Step 6: Implementing the Blueprint

Congratulations! You have completed all of the planning work to engage in an initiative to become more inclusive of people of color. You can now start the next phase of your journey and see how the work you did in the planning phase will lead to a more inclusive and effective organization. It's wise to make use of the momentum your organization has built throughout the process of creating the blueprint by starting to take action on at least one goal within your blueprint as soon as possible.

Implementation of the inclusiveness blueprint will look different for every organization, depending on each organization's goals, objectives, resources, and timeline.

For example, one organization's plan might include a goal of improving communications with communities of color; over the course of twelve months, this organization might conduct focus groups with members of targeted communities, increase connections with ethnic newspapers by meeting with reporters, translate materials into Spanish, and provide flyers advertising the organization's services at community centers and churches within communities of color. At the end of one year, the organization might reconvene focus groups and conduct informal interviews to find out if they have, in fact, raised awareness and improved relations with communities of color.

For example, another organization might have a goal of improving recruitment and retention of staff members of color, after assessment data showed a disparity between the organization's success in recruiting and retaining white individuals versus people of color,. Over the course of two years, this organization might, standardize evaluation, promotion, and training practices for all employees; place job announcements in publications targeting communities of color; connect with African-American and Latino leadership development programs; create an internship focused on underrepresented populations; and conduct two full-day inclusiveness training sessions. After completing these activities, the organization would again collect information about its recruitment and retention practices in order to assess its progress. If the information collected shows progress, the organization could revise its goals and objectives related to recruitment and retention to focus on maintaining and extending successful efforts.

Whatever their plans, all organizations can expect to encounter challenges, such as shifts in the level of energy of staff and board related to inclusiveness, extended timelines to accomplish goals, and changes in activities or goals as the organization's level of inclusiveness changes.

 

Ideas from Other Organizations Doing Inclusiveness Work

 

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