishing. The four areas of focus include equitable content, inclusive science, a diversity community, and an inclusive publishing industry. The page also highlights specific examples of actions taken to advance these goals, such as establishing a policy for post-publication changes of authors’ names.

Meaningful Metrics for Diversity and Inclusion
(https://cultureplusconsulting.com/2018/10/16/meaning-metrics-for-diversity-and-inclusion/)
Because the biases that perpetuate workplace inequality are largely unconscious and automatic, shifting an organization’s talent management paradigm from “cultural fit” to “diversity and inclusion” takes more than well-intentioned policies and programs.

Workplace Diversity Goes Far Past Hiring. How Leaders Can Support Employees Of Color
(https://www.npr.org/2020/09/03/909274979/workplace-diversity-goes-far-past-hiring-how-leaders-can-support-employees-of-co)
Podcast with transcript discussing the shaping of supportive work environments.

Canadian Centre for Diversity and Inclusion/Centre canadien pour la diversité et l’inclusion
(http://www.ala.org/advocacy/diversity, https://ccdi.ca/ressources)
Guides discussing inclusive leadership, inclusive workplaces, and more.

Royal Society of Chemistry (RSC)
(https://www.rsc.org/news-events/articles/2020/jun/publishers-join-us-in-id-commitment/)
The RSC’s Inclusion and Diversity Framework (https://www.rsc.org/new-perspectives/talent/framework-for-action/) addresses their commitment to work with their editorial boards and staff to build foundations and identify opportunities for action to mitigate bias and improve inclusion. They also brought together 37 publishing organizations to release a Joint commitment for action on inclusion and diversity in publishing (https://www.rsc.org/new-perspectives/talent/joint-commitment-for-action-inclusion-and-diversity-in-publishing/), with the goal of accelerating culture change in research.

TIME Magazine: Visions of Equity Issue
(https://time.com/collection/visions-of-equity/)
A special project, led by BIPOC staff at TIME, on the fight for racial justice and building a better world.

Forty Ways to Build a More Equitable America
(https://time.com/collection/visions-of-equity/6046015/equity-agenda/)
The events of the past year—a global health crisis, mass protests against police brutality, a surge in hate crimes—laid bare the vast inequities that have persisted in the U.S. for centuries.

5 Reasons Why Every Workplace Should Have Employee Affinity Groups, and How to Start One
(https://www.businessinsider.com/reasons-why-you-should-start-employee-affinity-group-at-work-2020-9)
In a nutshell, an affinity group—also called an Employee Resource Group (ERG)—is a group of employees with similar backgrounds, interests, or demographic factors such as gender or ethnicity.

What Is An Affinity Group? A Guide for the Workplace (https://www.indeed.com/hire/c/info/what-is-an-affinity-group)
Affinity groups are valuable assets for companies that improve morale and increase employee retention.

90% Of Fortune 500 Companies Already Have A Solution To Gender Equality But Aren't Utilizing It
(https://www.forbes.com/sites/georgenehuang/2017/11/13/90-of-fortune-500-companies-already-have-a-solution-to-gender-equality-but-arent-utilizing-it/?sh=6ca312a71c34)
Employee Resource Groups (ERGs), which have been around for decades, currently exist at 90% of Fortune 500 companies. However, there is little information and few data out there about what they accomplish and how they do what they do.

Implicit Bias
(https://www.racialequitytools.org/resources/act/communicating/implicit-bias)
This document shares insight into implicit bias and provides information to help organizations move forward.

Leveraging ERGs for an Inclusive Employee Experience
(https://static1.squarespace.com/static/5ae1581185ede1bbc9cddb33/t/5f187a61cfa739585dcf4bbc/1595439714431/Leveraging+ERGs+for+an+Inclusive+Employee+Experience+-+Five+to+Nine.pdf)
Employee Resource Groups (ERGs) have evolved beyond their original purpose of providing a safe space and community for underrepresented groups; they are now embedded in core business outcomes.

Want to Recognize ERG Leaders Let Them Do Their Job?
(https://medium.com/@l.research.co/want-to-recognize-erg-leaders-let-them-do-their-job-17803d93195e)
Employee Resource Group (ERG) leaders are intrinsically driven to such work—work that ultimately elevates the organization. The irony is that they often lack the support necessary to do their job.

