Organizational Change Processes


There are many components to organizational change. Each of them can be considered from a lens that considers diversity, inclusion and racial equity, with a goal of aligning them with what is known about how to reduce white culture and achieve racial equity goals. Internal operations need to be aligned with an organization’s commitment and values for legitimacy and credibility externally. 

Traditional organizational development methods are typically based in cultural competency, diversity awareness and inclusion processes; some (many) are ‘color-blind’ or race-neutral.  Applying a racial equity lens to internal organizational development work helps to identify, talk about and manage inherent power dynamics that organizations grapple with every day, especially those that are white dominated, in culture and/or demographics. To the degree that white culture is present in an organization, exposing how it permeates business practices and internal operations provides an opportunity to expand processes, norms, and worldviews. People often make a “business case” for these kinds of changes as well, by making work processes more diverse, inclusive and equitable, an organization can create organizational cultures that are viable and sustainable within a world of changing demographics and consistent racial disparities.

This section provides information particularly for organizations that seek to transform their policies, procedures, practices, culture and relationships to be racially equitable and inclusive. Some resources describe stages of organizations' experience through this long-term process; others provide tools to use in working toward this goal, and a few organizations have stepped forward to share their story of becoming more racially equitable. Users who know of additional stories are encouraged to share them. 


Case studies


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