1. Leadership Buy-in

Questions 1 - 9 inquire as to how much buy-in has the Organization’s leadership demonstrated to advancing racial equity.
 
 
Leadership buy-in refers to the support, commitment, and active engagement of senior leaders within an organization toward a particular initiative, project, or decision. It signifies that leaders not only endorse and understand the importance of the endeavor but also actively champion and participate in its implementation. While the specifics may vary depending on the organization and context, following are some common indicators or characteristics of leadership buy-in.

Rate the leadership indicators demonstrated at your organization by dragging the slider to a number from 1 = Not demonstrated to 5 = Well demonstrated.

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* 1. Vocal support: Leaders openly express their support for the organization to advance, steward, and embed racial equity in initiatives, projects, decisions, etc. They communicate their commitment and enthusiasm through various channels such as meetings, presentations, internal communications, and public statements.

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* 2. Active participation: Leaders actively engage in discussions, planning, and decision-making processes related to advancing racial equity. They contribute their expertise, insights, and actively participate or stay informed of key matters, progress, and outcomes of the organization’s racial equity efforts.

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* 3. Allocation of resources: Leadership buy-in often involves allocating adequate resources, including budget, personnel, time, and technology, to support advancing racial equity.

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* 4. Leading by example: Leaders lead by example through aligning their actions with the goals and values of racial equity. They embody the desired attitudes, behaviors, practices, and expectations (Systems analysis and framing of racism and racial inequities, willingness to learn and make mistakes, understands the challenges of change and willing to bear pressure, embraces conflict and difference, encourages innovation, recognizes leadership as a collective process to take action on racial equity goals, and humility) and serve as role models for others to follow.

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* 5. Removal of barriers: Leaders actively work to identify and eliminate any barriers or obstacles that may hinder the progress of advancing racial equity. They provide the necessary authority, influence, political will or leverage, and support to overcome challenges and create a conducive environment for success.

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* 6. Consistent messaging: Leadership buy-in involves consistent messaging and communication about the advancing racial equity. Leaders ensure that the purpose, benefits, intended outcomes, required actions, and progress of racial equity are clearly and consistently communicated to stakeholders at all levels of the organization.

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* 7. Integration into strategic priorities: Leadership integrates advancing racial equity into the organization's strategic priorities. They align the required actions of advancing racial equity with the overall vision, goals, objectives, and outcomes of the organization, emphasizing its importance and relevance to long-term success.

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* 8. Accountability and measurement: Leaders hold themselves and others accountable for the success of advancing racial equity. They establish clear metrics and performance indicators to measure progress, provide feedback and recognition, and ensure continuous improvement

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* 9. Continuous process: Leadership buy-in is not a one-time event but an ongoing process. Leaders demonstrate sustained commitment, active involvement, and continuous support throughout the lifecycle of advancing racial equity.

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