QUICK TAKES / EXCERPTS

Difference leads to better outcomes | Although the evidence is not unequivocal when it comes to identity differences, it is clear that well-managed identity differences produce better outcomes. They are particularly strong in predictive markets.

“Cultural fit” can be a dangerous measuring stick | Understanding what your culture is before committing to cultural fit is a step toward inclusion, if you choose to change the aspects of your culture that are unwelcoming to racial diversity.

Race equity and capitalism are incompatible | Incompatibility doesn’t mean impossible. In science, we know that volatile compounds can be stable and generally safe until a charge or other catalyst is added. Conflict is inherent in diversity.

Pursuing race equity will cost you | I don’t know of a change effort that comes at no cost, but the costs associated with race equity come with greater political implications. You have to decide whether these are costs you are willing to incur.

Inclusion requires knowledge of self | Your ability to know why your life reflects or doesn’t reflect inclusion and what leadership development you’ll need to create an inclusive organization depends on your willingness to engage in self-assessment.

Dedicate time | Creating uninterrupted time blocks for group learning and coaching will signal your commitment to this work. Protecting the time for your senior leadership team will contribute to the psychological safety they need to dig in.

Cast a vision | Vision casting is more than making a statement. It is ensuring that the vision is integrated in all the ways the business communicates what it is and what it values both to external and internal audiences.

Use data effectively | Identify the least number of measures necessary to learn what you need to know. Measure at reasonable intervals. And use all the data you collect in your accountability conversations.

Building an Equitable Culture | It presents a series of self-reflective questions that leaders can use to assess their impact on race equity and determine the steps they can take to address racial inequities in their organization.

Evaluating personal capital usage crucial for race equity leadership | Assessing how you have individually benefited from various types of capital is a vital step in leading your team toward race equity. Determining the racial implications of your own use of capital is essential.

Three types of capital | There are three types of capital: cultural (credentials, mannerisms, types of speech, cultural knowledge), social (supportive networks with access to valuable places and people), and economic (money).

Accountability for leaders in dismantling organizational racial inequities | Hold leaders responsible for identifying and changing the beliefs and practices perpetuating racial inequalities in their organization.