Employee Resource Groups: A Guide
(https://www.indeed.com/hire/c/info/employee-resource-groups)
Creating an inclusive and engaging company culture requires strategic planning around diversity and equality.

Successful Employee Resource Groups: 5 Strategies from Top Companies
(https://www.affirmity.com/blog/employee-resource-groups-5-strategies/)
This article looks at five employers from DiversityInc’s 2019 list of top companies for employee resource groups for inspiration.

Anti-Racism Conversations Should Not Be Easy
(https://www.tlnt.com/anti-racism-conversations-should-not-be-easy/)
While in the past, many leaders have avoided necessary conversations on race, calling them “divisive,” we in the business of equity and belonging have always explained that company culture is created, recreated, and upheld in all interpersonal interactions within an organization.

Why Diversity Programs Fail
(https://hbr.org/2016/07/why-diversity-programs-fail)
After Wall Street firms repeatedly had to shell out millions to settle discrimination lawsuits, businesses started to get serious about their efforts to increase diversity. But unfortunately, they don’t seem to be getting results.

Are You Making These 5 Common Workplace Diversity, Equity and Inclusion Mistakes?
(https://www.greatplacetowork.com/resources/blog/5-diversity-and-inclusion-mistakes)
While it is clear to most leaders that it is time to address these issues head on, approaching DEI strategy without thoughtfulness and sincerity can lead to reduced trust from employees and customers.

Diversity And Inclusion: Why You Should Never Ever Make These 6 Mistakes
(https://www.forbes.com/sites/carmenmorris/2020/09/02/diversity-and-inclusion-why-you-should-never-ever-make-these-6-mistakes/?sh=46683c2f3281)
Now, in an age where race and ethnicity are a key focus of discussion, particularly when it comes to institutional systems and organizational behaviors, narratives and paradigms around race inclusion agendas must now adapt.

10 Reasons Why Anti-Racism Training Is Not The Problem
(https://www.forbes.com/sites/ifeomaajunwa/2020/09/05/10-reasons-why-anti-racism-training-is-not-the-problem/?sh=756056d26298)
Given that racism can be entrenched in both the structure and culture of organizations, antiracism training alone can never be enough to change things. Rather, it is important to identify the organizational issues that could enable racial inequity within organizations.

AWAKE to WOKE to WORK
(https://www.njjn.org/uploads/digital-library/ProInspire-Equity-in-Center-publication.pdf?phpMyAdmin=14730ab3483c51c94ca868bccffa06ef)
Equity in the Center works to shift mindsets, practices, and systems within the social sector to increase racial equity. We envision a future where nonprofit and philanthropic organizations advance race equity internally while centering it in their work externally.

Welcome to The AntiRacist Table
(https://theantiracisttable.com)
The AntiRacist Table was created in response to the Racial Reckoning in America, as a way to bring AntiRacism into daily life as a daily practice. Educating Americans about African American history and the Black experience, along with rehumanizing Black people and motivating action to help create an AntiRacist America, are our goals.

Beware of Bias Training: Addressing Systemic Racism is Not an Easy Fix
(https://theconversation.com/beware-of-bias-training-addressing-systemic-racism-is-not-an-easy-fix-142587)
Among the different forms of diversity training, a popular offering addresses the concept of implicit racial bias. Implicit biases are automatic, outside of our conscious awareness, and influence us despite our best intentions.

Why is Diversity, Equity, and Inclusion Important to Organizational Success?
(https://ideal.com/why-is-diversity-equity-and-inclusion-important)
There was a time when diversity, equity, and inclusion (DEI) was just a group of buzzwords. With a few exceptions, organizations gave little more than lip service to DEI. It was a checkbox on a form somewhere. Those days are over.

Early Benchmarks Show “Post-Millennials” on Track to Be Most Diverse, Best-Educated Generation Yet
(https://www.pewresearch.org/social-trends/2018/11/15/early-benchmarks-show-post-millennials-on-track-to-be-most-diverse-best-educated-generation-yet/)
As a new generation of Americans begins to take shape and move toward adulthood, there is mounting interest in their attitudes, behaviors, and lifestyle. But how will this generation change the demographic fabric of the United States?

Diversity and Inclusion
(https://www.mckinsey.com/featured-insights/diversity-and-inclusion#)
The business case for gender equality, diversity, and inclusion is strong and growing stronger. This collection examines the barriers that prevent companies from addressing gender and racial equality and identifies solutions for building a stronger, more inclusive workforce.

