LifestageDEIA
Best Practices in DEIA
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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Step
1
Track Process
Establish robust data systems encompassing both quantitative and qualitative measures to monitor DEIA implementation effectively. Maintain regular oversight of data tracking systems to ensure consistent and accurate data collection, enabling the organization to analyze and respond to insights promptly throughout the year.
DEIA Callout
Insufficient data and tracking systems often conceal breakdowns in DEIA efforts, resulting in data quality issues and placing significant demands on teams sourcing data. This delay in identifying inequities prolongs negative impacts on staff.
implement & monitor
Step
2
Schedule Equity Pauses
Plan ahead for regular assessments of DEIA processes and practices to ensure intended impacts, identify implementation misalignment, and to mitigate unintended bias and inequity. This can be done by scheduling quarterly Equity Pause Reflections to gather quantitative and qualitative insights on DEIA implementation.
DEIA Callout
The busyness of the academic year can make it challenging for individuals and teams to gather and reflect. We recommend getting Equity Pause Reflections on the calendars of key stakeholders at the beginning of the academic year, or as early in advance as possible, as well as establishing a cadence of reflection questions or prompts for folks to ponder before meeting (e.g. How might my positional authority and/or priviledge impact how I orient to today’s discussion?).
implement & monitor
Step
3
Assess Success Metrics
Remember not to treat DEIA as a “one and done” talent area. We recommend bringing together key stakeholders on an annual basis, likely the same group who defined the success metrics, to review and potentially revise based on insights from scheduled equity assessments and emerging trends.
DEIA Callout
DEIA requires ongoing time and intentionality, especially given its breath across the talent lifecycle. Consider dedicating focused retreat-style sessions to assess DEIA across various components such as recruitment, hirning, onboarding, performance evaluation, retention, and succession planning.
EdFuel can design DEIA systems and processes for you.