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Best Practices in fair & inclusive practices

Talent work is equity work.

Organizations must be diverse, equitable, and inclusive if they are going to recruit and retain high-quality teachers and leaders. While many organizations have this goal, it is critical to operationalize it by developing aligned policies and practices, and by cultivating a culture that insists on dismantling racism.

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plandesignimplement & monitor
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1

Assess Current State

Understanding the current state of diversity, equity, inclusion, and antiracism (DEIA) within a school or district is foundational for effective talent strategy efforts. Conduct a comprehensive assessment of existing policies and practices, such as promotion policies, hiring practices, and performance evaluations. Evaluate their impact and the overall climate to identify strengths and areas for improvement.

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Thoughtful preparation is vital for understanding the current state; ensure complete data collection and management by coordinating with HR or the data team well in advance. Conduct this work with a diverse group and consider compensating individuals if the task exceeds their regular job requirements.
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Define Success Metrics

After identifying strengths and growth areas, establish clear, measurable DEIA success metrics and a regular monitoring cadence. Engage diverse stakeholders across positions, race/ethnicity, departments, and tenure to ensure these “North star” metrics guide efforts, ensuring accountability, transparency, and continuous improvement.

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Engage all stakeholders in defining success metrics by providing context, key themes, and aligning with the organization’s strategic plan, ensuring metrics cover the product, process, and people experience. Model equitable, inclusive, antiracist goals, incorporate qualitative and quantitative metrics, and ensure a diverse group interprets assessments while fostering a psychologically safe environment to address potential inequities.
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Leverage Others

Leaders should gather perspectives across departments before finalizing a DEIA strategy. Consider using a DEIA survey or adding questions to an existing survey to ensure the strategy and success metrics reflect broader staff input.

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This work should not be done in a silo; gather diverse stakeholders early and often to inform DEIA success metrics and strategy while fostering an accountable space. Assemble a staff working group to worship DEIA goals, ensuring inclusion, and establish a decision-making framework when engaging senior stakeholders.

EdFuel can design fair & inclusive practices systems and processes for you.

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