Workplace Diversity Through Recruitment
(https://ideal.com/workplace-diversity/)
Workplace diversity has become a hot button issue and a top priority for recruitment departments.

Diversity and Inclusion Build High-Performance Teams
(https://www.gartner.com/smarterwithgartner/diversity-and-inclusion-build-high-performance-teams/)
If Chief Information Officers (CIOs) want to be among the 33% of global CIOs who have evolved their digital endeavors to scale, they must exploit the output of high-performance teams. There are certain attributes that build such high-performance teams and make them stand out. Two in particular, diversity and inclusion, can improve success. But many CIOs struggle to build them.

Paving the Way for Diversity and Inclusion Success
(https://www.webershandwick.com/news/paving-the-way-for-diversity-inclusion-success/)
Alignment of diversity and inclusion strategy with business strategy provides organizations with several business advantages.

How Diverse Leadership Teams Boost Innovation
(https://www.bcg.com/en-us/publications/2018/how-diverse-leadership-teams-boost-innovation)
There’s no shortage of advice about how companies can become more innovative. The catch is that most of that advice is based on anecdotal evidence. But there’s one step companies can take that does have some data behind it.

The Why Behind DEI: How Diversity, Equity, and Inclusion Initiatives Benefit Business
(https://www.workhuman.com/resources/globoforce-blog/the-why-behind-d-i-how-diversity-and-inclusion-initiatives-benefit-business)
The disturbing events—and the protests that have followed—have spawned a renewed urgency for HR leaders to look at how their organizations are addressing systemic inequity, both within and outside the workplace.

Delivering Through Diversity
(https://www.mckinsey.com/~/media/mckinsey/business%20functions/organization/our%20insights/delivering%20through%20diversity/delivering-through-diversity_full-report.ashx)
Since Why Diversity Matters was published in 2015, we have seen growing awareness of the business case for inclusion and diversity (I&D).

The Case for Belonging: How Social Support Drives Employee Inclusion
(https://www.workhuman.com/resources/papers/the-case-for-belonging-how-social-support-drives-employee-inclusion)
Social support is considered by many D&I practitioners as table stakes for belonging, and because of this, social support is usually flat-out classified as a job resource.

The Return on Investment (ROI) of Diversity and Inclusion
(https://www.diversitybestpractices.com/sites/diversitybestpractices.com/files/import/embedded/anchors/files/diversity_primer_chapter_02.pdf)
Best-in-class organizations realize that diversity and inclusion is a prudent business practice that has wide-ranging benefits for both the company and its employees.

Inclusive Language Guides, Diverse Images, and Integration

Please remember that inclusive language standards are constantly changing. Check the publication or last-updated dates for any resource you consult.

Professional Journalist Associations
(https://www.spj.org/dtb8.asp)
Associations are often good sources of responsive and careful guidance regarding language around current events and topics.

What Is Inclusive Language, and Why Does It Matter?
(https://www.kibin.com/essay-writing-blog/what-is-inclusive-language/)
Inclusive language is pretty much exactly what it sounds like—language that seeks to include as many people as possible.

Conscious Style Guide
(https://consciousstyleguide.com/)
Robust collection of news and resources dedicated to conscious language.

Diversity Style Guide
(https://www.diversitystyleguide.com/)
Aggregator of guidance from style guides, journalism organizations, and other sources.

Guidelines for Bias-Free Language, APA Style
(https://apastyle.apa.org/style-grammar-guidelines/bias-free-language)
Principles for reducing bias when writing about people.

Content Guide on Inclusive Language, 18F
(https://content-guide.18f.gov/our-style/inclusive-language/)
Principles of inclusive language from the U.S. Government Technology Transformation Services.

Diversity and Inclusion Resources, ACES: The Society for Editing (https://aceseditors.org/resources/diversity-inclusion-resources)
Aggregated list of resources directed to editors.

Society of Professional Journalists, Diversity Issues Toolbox (https://www.journaliststoolbox.org/2021/03/02/diversity_links/)
Regularly updated aggregated list of diversity and inclusion resources for journalists.

“What Words We Use—and Avoid—When Covering People and Incarceration”
(https://www.themarshallproject.org/2021/04/12/what-words-we-use-and-avoid-when-covering-people-and-incarceration)
Discussion from The Marshall Project (https://www.themarshallproject.org/2021/04/12/the-language-project) about word choices to describe people being held in correctional facilities.

