1. Additional resources to sustain equity in the workplace9
Additional resources to sustain equity in the workplace
9.1. Racial Equity Impact Assessment (REIA)
9.2. Creating Equitable Organizations Mentoring Program

2. 9.1 Racial Equity Impact Assessment Tool (REIA)
What are Racial Equity impact assessments?
A Racial Equity Impact Assessment (REIA) is a systematic examination of how different racial and ethnic groups will likely be affected by a proposed action or decision. REIAs are used to minimize unanticipated adverse consequences in a variety of contexts, including the analysis of proposed policies, institutional practices, programs, plans and budgetary decisions. The REIA can be a vital tool for preventing institutional racism and for identifying new options to remedy long-standing inequities.
Why are they needed?
REIAs are used to reduce, eliminate and prevent racial discrimination and inequities. The persistence of deep racial disparities and divisions across society is evidence of institutional racism––the routine, often invisible and unintentional, production of inequitable social opportunities and outcomes. When racial equity is not consciously addressed, racial inequality is often unconsciously replicated.
When should it be conducted?
REIAs are best conducted during the decision-making process, prior to enacting new proposals. They are used to inform decisions, much like environmental impact statements, fiscal impact reports and workplace risk assessments.
Where are they in use?
The use of REIAs in the U.S. is relatively new and still somewhat limited, but new interest and initiatives are on the rise. The United Kingdom has been using them with success for nearly a decade. 
How can a business or organization apply a Racial Equity Impact Assessment?
The first step is to identify the policy or decision being analyzed. At a workplace, you can use REIAs to analyze your hiring process, your compensation and/or benefits packages, or changes in policies or budget allocations. Once you have decided to pursue an REIA process, the next and most important step is to gather the team that will conduct the process. It is critical to the success of the process that the team represent different perspectives and specifically, the perspectives of those likely to be impacted by the process. When developing the team, be creative. If your staff mostly represents one demographic group, think about other constituents who you could engage: this can include consumers, alumni of your program, board members, volunteers etc… Once you have completed these first two steps, you can use the following questions to guide your process.

3. 9.1 Racial Equity Impact Assessment Tool (REIA)
Step one - Record the decision or policy that is being evaluated.
Step Two - Involve Stakeholders & Evaluate who is at the table for the analysis:
Do we have the full breadth of social identity groups and perspectives at the table? Involved in the process?
Does our process seriously consider the input and perspectives of a broad range of group memberships?
Step Three - Determine Benefit and/or Burden
How might our unconscious attitudes and assumptions about ____ be playing out in this decision or policy?
What could be the impact of this policy or decision on staff, volunteers and service recipients from various and intersecting dominant and subordinated groups?
How might this policy or decision inadvertently advantage some and disadvantage others?
Step 4 - Advance Opportunity or Minimize Harm.
How can we make this decision or policy more inclusive for members of various and intersecting social identity groups? Describe recommended strategies for address disparate impacts?
What steps need to be taken for these recommendations to move forward?
Step 5 - Evaluate.
Raise Racial Awareness. Be Accountable. Track impacts on communities of color overtime. Continue to communicate with and involve stakeholders. Document unresolved issues.
Who is accountable?
How will this be evaluated?
How will those impacted be informed of progress and impacts over time.
What is unresolved? What resources/partnerships do you still need to make changes?
Adapted from the Race Forward Racial Equity Impact Assessment Toolkit: