Equity & Inclusion

Want to make sure that your management practices and internal operations reflect your organization’s commitment to social justice? In this section, you’ll find tools on how to manage with an equity and inclusion lens.

The Three Dimensions of Effective Management

In this article, we offer a new definition for effective management—one rooted in equity, sustainability, and results.

The Four Elements of Strong Relationships: The Manager’s Guide to Relationship-Building

We believe that relationship-building is a core competency for effective management (equitable, sustainable, and results-driven). This guide is for managers looking to build (more) supportive and functional relationships with their staff.

Making Compensation More Equitable

How you approach compensation tells current and potential employees who you are and what you value. Here are six anchors you can use as you develop a more equitable, transparent approach to salary and benefits.

How to Manage When Things Are Not Okay (And Haven’t Been For Centuries)

While we—The Management Center—can’t undo the harms of nearly half a millennium of the degradation and dehumanization of Black people in the United States, we can help envision a path forward for managers and leaders. In this article, we share our best thinking on supporting your staff at a time when things are not okay (and haven't been for a long time).

So you’ve declared that Black Lives Matter. Now what?

Making a statement is not enough. Our public displays of anti-racism are only as authentic as our private actions, mindset shifts, and interventions. In this article, we share five things for leaders to consider doing to live by their Black Lives Matter solidarity statements.

3 Ways to Manage Through Uncertainty: Purpose, Agency, Connection

As managers, we can’t end the pandemic or undo racial and intergenerational trauma, but we can influence how our staff experience this moment. This article offers three ways to build a greater sense of purpose, agency, and connection during times of crisis or uncertainty.

Using Choice Points to Advance Racial Equity and Inclusion: Case Studies

Check out these examples of how key decision-making opportunities, known as "choice points," can be used to advance racial equity and inclusion.

Identifying Choice Points: The “Bias Check”

By using choice points to focus on equity and inclusion, this template provides you the opportunity to reflect on interactions with team members (direct reports and colleagues). Doing this with an eye towards your whole team—rather than on a case-by-case basis—can help you spot disparities and check for bias.

Common Choice Points

Here is a list of some of the most common choice points, or key decision-making opportunities, managers face that may have equity and inclusion impacts.

Using Fair Process to Make Better Decisions

The purpose of fair process is to create space for authentic, equitable, and inclusive engagement and build clarity about decisions, resulting in stronger relationships, engagement, outcomes, and implementation.

Fair Process Examples

Check out these examples of fair process, a decision-making approach that gives those most impacted by a decision the opportunity to help shape it.

Modes of Decision-Making

Being transparent about how decisions will get made often gets better outcomes with more engaged participants. Here's one potential decision-making framework to share within teams.

From SMART to SMARTIE: How to Embed Inclusion and Equity in Your Goals

When you’re moving from equity-neutral goals to goals with equity and inclusion considerations baked in, practice these tips to stay on track.

SMARTIE Goals Worksheet

Goals are a concrete way to drive results, but without an explicit equity and inclusion component, goals won’t produce better outcomes for marginalized communities, address disparities, or create belonging. Introducing SMARTIE goals!

Goals Bank

Need inspiration for goal-setting? Check out our goals bank of sample SMARTIE goals for common areas in the progressive and education equity sectors.

How to Receive Feedback (Part 2): Power, Difference, and Inequity

Receiving feedback about power, difference, and inequity can be challenging. Learn how you can make it easier for staff to share feedback with you, and resolve issues sooner.

Case Study: Receiving Feedback about Power, Difference, and Inequity

A case study that illustrates the steps outlined in Part 2 of our series on receiving feedback: Listen, Engage, Learn.

Examples of PTR in Action

Check out some examples of PTR in action, and how to manage towards your requirements with your preferences and traditions in mind.

Transgender Inclusion Policy Sample

Create a more inclusive workplace for your transgender, agender, gender non-conforming, genderqueer, and gender non-binary team members with a regularly updated, comprehensive Transgender Inclusion Policy. Use this sample as a reference for your own policy.

Hiring Rubric Starter Kit

Use this starter kit to help you create and use your own hiring rubrics—template and samples included. By using a rubric to mitigate bias, you can lay the groundwork for equitable hiring.

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