Inclusivity and the Necessary Art of Gender-Neutrality in Employment Contracts
(http://employmentblog.practicallaw.com/inclusivity-and-the-necessary-art-of-gender-neutrality/)
Blog post discussing inclusive contract language.

Google’s Developer Documentation Style Guide, “Writing Inclusive Documentation”
(https://developers.google.com/style/inclusive-documentation)
Guidelines from Google for writing inclusive technical documents.

Abolish Racist Language
(https://contentdesign.intuit.com/accessibility-and-inclusion/abolish-racist-language/)
Words matter. We are committed to creating an antiracist culture by using language that champions equity and inclusion.

Glossary of Education Reform
(https://www.edglossary.org/equity/)
In education, the term equity refers to the principle of fairness. While it is often used interchangeably with the related principle of equality, equity encompasses a wide variety of educational models, programs, and strategies that may be considered fair, but not necessarily equal.

Racial Equity Tools
(https://www.racialequitytools.org/glossary)
It is essential to achieve some degree of shared understanding, particularly when using the most common terms. In this way, the quality of dialogue and discourse on race can be enhanced.

Hate Speech
(https://mitpress.mit.edu/books/hate-speech)
An investigation of hate speech: legal approaches, current controversies, and suggestions for limiting its spread.

Race, Rhetoric, and Research Methods
(https://wac.colostate.edu/docs/books/race/rhetoric.pdf)
Unfortunately, the structural power of racism is carefully controlled through stylistic conventions of research writing and communication.

Nappy | Beautifully Diverse Stock Photos
(https://nappy.co)
Beautiful photos of Black and Brown people, for free.

Women in Tech Photos
(https://www.wocintechchat.com/blog/wocintechphotos)
Stock photos of women of color in tech, free to use with attribution.

The Jopwell Collection
(https://jopwell.pixieset.com/thejopwellcollection/)
Free photos to use, with attribution.

Pexels
(https://www.pexels.com/search/diversity/)
Free photos to use; photographer credit is appreciated.

Diverse Family Stock Photos
(https://www.dreamstime.com/photos-images/diverse-family.html)
11,744 diverse family stock photos are available royalty-free.

Mentorship and Sponsorship

Tips to Create a Mentoring Program for Diversity
(https://www.insala.com/blog/tips-to-create-a-mentoring-program-for-diversity)
Managers must respond to the needs of increasingly diverse employees. In response to these needs, many organizations have instituted diversity mentoring programs. This has helped them understand and utilize the unique contributions of all employees by creating an inclusive work environment.

Promoting Diversity in the Workplace through Mentorship
(https://www.togetherplatform.com/blog/promoting-diversity-in-the-workplace-through-mentorship)
A lack of diversity in the workplace can hurt a company’s bottom line, turnover rate, and employee morale and productivity. Yet, research has shown that a good mentoring program can lead to positive changes.

4 Ways Mentoring Can Empower Your Diversity and Inclusion Initiatives
(https://www.td.org/insights/4-ways-mentoring-can-empower-your-diversity-and-inclusion-initiatives)
Underrepresented employees can face challenges in the workplace when it comes to inclusion and career progression. Mentoring can provide opportunities for skill development and networking that can minimize some of these challenges as employees make their way into leadership positions or new responsibilities within an organization.

5 Ways to Use Mentoring to Create an Inclusive Workplace
(https://trainingindustry.com/articles/diversity-equity-and-inclusion/5-ways-to-use-mentoring-to-create-an-inclusive-workplace/)
A mentoring culture is one that nurtures deeper working relationships and values the development of all employees.

How to Promote Diversity, Equity, and Inclusion in the Workplace
(https://www.ceridian.com/blog/support-diversity-and-inclusion-in-the-workplace)
For diversity practices to be successful, you also need to facilitate an inclusive work culture. Here are some ways employers can build or improve upon their diversity, equity, and inclusion programs.

Workplace Mentoring: The Diversity and Inclusion Key
(https://ementorconnect.com/workplace-mentoring-progams-are-the-key-to-diversity-and-inclusion/)
Given the strong business outcomes case for having a diverse and inclusive workforce, along with social groups and movements, having a strong D&I strategy is necessary in such a competitive talent market.

