Shifting Our Work Towards Equity and Liberation

Center for Story Based Strategy

The United States has had a centuries-long history of racism that has impacted who we are, how our institutions were structured, how they 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 uses anti-racist frameworks and principles of the People’s Institute for Survival and Beyond’s to guide our disciplined approach to systems change.


Results-Based Accountability + 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.

It is very common that groups do not know how to bridge the gap between a commitment to racial equity and their day-to-day work. But when an organization with a deep understanding of racial equity through personal and institutional education and training uses a results driven methodology (like Results-Based Accountability, created by Mark Friedman), the group moves from good intentions to transformation. Results-Based Accountability (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.

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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. It requires organizations to bringing communities (internal staff or external potential partners or recipients of services like small business owners of color, parents, community advocates) into powerful decision making roles and work differently.