Many corporations are quickly ditching their Diversity, Equity, and Inclusion initiatives. Nonprofit leaders, there are important lessons in these actions.

This blog post features a portion of Episode 3 of the Race in the Workplace podcast called, Let's Get REAL: Introducing Racial Equity for Adaptive Leaders.

Joining me for the discussion is Anthony Armstrong, founder and lead consultant at Make Communities. You can listen to the full interview where you get your podcasts, but here is a short snippet of our conversation.

When creating organizational accountability for racial equity efforts, avoid over-relying on staff-led groups.

In partnership with Make Communities, we have developed the the 6P+ Racial Equity Framework ® to take organizations from color-blind to equity-centered using a whole-organization approach.

In this blog post, I share thoughts about how DEI is weaponized and the opportunity for leaders who hold racial equity as a value.

Shifts can be scary even for seasoned leaders.  I've made a significant shift in the way I talk about my work, moving away from using DEI (Diversity, Equity, and Inclusion) and moving toward organizational development to describe my expertise and client outcomes.

Racial equity work that moves too slowly will diminish staff morale. Analysis paralysis can keep the most well-intentioned leaders from advancing needed shifts in their organization’s practices, resulting in racial equity fatigue.

Many nonprofits start their racial equity journey from a diversity perspective by hiring Black staff without doing the necessary systems work to retain hired talent.