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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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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.

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.

Diversity, Equity and Inclusion in the Workplace

May 17, 2023

Pew Research Center conducted this study to better understand how adults in the United States think about diversity, equity and inclusion efforts in the workplace. This analysis is based on survey responses from 4,744 U.S. adults who are working part time or full time, are not selfemployed, have only one job or have multiple jobs but consider one their primary job, and whose company or organization has 10 or more people. The data was collected as part of a larger survey of workers conducted Feb. 6-12, 2023. Everyone who took part is a member of Pew Research Center's American Trends Panel (ATP), an online survey panel that is recruited through national, random sampling of residential addresses. This way nearly all U.S. adults have a chance of selection. The survey is weighted to be representative of the U.S. adult population by gender, race, ethnicity, partisan affiliation, education and other categories. Read more about the ATP's methodology.

Understanding Training and Workforce Pathways to Develop and Retain Black Maternal Health Clinicians in California

May 16, 2023

Despite evidence that greater diversity in health professions increases quality of care, the maternal health field has made little progress on increasing and sustaining the number of Black maternal health care workers. In this study, Urban researchers examine opportunities for and barriers to increasing the workforce of Black obstetrician/gynecologists (OB/GYNs), labor and delivery (L&D) nurses, and midwives, especially in light of the ongoing US maternal health crisis. Through interviews with Black maternal health clinicians and training program staff, we recommend actions that federal and state policymakers, leaders at higher education and health system institutions, and philanthropies can take to address structural barriers to entering and staying within the field and to support a thriving workforce.

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 

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.

Native Americans are getting left behind in the remote work economy

September 26, 2022

The Bureau of Labor Statistics' (BLS) August jobs report showed a labor market that, while not as hot as earlier in the year, is still showing significant growth. But despite that growth, there remains serious variation in the economic health of different racial and ethnic groups. Namely, August's unemployment rate for Native Americans was 4.9%—which, while significantly better than its early pandemic peak of 28.6%, is still over a percentage point higher than the national seasonally unadjusted unemployment rate of 3.8%.[1] In this piece, we report on an important facet of the pandemic economy that has affected how well Native Americans have been able to access employment over the past two years: their ability to work remotely compared to other racial and ethnic groups. 

What Everyone Should Know about Designing Equity-Minded Paid Work-Based Learning Opportunities for College Students

September 13, 2022

Despite the growing popularity of WBL, the community college and workforce development fields need greater transparency and clarity on the design of these programs to broaden workforce pathways, ensure the transferability of exemplary program models, and support the advancement of equitable outcomes for all students, especially learners from historically underserved and underprivileged backgrounds. In this report, we highlight case studies of emerging program models across the United States to understand the motivation, goals, and design of paid WBL opportunities available at two-year colleges. This report outlines four recommendations for community college leaders and state policymakers. Findings from this study have important implications for state policymakers and college stakeholders in career services, academic advising, and workforce development.

Toward Black Full Employment: A Subsidized Employment Proposal

September 8, 2022

From at least as early as the 1960s to today, the Black unemployment rate has been about twice the white unemployment rate.1 This stable unemployment rate disparity means that no intervention to achieve equal employment opportunities for Black Americans has had any significant success in the past 60 years.A large subsidized employment program could finally break this two-to-one, Black-to-white unemployment rate ratio. Subsidized employment programs use government funding to cover some or all of the wage costs for hiring employees. By substantially reducing the cost of employees to organizations, this policy increases the demand for workers. A subsidized employment program targeting job creation in communities suffering from persistently high rates of joblessness would improve employment prospects for everyone living in such communities, but it would disproportionately benefit Black people because Black communities tend to have high rates of joblessness.In recent years, a number of economists and economic policy organizations have put forth subsidized employment proposals.2 This report will discuss the potential of a federal subsidized employment program to reduce the high joblessness among Black Americans and sketch some design features that would make that program more effective at addressing Black joblessness.

Care Work in Massachusetts: A Call for Racial and Economic Justice for a Neglected Sector

September 1, 2022

Care work has forever been critical to the health and basic functioning of our society. With the steady aging of our population, care jobs are also among the fastest growing in our economy. These jobs are staffed predominantly by immigrant women and women of color, so despite their societal importance, racial prejudice and gender discrimination have led to a systematic devaluation of this sort of labor. In this paper, Boston Indicators and SkillWorks provide a demographic profile of care workers in Massachusetts and pairs that with a job quality analysis for a few key subsectors.

High Joblessness for Black Youth: More Than 500,000 Jobs are Needed

August 3, 2022

Black youth should have a higher rate of employment than white youth since they have a greater need to work. In general, Black youth have less wealth and a higher poverty rate than white youth. Black youth are less likely to pursue a bachelor's or advanced degree, and, if they do, they are more likely to drop out of college than white youth. Black youth are more likely to start a family before 25 than white youth. Unfortunately, because of antiblack discrimination in the labor market and other factors, Black youth work less than white youth. There is a very high rate of joblessness among Black youth relative to their white peers — higher than even that suggested by the unemployment rate. This high rate of joblessness sets many Black youths on a troubled path into adulthood, a path that will also cause difficulties for their children.