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Racial equity can be defined as "the condition that would be achieved if one's race identity no longer influenced how one fares." (from "Awake to Woke to Work: Building a Race Equity Culture" by Equity in the Center). This collection focuses on racial equity and also includes works that explore the larger diversity, equity, and inclusion (DEI) framework. Our aim is to raise awareness about funding for racial equity efforts as well as activities in the social sector meant to realize racial equity. The collection is part of Candid's Funding for racial equity special issue website.

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"Endless Walk!" by Rayhane saber licensed through Unsplash

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How We Think and Practice Evaluation in Service of Racial Equity: A Tool Kit for Practitioners

January 1, 2024

Evaluators help measure the effectiveness of change efforts that impact the lives of children and their families every day. The W.K. Kellogg Foundation, together with Community Science, offer a tool kit for change agents who are looking to get concrete about how to advance racial equity through evaluation. Building from the Practice Guide Series on Doing Evaluation in Service of Racial Equity, this tool kit includes insightful blogs, tip sheets, presentations and more, that will help evaluators get real about evaluation for racial equity.  Read the tool kit in full or explore it in three parts: 1) How we think and practice; How we can engage community; and How we do evaluations in service of racial equity. Email your questions or feedback to evaluation@wkkf.org. 

U.S. Based Workforce and Board Composition Report by Race/Ethnicity, Gender and Job Category 2023

December 1, 2023

W.K. Kellogg Foundation's workforce composition and how it has changed over time.

Sustaining DEI momentum after the Supreme Court's decision on affirmative action

October 6, 2023

After the recent SCOTUS decision on affirmative action in higher education, leaders and organizations are grappling with the potential ripple effects on corporate diversity, equity and inclusion (DEI) efforts in the near and long term. In navigating this moment, leaders can do two things: (1) reground themselves on why their organization is investing in DEI strategies in the first place, and (2) take a look at existing DEI initiatives to understand where they may evolve and continue to create equal opportunities for all. Assessing risk will no doubt be part of the conversation. Yet, with the strong business case for DEI efforts, how can organizations ensure the risks of discontinuing certain DEI efforts are given the same weight as the risks of continuing them? This how-to guide, created through the W.K. Kellogg Foundation's Expanding Equity program, provides a framework for what to consider while charting a path forward as you review and adapt your DEI strategies — all while remaining true to your aspirations for creating more diverse, equitable and inclusive workplaces.

Diversifying Suppliers, Vendors and Business Partners as Part of DEI Strategy: Beacon Capital Partners Case Study

June 28, 2023

This case study is part of the W.K. Kellogg Foundation's Expanding Equity program, which helps workplaces become more racially equitable places of opportunity. The program supports and inspires companies to take action using four pillars: Attract, Belong, Promote and Influence. Each pillar offers unique opportunities for advancing racial equity, diversity and inclusion in companies. This case study lifts up actions from the Influence pillar, which focuses on advancing racial equity through a company's products, services or relationships externally.At Beacon Capital Partners, having a workplace that prioritizes diversity, equity and inclusion (DEI) means being intentional with choosing external business partners who share those same values. The firm recognized that United States' real estate industry as a whole is an overwhelmingly White, male-dominated business. They initially looked at its recruitment practices to expand their DEI efforts. In doing so, they learned that creating a space of inclusion and belonging went beyond recruiting practices and should also include all the firm's functional engagements. The firm works with numerous vendors and suppliers in its work and saw an opportunity to expand business partner diversity by working with firms holding Minority Women Disadvantaged Business Enterprise (MWDBE) certification and increasing its total spend on diverse vendors and suppliers at its properties. This led Beacon Capital to pilot its business partner diversity initiative, which lead to an increase in their total property spend on diverse vendors and suppliers from about 4% of controllable operating expense spending with diverse business partners in the pilot properties in 2017 to around 27% of controllable operating expense spending in 2022.

Racial Equity: Organizational Readiness (Survey)

June 15, 2023

An output from an NWRA Community of Practice in 2023, it was created based on expressed interest from states inquiring as to how they might get started and provided a few tangible action items to follow. This product was informed by the CoP members, JEDI Committee, and NWRA staff and leadership. It aligned with the NWRA's strategic roadmap."This document was created in 2021by the NWRA, with help from the (B)JEDI Committee Members, for the purposes of equipping Early Childhood Professional Registries with self-reflection tools supporting their exploration of racial equity policy and procedural alignment, as well as identifying areas of interest or "readiness" for mobilizing to embed oroperationalize equity in their work."

Organizational Journeys in Centering Racial Equity - Part One

June 1, 2023

Five WKKF grantees share insights about centering racial equity in their organizational structures, practices and operations. Part one takes a look at internal racial equity journeys in a variety of organizations, from a local organization serving an Arab immigrant community in Michigan, a Washington D.C. based policy organization focused on juvenile justice reform, a community foundation in greater Buffalo, New York, a nationwide network of service organizations, and a global faith-based organization. 