Why Mentorship Is the Key to Diversity and Inclusion in the Workplace
(https://socapglobal.com/2020/02/why-mentorship-is-the-key-to-diversity-and-inclusion-in-the-workplace/)
Hiring someone for their background without valuing their insight as a person is the epitome of tokenization, and that’s not diversity.

Diversity + Mentoring = Increased Inclusion in the Workplace
(https://www.twomentor.com/diversity-mentoring-increased-inclusion-in-the-workplace/)
According to the Association for Talent Development, 44% of CEOs list mentorship programs as one of the three most valuable strategies to advance women into Senior Management.

Evolution of Diversity in the Workplace
(https://chronus.com/inclusive-workplace-culture)
Collective understanding and knowledge of diversity, equity, and inclusion has advanced over the decades thanks to an ever-growing body of research. In light of this, the facets of an inclusive workplace culture must evolve as well.

How To Improve Diversity and Inclusion With Mentoring
(https://www.guider-ai.com/blog/improve-diversity-and-inclusion-with-mentoring)
A diverse and inclusive organization is therefore one that employs and equally supports people of all genders, races, religions, sexual orientations, abilities, ages, backgrounds, appearances, and languages.

Diversity Mentoring Program
(https://fbdiversity.psu.edu/diversity-mentoring-program)
The Diversity Mentoring Program at Penn State University is designed to provide each new underrepresented racial/ethnic employee in Finance and Business (F&B) with a mentor to assist them in performing successfully in their current positions.

Mentoring Types
(https://hr.ucdavis.edu/departments/learning-dev/toolkits/mentoring/types)
There are three types of mentoring: traditional one-on-one, distance, and group mentoring.

Reverse Mentoring: What Millennials Can Teach Executives and Managers (https://kromatic.com/blog/reverse-mentoring-what-millennials-can-teach-executives-and-senior-managers/)
The concept of reverse mentoring is not new. Jack Welch, former CEO of General Electric, is given credit as the inventor of the first reverse mentoring program back in 1999. Basically, older executives are paired with younger employees who teach them about new technology, including social media.

Reverse Mentoring Can Lead to More Equitable Workplaces
(https://ssir.org/articles/entry/how_reverse_mentoring_can_lead_to_more_equitable_workplaces)
To establish more diversity, equity, and inclusion across sectors, we need to reimagine the traditional mentor and mentee relationship to shift power to younger and less experienced colleagues who possess unique insight into bias and racial dynamics.

Improve Workplace Culture with a Strong Mentoring Program (https://www.gov.uk/government/news/jeremy-hunt-launches-reverse-mentoring-scheme-for-bame-staff)
The Foreign Secretary wants to see a diplomatic service that is more representative of the UK.

The Importance of BAME/People of Colour to be Mentors (https://www.linkedin.com/pulse/importance-bamepeople-colour-mentors-vivienne?articleId=6629008338396999680)
Many organizations run mentoring schemes both internal and often use external people. It is important for mentors to be diverse too.

Mentorship and Sponsorship: Why You Need Both
(https://www.linkedin.com/pulse/mentorship-sponsorship-why-you-need-both-chantal-brine/)
Both of these relationships are powerful tools in their own right and even more so when combined or leveraged in tandem at different points in your career.

What Does Sponsorship Look Like?
(https://larahogan.me/blog/what-sponsorship-looks-like/)
To sponsor someone is to feel on the hook to help get someone promoted. It is raising up the name of someone to help them get more opportunities to do visible, valuable work.

How to Launch an Employee Mentoring Program
(https://www.glassdoor.com/employers/blog/how-to-launch-an-employee-mentoring-program/)
This professionally run employee mentoring program is fast becoming the latest must-have offering for companies that are serious about attracting the job market's best talent.

Places to Connect and Learn

Association of University Presses
(https://aupresses.org/)
The Association of University Presses advances the essential role of a global community of publishers whose mission is to ensure academic excellence and cultivate knowledge.

Association of University Presses Commons
(https://up.hcommons.org/)
The professional network for members of the Association of University Presses.

Coalition for Diversity and Inclusion in Scholarly Communications (https://c4disc.org/)

Do Your Employees Know Why You Believe in Diversity?
(https://hbr.org/2020/06/do-your-employees-know-why-you-believe-in-diversity)
When leaders communicate why they believe in diversity, align anti-bias initiatives with the organization’s strategic priorities, and do the tough work of identifying and fixing barriers within their organization, they’re more likely to get buy-in from a wide range of internal and external stakeholders.

