In this week’s blog, I want to share five proven strategies for nonprofit organizations for how (and when) to engage your Board of Directors in creating your organizational “Equity Why.”

Update your employee handbooks at least once a year to refresh outdated policies and add new ones.

Having done several racial equity audits in the past few years, I have learned they are both powerful and limited at the same time.

Move organizational commitments to action by focusing on the how of your work.

The key to sustainability is for exeuctive leaders to recognize resistance to racial equity and create a plan for working through it.

Culture fit is often used to disguise bias. This blog post by Dr. Joanna Shoffner Scott offers one way to know the difference between culture fit and bias in hiring.

Many of us are working through fatigue. This blog post offers leaders practical questions to ask themselves, as well as powerful insights on how to move forward with their work.

The experience of trauma in the workplace can have a lasting impact on employees. It's important to recognize and address the reality of organizational trauma.

Creating a clear, shared “Equity Why” anchors your organization’s racial equity approach and provides direction for new practices.

As anti-transgender legislative activity continues, I believe there are equity considerations for leaders of nonprofits, philanthropies, government agencies, and private businesses, particularly for in-person meetings or other on-site work.

This week, I’d like to share three lessons for organizations I've learned as a consultant and after another year of guiding the hard work of organizational change.

As 2022 closes, it is not too late to honor the equity commitments you have made to yourself and your staff.