HR Toolkit for Racial Equity

May 22, 2023

HR Toolkit for Racial EquityThe W.K. Kellogg Foundation's (WKKF) organizational commitment to advancing racial equity, diversity and inclusion has been a multi-decade journey. One area of significant progress is in our human resources (HR) policies and practices. Over the years, leaders and organizations have sought out our HR team to ask about our internal strategies – what we've tried, what we've learned and what actions we are taking as a result of our commitments. WKKF created this toolkit to share our experiences, lessons and recommended tools and resources for implementing racial equity strategies as part of a human resources function. The toolkit complements the foundation's "ONE Journey" publication, which shares the foundation's larger racial equity, diversity and inclusion (REDI) efforts more fully.

Racial Healing Affinity Groups: Embodied Transformation in the Workplace

April 30, 2023

The Racial Healing Affinity Group Knowledge Product details the three essential components that allowed for the initiative to thrive: Convening a Wisdom Council, Creating a Multi-Racial Facilitator Council, and Developing Sustainable Affinity Groups. Under each of these sections you'll see a summary of the role each part played in creating the RHAG model. Below that will be a list of recommended logistics and structure, success and insights, and pitfalls and sensitive areas to support any organization or group in creating similar racial healing spaces. In addition to these text resources, you will also receive an interactive video and curated list of affinity group resources.

Industry Actions for Racial Equity –Investment Management

April 25, 2023

This workplace transformation guide considers the state of racial equity, diversity and inclusion (REDI) for the investment management industry and shares insights, actions, common pitfalls and examples from leading organizations that are part of the Expanding Equity (EE) program network. The guide recommends actions companies can take, organized by the four pillars – or areas of opportunity – of the EE program, where the investment management industry can advance REDI, including a mini-case study from a peer company:Attract – Attracting and hiring professionals of color into the company to increase representation at all levels of the organizationCase study from Värde Partners on creating entry-level pathwaysBelong – Ensuring that all professionals, regardless of racial/ethnic group identity, feel respected and can be successfulCase study from KKR on launching an inclusion network and expanding an Inclusion & Diversity CouncilPromote - Ensuring that professionals of color feel supported and have the same advancement opportunities as White professionalsCase study from BlackRock on implementing a sponsorship program for Black and Latinx managing directors and directorsInfluence – Advancing racial equity through an organization's products, services or relationships in the industries and communities in which it operatesCase study from Vista Equity Partners on launching an external board program to source diverse board candidates for its portfolio companies 

Centering Racial Justice to strengthen the Public Health Ecosystem

December 15, 2022

The public health field experienced a collective "moment" in 2020, declaring racism a public health crisis in cities, counties, and states across the country. However, since then, too many have slipped back to "business as usual." The new report Centering Racial Justice to Strengthen the Public Health Ecosystem: Lessons from COVID-19 from Prevention Institute and Big Cities Health Coalition calls on us all to reignite our collective commitment to bold transformational change rooted in equity and racial justice.

Using a Skills-Based Hiring Approach as Part of a DEI Strategy - Steelcase Case Study

November 1, 2022

This case study is part of the W.K. Kellogg Foundation's Expanding Equity program, which helps workplaces become more racially equitable places of opportunity. The program supports and inspires companies to take action using four pillars: Attract, Belong, Promote and Influence. Each pillar offers unique opportunities for advancing racial equity, diversity and inclusion in companies. This case study lifts up actions from the Attract pillar, which focuses on attracting and hiring professionals of color into a company, in turn increasing representation at all levels of the organization. Steelcase took the following actions:Created a deep data analysis system for hiring practices and listened to employees to understand the current state and to identify opportunitiesResearched best practices for skills-based hiringCreated positions within HR specifically for people who specialize in developing new pipelines and sources for diverse talentRemoved barriers to entry, such as industry experience, whenever possibleRevamped job postings to eliminate biased languageShifted away from a "résumé and pedigree" focus to a skills and competency, evidence-based approachDeveloped a playbook on diverse hiring practices for hiring managers and recruitersTo sustain these efforts, the Steelcase global talent team redesigned its talent acquisition strategy and team structure, identified areas of focus for their recruiting practices, partnered across business units, and engaged current employees to involve them in the hiring process. These efforts resulted in a robust, standardized hiring process that uplifts evidence-based hiring while working to eliminate biases.

Advancing DE&I Representation Goals through Formal Incentives: Oshkosh Corporation Case Study

August 1, 2022

This case study is part of the W.K. Kellogg Foundation's Expanding Equity program, which helps workplaces become more racially equitable places of opportunity. The program supports and inspires companies to take action using four pillars: Attract, Belong, Promote and Influence. Each pillar offers opportunities for advancing racial equity, diversity and inclusion in companies. This case study lifts up actions from the Attract pillar, which focuses on attracting and hiring professionals of color into a company, in turn increasing representation at all levels of the organization. Oshkosh took the following actions:Researched different data points and benchmarks and set one of their racial equity aspirations: to be an organization with the best talent that reflects broader market demographicsTook their research and collaborated with their Total Rewards and Finance teams to link DE&I representation goals to leader compensationEstablished their DE&I representation goals and milestones and tied them to a formal incentive planMobilized their employees to act by using multiple channels (e.g., key leadership meetings, internal DE&I newsletter) to build awareness of these changes