In the past year, organizations have actively become aware of a need to take positions on social issues. Many released statements last July following various protests and social uprisings. The outpouring of support was immense. Even more have added racial equity, diversity, and inclusion into their strategic priorities.
For many, it stopped there. Others advanced it to begin to track data, ensuring they were open in recruitment or application processes. Some who were more adventurous ran training programs, created committees, added diversity onto their board and teams, and began to explore new relationships, but there it stopped. A few even developed stand-alone racial equity, diversity, and inclusion strategic plans.
So, we now have three strategic plans. The primary organization strategy, the social impact plan, and a racial equity, diversity, and inclusion plan. It is a statement of our awareness, positioning, and commitment of intent.
How many have genuinely made changes? Who has integrated the three strategies into one single strategy revealed in the priorities and goals for each department and individual versus that of an isolated, detached group? Everyone plays a role rather than it being an exercise for a few.
Merely creating awareness is a positive step. However, if we are about change, it requires a statement, and sustained, committed action, and allocation of resources.
