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Is this priority first serving Black communities

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Establish an unlimited leave policy.

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Formalize professional development opportunities and increasing the budget size to provide BIPOC staff more pathways for job advancement

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Explicitly Pro-Black as our Theory of Change and our Broader Approach

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Explicitly Pro-Black as our Theory of Change and our Broader Approach

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Moving from anti-oppressive to pro-Black culture, explicitly, at every level, including in upcoming strategic plan.

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for my department, which is a white-led department in a predominantly Latinx org, having hiring protocols that say you have to have an interview pool that is X% black or Latinx

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Board trainings on dismantling anti-blackness

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Collecting demographic data to highlight not just “diversity” but retention rate, promotion & raises, hiring rates, performance reviews etc. Quantify the problems and progress of anti-blackness.

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Educate the community we serve about the history of African Americans/Black people in America

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Create staff retention reports and include data on how different racial groups are impacted

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Reflect and discuss more comprehensive protocol for volunteers and grassroots leaders: what is the work that we're asking them to take on, is it equitable, how does it relate to their role in our decision making, and their role in the organization

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Reflect and discuss more comprehensive protocol for volunteers and grassroots leaders: what is the work that we're asking them to take on, is it equitable, how does it relate to their role in our decision making, and their role in the organization

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Create Racial Accountability Council /Advisory Board/Coaches for ED

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Create Racial Accountability Council /Advisory Board/Coaches for ED

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Pay coaches that report to the Board of Directors

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Clearly defined pathways to promotion. Managerial support in the form of development funds and honest feedback that supports the professional and personal growth of our staff as leaders.

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creating Black-only spaces for community members who engage with our advocacy work

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Revamped and intentional hiring practices that result in more Black candidates / staff.

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being ok with people expressing anger and criticizing things

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Who are we excluding with our current salary/benefits structure? How can we broaden our labor pool?

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Moving past not advancing a candidate pool that does not include Black candidates, but closing the search and re-evaluating the job/job description if Black candidates are not applying

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Black led and Black DRIVEN organizations typically get less funding. These type of organizations on the grassroots level receive even lower. As my org sometimes serves as fisical sponsors and/or subgrants to otehr orgs, I would want my org to find Black led Black focused community groups/initiatives

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Engage our students in co-creating programming, evaluate compensation model and stipends.

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Seek out groups to partner with who are Pro-Black

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Seek out groups to partner with who are Pro-Black

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Consider resources available to support Black partnerships
Prioritize pro-black groups/organizations/leaders

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Make absolutely sure that all job and contracting opportunities are distributed in many different types of listservs, platforms, - Inclusiv, etc.

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Creating new avenues for Black communities to participate in some of our movement spaces that haven't historically been inviting.

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Set annual goals and develop impact reports that include outcome data for improvements that look at race and Black / non-Black disparities

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Anytime a new position or promotion is being considered, are we making sure the role is accessible to everyone. Has the work been done to set all staff members up for the same successes and opportunities?

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Have more trainings for supervisors on how to give corrective feedback - acknowledging how supervisors might be less likely to give feedback/overcorrect/etc. Black staff members.

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Be intentional around where and when white supervisors are bypassing direct feedback, including hard feedback, with Black employees.

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Ensuring that white folks on staff are educated on the various and never-ending ways that white supremacy infiltrates our society as well as our organization. Providing structured space for reflection and intention setting when it comes to fighting against the anti-Black status quo. Normalize calling each other out in these moments.

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Challenging the use of nonprofit "comps" to determine appropriate salary/benefits. There are many forms of anti-Black racism, sexism, and their intersection that shape such "comps," and reliance on them reifies them.

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When approving budgets and raises, is the board understanding the demographic breakdowns of who is getting raises, how much one group is making compared to other groups, and if there are any problematic patterns among the raises.

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Creating a work environment that is one where Black employees want to remain with our org and feel heard and comfortable.