Scholarly Publishing

Google’s Approach to Historically Black Schools Helps Explain Why There are Few Black Engineers in Big Tech (Washington Post)
(https://www.washingtonpost.com/technology/2021/03/04/google-hbcu-recruiting)
Google uses ranking systems that underrate Historically Black Colleges and Universities (HBCUs). This is related to perpetuating “excellence” in racist structures such as predominantly white institutions.

Springer Nature Employee Networks
(https://group.springernature.com/gp/group/taking-responsibility/employee-networks)
Activities include linking, promoting, and advocating through employee networks; addressing DEI; and sharing educational resources and amplifying voices.

Reckoning with Whiteness in Scholarly Publishing
(https://scholarlykitchen.sspnet.org/2021/03/18/guest-post-reckoning-with-whiteness-in-scholarly-publishing/)
Discusses 2019 demographic survey of the publishing industry, with a focus on university presses.

Library Publishing and Diversity Values: Changing Scholarly Publishing through Policy and Scholarly Communication Education
(https://crln.acrl.org/index.php/crlnews/article/view/9446/10680)
Editorial addressing the biases and power structures embedded within scholarly publishing.

COVID is Amplifying the Inadequacy of Research-Evaluation Processes (Nature)
(https://www.nature.com/articles/d41586-021-00527-9)
Amplification of inequality in how scientist’s outputs are measured during the pandemic: “broad-brush criteria also have implications for equality and diversity.”

Minority Scientists Still Face Many Forms of Institutional Racism
(https://www.newscientist.com/article/mg24632882-500-minority-scientists-still-face-many-forms-of-institutional-racism/)
There are vast discrepancies in access and position that fall along ethnic lines in the sciences.

Equity Concerns Persist Over Open-Access Publishing (Nature index blog)
(https://www.natureindex.com/news-blog/equity-concerns-persist-over-open-access-publishing)
Participation in APC open-access publishing appears to be skewed toward scholars with greater access to resources and job security.

Uptake and Outcome of Manuscripts in Nature Journals by Review Model and Author Characteristics
(Research Integrity and Peer Review)
Discusses the potential for anonymous peer review to support equity through removing initial bias.

Open Peer Review: A Randomised Controlled Trial (The British Journal of Psychiatry)
(https://www.cambridge.org/core/journals/the-british-journal-of-psychiatry/article/open-peer-review-a-randomised-controlled-trial/1F81447FC67B3BAFDCCCCE82B6C7A187)
Using an opposite approach to the previous resource, this discusses the potential for open peer review to support equity through transparency and accountability.

Scientific Journals Commit to Diversity but Lack the Data (NY Times)
(https://www-nytimes-com.cdn.ampproject.org/c/s/www.nytimes.com/2020/10/30/science/diversity-science-journals.amp.html)
Scientists who hail from across spectra of gender, race, ethnicity, disability, sexuality and more are also uniquely equipped to collaborate with communities that have been ignored, silenced or even exploited and abused by the discriminatory practices of Western scientists.

Racism in Science: We Need to Act Now (eLife)
(https://elifesciences.org/articles/59636)
Michael Eisen’s editorial on making the claims but not actually empowering Black people.

Training Tools and Information

Allyship
(https://www.thereadyset.co/ally-skills-workshop)
The ReadySet Ally Skills workshop positions people of all backgrounds, identities, and genders to successfully undertake allyship at work and beyond.

Racial Equity Institute
(https://www.racialequityinstitute.com/)
Offers organizational training for understanding and addressing racism.

Dismantling Racism
(https://www.dismantlingracism.org/)
Web-based workbook designed to support the Dismantling Racism workshop.

Bystander Intervention
(https://www.ihollaback.org/event/bystander-intervention-stop-anti-asian-american-harassment-xenophobia-13/)
The one-hour, interactive training will teach you Hollaback!’s 5Ds of bystander intervention methodology.

Change Management
(https://www.trainingforchange.org/about/)
Training for Change is a training and capacity building organization for activists and organizers.

Challenging Conversations
(https://courageousconversation.com/about/)
Engage in sustained partnerships featuring training, coaching, and consulting with organizations to transform beliefs, behaviors, and results so people of all races can achieve at their highest levels and live their most empowered and powerful lives.

