Team

Racial Equity Training

Program Overview

Many companies are beginning the process of holding a mirror up to themselves in order to uncover how systemic barriers, like racism, operate within the culture of organization and industry norms. Corporate citizens must make advancing equity a priority within its operational culture and business strategies. Corporate citizens must make advancing equity a priority within its operational culture and business strategies.


Corporations will require a shift in resources and pathways for promotions, hiring and access to services. Our communities are dependent on such shifts for economic recovery and for the Black and Brown workers who have been historically underrepresented in the corporate landscape.


Associated Black Charities (ABC) has designed a menu of engagement services that are brave, confidential, transformative, and transactional. Our approach is to meet our clients where they are in their learning journey. We support corporate leaders, racial equity committees, and boards of directors to deepen their understanding of how their individual belief systems and operational business culture reinforces inequity for internal staff, committees, and communities served. These can be structured in the following ways.

Our Framework

ABC employs a racial equity framework – an approach to the world that involves:

Analyzing data and information about race and ethnicity

Looking at problems and their root causes from a structural standpoint

Understanding disparities and learning why they exist

Naming race explicitly when talking about problems

Developing solutions that reflect strategies to eliminate policies, practices, attitudes, and cultural messages that reinforce differential outcomes by race

How does it work?
ABC has designed a menu of engagement services that are brave, confidential, transformative, and transactional. Our approach is to meet our clients where they are in their learning journey. We support corporate leaders, racial equity committees, and boards of directors to deepen their understanding of how their individual belief systems and operational business culture reinforces inequity for internal staff, committees, and communities served. These can be structured in the following ways.
How to get started?
An exploratory 90-minute interview after the completion of a virtual assessment survey.
How does it work?
Racial Equity Readiness Coaching (RERC) for Executive Leaders is customized and designed to provide capacity support for the leader to build self-awareness and capacity to move the pendulum of change in advancing racial equity within their company.
How to get started?
Ten 90-minute one-to- one sessions that will include a racial equity leadership assessment, review of racial equity literature, and their perceived role as an agent of change regarding racial justice.
How does it work?
Racial Equity Readiness Assessments are for corporate entities that are establishing strategic benchmarks regarding advancing equity within their institutions and must consider their internal operating norms and culture. An analysis of a department’s culture can provide insight regarding the organization’s driving and restraining forces for change. The RERA will provide an analysis of operating policies, procedures, and protocols that reinforce inequality within business processes, hiring, promotions, and productivity.
How to get started?
Our Engagement Coaches
How does it work?

Transformative Power Sessions (TPS) is an interactive and iterative process designed to engage dialogue and self-discovery. Participants are provided with conversation starters that address challenging topics using a placemaking format that capitalizes on community assets, inspiration, and potential.

How to get started?

Assess, recreate, revise, or reaffirm previous held beliefs, ideas, attitudes, and behaviors regarding topics of discussion of race and racism.

How does it work?

Race Literacy is one of the most important aspects of beginning a racial equity transformation and change process. The lexicon of race has layers of terms that can be misrepresented and conflated with other meanings. This session is designed to explore terms and concepts of race and the systemic function of racism.

How to get started?

Participants will engage in storytelling formats to enumerate examples of personal experiences and references to how definitions are operationalized. Participants will leave with race literacy competencies to begin engaging internal and external stakeholders in difficult conversations regarding racial equity.a

How does it work?
Power and Influence are core tactics for sustaining structures of systemic racism. Power has long been rooted in maintaining unequal transactions regarding the human condition. Leaders are often unaware of how their legitimate power and influence over others can create communication blockages and thwart change efforts. Power and influence can also be used to open doors for upward mobility and build bridges for connections for stakeholders. Corporate leaders can lean into unspoken conditions of power by widening their power base of organizational members and stakeholders.
How to get started?
This TPS is designed to engage leaders in conversations regarding how to encourage individuals to engage their personal agency with regards to influencing change.
How does it work?
Corporations can access our hallmark 10 Essential Questions that point directly to what data is needed to tell the organization’s story regarding their racial equity practices.
How to get started?
Choose one or more of ABC’s 10 Essential Questions for review with our engagement coaches:
  • 10 Essential Questions for Workforce Development
  • 10 Essential Questions for Employers, Business Owners, HR Professionals and Hiring Managers
  • 10 Essential Questions for Policy Review and Evaluation
  • 10 Essential Questions for Philanthropic Grant Making Policies and Practices
How does it work?
Corporations are creating outward facing racial equity values statements intended to message to communities, customers and clients that the business is aware of systemic structures of inequity and are deliberately addressing barriers and redressing harm. Unfortunately, these statements are often absent of metrics or benchmarks.
How to get started?
This session will provide a road map to developing measurements and creating racial equity scorecards

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