Race, Equity, Access, Diversity, and Inclusion in Everyday Practice

Here are some sample actions that you can take at your organization right away. There are a lot of them, but try not to get overwhelmed. Pick a few to implement. Be ok with making mistakes and not getting everything right the first time. The work of equity is ongoing and iterative.


  • Disclose salary range on all your job postings
  • Remove formal education requirements except for specialized positions
  • Do not require vehicle or driver’s ID unless it’s an essential function
  • Be thoughtful about candidates who were formerly incarcerated
  • Send out job questions in advance
  • Examine unwritten (and thus inequitable) rules like follow-up thank-you notes
  • Do not require bespoke assignments (without pay)
  • Pay job candidates for their time doing interviews

Pay Equity

  • Analyze gender and race gaps in your current salaries, adjust for them
  • Provide paid family leave
  • Pay staff of color extra if you’re asking them to lead DEI work
  • End employee giving campaigns; don’t ask staff to donate to the organization

Org culture

  • Have ongoing trainings regarding racism, anti-Blackness, ableism, transgender identity, neurodiversity, etc.
  • Spell out your org values and what they look like in action
  • Allow flexible work hours
  • Consider religious holidays (for example, have floating holidays instead of requiring everyone to take Christmas off)


  • Rethink 100% board giving and give-get policies, as they tend to favor board members who have more money
  • Rethink whether Robert’s Rules or other formalities are leaving people behind
  • Recruit and onboard 3 board members of color at a time to avoid tokenism and isolationism


  • Add descriptions/alt-text on every image
  • Add captions/subtitles to all your videos and video meetings
  • Have font sizes big enough for people to read
  • If you’re doing a video or podcast, provide a complete transcript
  • Ensure your language is not too academic or full of jargon
  • Spell out your acronyms
  • Don’t use ableist terms like “tone-deaf”
  • More tips at https://tinyurl.com/EquitableComms


  • Invite donors to conversations about race, equity, and how wealth has been built on systems of injustice.
  • Create opportunities for donors to examine where their wealth came from
  • Give feedback to sexist, racist, ableist, transphobic donors. Be willing to lose some donors
  • Stop recognizing donors by donation levels
  • Don’t apply for grants if your org is stable ad grassroots POC-led organizations could use the funds more
  • Audit your materials to see if you’re engaging in “poverty tourism”
  • Compensate clients if you ask them to do work such as present at donor events
  • Give credit and highlight the work of other organizations
  • More actions at: https://tinyurl.com/EquitableFundraising

Community partnerships:

  • Pay partner organizations fairly if you’re collaborating
  • Help organizations led by and serving communities of color by introducing them to your funders and partners

Data and evaluation:

  • Disaggregate your data by race, ethnicity, gender, etc.
  • Find and work with evaluators of color
  • Compensate community members for their time answering surveys, etc.


  • Contract with women- and minority-owned businesses
  • Ensure facilities are accessible to individuals in wheelchairs
  • Make bathrooms gender-neutral or welcoming to people of different genders
  • Ensure facilities are friendly to all parents, such as changing tables
  • See if staff need private room for prayers
  • See if staff need private room for breastfeeding/pumping
  • Have culturally-diverse toys and books for children who may be visiting