The LARA Method
(https://sparqtools.org/lara/)
The LARA (Listen, Affirm, Respond, and Ask Questions) method builds respect and common ground between people in conversation, allowing you to explore your differences more openly and honestly.

Implicit Bias, Including Bias in Recruiting, Hiring, and Promotion
(https://implicit.harvard.edu/implicit/)
Project Implicit is a nonprofit organization and international collaboration between researchers who are interested in implicit social cognition—thoughts and feelings outside of conscious awareness and control. The goal of the organization is to educate the public about hidden biases and to provide a virtual laboratory for collecting data on the Internet.

White People: Let’s Start by Understanding Our Own Biases
(https://belonging.berkeley.edu/understand-our-biases)
Findings from the widely used Implicit Association Test (IAT) demonstrate that racial bias remains widespread, despite popularly stated views of egalitarianism by white people.

Empathetic Workplaces
(https://empathicworkplace.com/using-the-science-of-empathy-and-storytelling-to-connect-in-the-workplace/)
Tips on how to connect with authenticity, with empathy, and without judgement.

Antiracism and Decentering White Supremacy
(https://www.racialequityinstitute.com)
Alliance of trainers, organizers, and institutional leaders who have devoted themselves to creating racially equitable organizations and systems.

The Equity Paradigm
(www.theequityparadigm.com)
Suite of highly customizable services that are highly tailored to address the needs, challenges, or questions your organization may have related to diversity, equity, and inclusion.

Center for Employment Equity: University of Massachusetts-Amherst
(https://www.umass.edu/employmentequity/what-works-evidence-based-ideas-increase-diversity-equity-and-inclusion-workplace)
What Works: Evidence-Based Ideas to Increase Diversity, Equity, and Inclusion in the Workplace

“How We Think About Race/Ethnicity” Implicit Association Test (https://implicit.harvard.edu/implicit/featuredtask.html)
An exercise to help individuals recognize their own racial biases.

Race Forward Tools
(https://www.raceforward.org/practice/tools)
Founded in 1981, Race Forward brings systemic analysis and an innovative approach to complex race issues to help people take effective action toward racial equity.

Intersectionality Toolkit
(https://www.luthercollege.edu/public/images/Intersectionality_Tookit_and_other_resources.pdf)
Intersectionality is not simply a theme to be studied for a limited time, but should be seen as a fundamental approach, embedded throughout the work of organizations.

Harro’s Cycle of Liberation
(https://muir.ucsd.edu/_files/about/themuircollegeway/
cycleofliberation.pdf)
Actions for liberation from oppression do not have a distinct start and end point but repeat in cycle, useful model for journey people/org’s go through to become truly equitable.

10 Keys to Everyday Anti-Racism
(https://greatergood.berkeley.edu/article/item/ten_keys_to_everyday_anti_racism)
The founders of a new organization, the AntiRacist Table, suggest tools you can use to work against prejudice and inequality.

Racial Equity Tools
(https://www.racialequitytools.org/)
Library of 2,800+ learning resources related to racial equity.

Inclusive HR Toolkit
(https://www.workinculture.ca/Resources/Inclusion-in-the-Creative-Workplace/Inclusive-HR-Toolkit)
Six-part toolkit addressing human resources practices from the perspective of inclusion.

Intersectional Thinking in Research
(https://soundcloud.com/specialissue/episode-42-intersectional-thinking-in-research)
Podcast discussing intersectionality from the perspective of a researcher.

Six Signature Traits of Inclusive Leadership
(https://www2.deloitte.com/us/en/insights/topics/talent/six-signature-traits-of-inclusive-leadership.html)
Six attributes of leaders who display the ability to not only embrace individual differences but to potentially leverage them for competitive advantage.

Inclusion Matters
(https://www.catalyst.org/wp-content/uploads/2019/01/inclusion_matter.pdf)
Want to build high-performing teams? Make employees feel more included at work.

Emotional and Cultural Intelligence in Leaders
(https://www.wgu.edu/blog/emotional-cultural-intelligence-leaders1810.html)
Many people believe emotional intelligence is just one of those buzzwords floating around, a nice idea or a touchy-feely element of life, but in reality it’s a crucial skill.

