Racial Equity


Our country has had a centuries long history of racial inequity that has impacted who we are, how our institutions were structured and function today, and how we define success. Using a racial equity lens means that we are committed to addressing disproportionate outcomes using a set of principles inside and outside of our organization. If we do not address racial inequity explicitly, we will not address it at all.

Equity & Results use the People’s Institute for Survival and Beyond’s anti-racism frameworks and principles to guide our disciplined approach to systems change.


Results Based Accountability (RBA) + Racial Equity Lens

Many organizations are doing their best to help people, but either don't hold themselves accountable to outcomes or have outcomes that lack meaning or rigor. If we are serious about disrupting inequity then we need to be disciplined in our approach and ensure that our hard work produces change for people and communities of color inside of our organization and in our work externally.

Many organizations do not know how to bridge the gap between racial equity and their work. But when an organization with a commitment to racial equity uses the Results-Based Accountability methodology, created by Mark Friedman, the group moves from good intentions to transformation. RBA begins with impact and backs into solutions to ensure that the are selected with an eye to root causes of the inequity. It requires organization to ask three critical questions; How much are we doing? How well are we doing it? And, is anyone better off?, as part of a rigorous seven step process to making sure that people and communities of color equitably benefit from our work.

RBA (5).png

Racial Equity informed RBA can support the work of individual organizations or collaborative/collective impact efforts to do larger systems change work that challenges the status quo and builds the personal and organizational  “muscle” to continuously refine work so that it meets racial equity goal - including bringing communities (internal, i.e. staff or external i.e. potential small business owners of color, parents, community advocates) into powerful decision making roles.