Before you start: review the Anti-Racism and Anti-Oppression pathway to learn about the terms and concepts used in this recommended practice.
The goal of anti-racist and anti-oppressive practice is to eliminate all forms of racism, discrimination, and oppression at all levels, and to redistribute power and equity.
It takes a lot of work with a lot of stakeholders and many moving pieces.
The purpose of an Anti-Racism and Anti-Oppression Action Plan is to:
An action plan includes strategic goals with specific, actionable items for all levels of an organization (i.e., leadership, human resources, staff members, services and programs)1,2. It lays out who is responsible for what, how long it will take, and how progress will be tracked.
To be meaningful and sustainable, organization leadership teams have to commit to the values of anti-racist and anti-oppressive practice. This requires a commitment to and investment in continuous improvement and cumulative, formal education programs to learn and “unlearn” ways of working.
Everyone involved in the plan must fundamentally believe that representation and participation matters at every level of the organization. Leadership must take ownership of the goals and consult with equity seeking communities to ensure diverse experiences and needs are heard and valued.
The practices that an Anti-Racism and Anti-Oppression Action Plan embed in an organization should provide a framework for all decision-making.
The first step is to ascertain whether the organization has the capacity and expertise internally to build and execute the plan.
Many organizations will engage with an ARAO consultant to outline an action plan or guide its execution.
For organizations where this isn’t possible, look at the resources, frameworks, and examples in this toolkit and on the Internet to find a structure that you can adapt.
Be careful to not make the mistake of putting the obligation and emotional labour of anti-racist and anti-oppressive practice entirely onto the shoulders of members of the team from historically marginalized communities.
How to create an Equity, Diversity and Inclusion (EDI) Plan (Canada Economic Development for Quebec Regions)
The Belonging Pledge