Are You a Collaborative Leader?
(https://hbr.org/2011/07/are-you-a-collaborative-leader)
Collaborative leaders develop contacts not only in the typical areas—local clubs, industry associations, and customer and supplier relations—but beyond them.

How to Integrate Diversity, Equitym, and Inclusion into Everyday Operations
(https://www.bridgespan.org/insights/library/leadership-development/integrate-diversity-equity-inclusion)
Nonprofit leaders committed to integrating diversity, equity, and inclusion into their organizations will need to adopt new practices and behaviors to live into this goal.

What an Anti‐Racist Business Strategy Looks Like
(https://hbr.org/2020/11/what-an-anti-racist-business-strategy-looks-like)
Confronted with protests against systemic racism in the United States, companies are now working to ensure that their workforces and communities are more diverse, equitable and inclusive.

6 Ways to Be Antiracist, Because Being “Not Racist” Isn't Enough
(https://mashable.com/article/how-to-be-antiracist/)
Tools for practicing antiracism in everyday activities.

Research Shows Us Workplaces Need this Level of Diversity to Prevent Tokenism
(https://www.fastcompany.com/90516384/research-shows-us-workplaces-need-this-level-of-diversity-to-prevent-tokenism)
Tokenism can hurt individual performance and the business overall, according to an analysis of 80 studies over the past 25 years.

Racial Equity Tools
(https://www.racialequitytools.org/resources/plan/informing-the-plan/organizational-assessment-tools-and-resources)
Racial Equity Tools is designed to support individuals and groups working to achieve racial equity.

Self-Assessment Tool: Anti-Racism
(https://unitedwayaddisoncounty.org/client_media/files/ReneeWellsAntiRacismSelfAssessmentTool.pdf)
This tool was developed by Renee Wells, Director of Education for Equity and Inclusion at Middlebury College (Vermont).

Understanding the Four Factors of Inclusion
(https://cultureplusconsulting.com/2018/06/17/understanding-the-four-factors-of-inclusion/)
Because inclusion references the lived experiences of all employees, the most effective diversity and inclusion initiatives are organized around employee experiences of inclusion rather than tick-the-box, best-practice checklists, employer-of-choice citations, or predefined diversity dimensions like gender, age, and culture.

A Community Builder’s Toolkit
(https://drive.google.com/file/d/1mM2ATbM9aUwBRFxuk7O1hgIjzYYV5IKl/view)
Useful tools for understanding the capacities on which you can build. But, when you really trace the history of successful efforts, they usually started at a prior step—by listening.

Community-Rooted Economic Inclusion: A Strategic Action Playbook
(https://www.brookings.edu/essay/community-rooted-economic-inclusion-a-strategic-action-)
This playbook provides local leaders with an actionable set of tools to create more just landscapes of neighborhood opportunity through community-rooted economic inclusion—a new, multidisciplinary and systems-level approach to building community wealth within under invested places, while driving city and regional economic growth and development that center equity at its core.

Work on All Levels

Racism shows up on four levels: personal, interpersonal, institutional, and cultural. This means that liberation shows up on all as well. Working for racial justice means we need to work on each of the levels. If our organization or community offers expertise and skills in any of them, we can intentionally partner with organizations and communities working on the other. [1]

The Capitalist Foundations of Racialization
(https://www.aaihs.org/the-capitalist-foundations-of-racialization/)
Racialization—one process of regulating, organizing, and subjecting populations through capital and labor—is integral to and endemic in the capitalist world system. Global hierarchies based on racial difference justify inequitable distributions of resources, the destabilization of local self-sustaining economies, and the conscription of entire populations into global labor regimes.

Equity and Compliance Investigative Flow Chart for Complaints Against Faculty and Staff (U.S.)
(https://www.pdx.edu/diversity/sites/g/files/znldhr3396/files/2021-02/EC_Flowchart_2021.pdf)
Portland State University’s non-Title IX formal complaint process.

Workplace Investigations: Observations From an HR Insider (U.S.)
(https://toughnickel.com/business/25-Things-You-Might-Not-Know-About-HR-Investigations-Complaints)
Employee Complaint Investigations: What Human Resources Won't Tell You (ToughNickel). Are you an employee who has been accused of workplace wrongdoing? Alternatively, are you thinking about filing a complaint with your HR department? If so, you may not have a practical understanding of what goes on behind the scenes. This is especially true if you have never been involved in an internal complaint investigation.