Develop and Resource Your DEI Strategy

Develop and Resource Your DEI Strategy

by Advance Equitable Outcomes Foundations

You need this if you want to: Incorporate DEI into the foundation’s grantmaking as a dedicated and/or cross-cutting funding priority.

Key activities conducted by the DEI specialist may include:

  • Gather and analyze data, including perspectives from multiple internal and external stakeholders, to identify opportunities to apply a greater equity focus to your grantmaking priorities.
  • Engage with Board, leadership, staff and external stakeholders (e.g., community and grantees), as appropriate, to identify clear DEI-related grantmaking goals, including priority areas and levels of investment.
  • Articulate key strategic choices and trade-offs. Facilitate inclusive discussion and debate to identify aligned strategies (including investment criteria), develop a roadmap for action, and generate broad buy-in.
  • Develop an implementation plan that prioritizes and sequences actions based on needs. Define structures to further DEI work within the organization.
  • Identify and allocate budgets necessary to ensure adequate resources to support DEI work. Identify metrics to measure progress.

Does this look similar to what you’re looking for? If yes, fill the form below, and we will be in touch with you shortly.

Recruit and Hire Diverse Staff

Recruit and Hire Diverse Staff

by Diversify Your Organization General

You need this if you want to: Diversify your talent pool and redesign your recruitment and selection practices.

Key activities conducted by the DEI specialist may include:

  • Define goals for recruitment and hiring so that staff reflect the backgrounds of communities or users served.
  • Review recruitment and hiring timelines and streamline application processes to reduce barriers for applicants. Expand recruitment efforts to increase outreach to candidates of color.
  • Review and revise hiring policies, practices and rubrics to make them more transparent, unbiased and inclusive (e.g., by training interviewers on mitigating bias).
  • Develop a standardized onboarding process that provides support to people from diverse backgrounds.
  • Consider deeper organizational changes necessary to become an employer of choice for diverse staff.

Does this look similar to what you’re looking for? If yes, fill the form below, and we will be in touch with you shortly.

Recruit and Hire Diverse Teachers and Leaders

Recruit and Hire Diverse Teachers and Leaders

by Diversify Your Organization Schools and School Systems

You need this if you want to: Diversify your talent pool and redesign your recruitment and selection practices.

Key activities conducted by the DEI specialist may include:

  • Define goals for recruitment and hiring so that teachers and leaders reflect the backgrounds of the students and communities served.
  • Review recruitment and hiring timelines and streamline application processes to reduce barriers for applicants. Expand recruitment efforts to increase outreach to candidates of color.
  • Review and revise hiring policies, practices and rubrics to make them more transparent, unbiased and inclusive (e.g., by training interviewers on mitigating bias).
  • Develop a standardized onboarding process that provides support to people from diverse backgrounds.
  • Consider deeper organizational changes necessary to become an employer of choice for diverse teachers and leaders.

Does this look similar to what you’re looking for? If yes, fill the form below, and we will be in touch with you shortly.

Develop and Resource Your Strategy

Develop and Resource Your Strategy

by Chart Your Path
You need this if you want to: Identify a set of goals, articulate a clear strategy to infuse DEI across the organization, and map out actions and resources needed for successful implementation. 

Key activities conducted by the DEI specialist may include:

  • Based on DEI assessment <add link to project>, identify and prioritize a set of actions your organization can take to build on strengths and address gaps.
  • Engage with board, leadership, staff and external stakeholders, as appropriate, to establish clear DEI goals.
  • Develop an implementation plan to achieve goals, including structures to further DEI work within the organization (e.g., designated person/committee to “own” DEI work).
  • Develop a budget to identify and allocate necessary resources.
  • Identify metrics and timeline to measure and track progress.

Does this look similar to what you’re looking for? If yes, fill the form below, and we will be in touch with you shortly.