– Joseph Story
Leaders across all sectors are increasingly striving to embrace an equity mindset. The interdependent relationships between strategy, operations and culture are complex and there is no playbook that spells out how to infuse fairness into every critical organizational decision and deed. In comes the Equity Maturity Model (EqMM), a strikingly simple tool to institutionalize a fuller commitment to equity and the alleviation of inequity. As leaders, teams, and organizations wrestle with the EqMM, its implications and the actionable insights it yields, they experience a transformative shift in understanding. They become more equipped to diagnose their current baseline performance, gain clarity on gaps, and identify ongoing opportunities for learning and growth. They realize that an equity orientation can be systematically built and engineered to last. The Equity Maturity Model encompasses all facets of performance and behavior necessary for equity assurance. Note: Organizations within any sector (i.e., private, philanthropic, academic, public) can use the EqMM. Funding priorities combat root causes and direct consequences of systemic inequity Opportunities for staff learning and connection on equity issues occur regularly The impact of historical inequity is a factor when choosing contractors and service professionals Equity-related criteria are embedded throughout the sourcing process The impact of historical inequity is a factor when choosing potential grant (and contract) recipients Equity-related criteria are embedded in evaluation of grant (and contract) proposals Increasing diversity is an explicit goal and differences are celebrated Principles of equity are demonstrated top-down and influence performance appraisals Equity terminology and message are clearly defined and broadly discussed A standard equity data collection process exists, along with routine inspection for insights Beliefs and priorities regarding the resolution of inequity are publicly shared A governing body monitors performance and provides routine status/progress updates Convening power is used to engage others on equity issues and invite input Cooperative efforts occur with funders and other partners whose equity objectives are aligned If you have questions or would like to learn more about
Advance equity in your work and your workplace.
“He who seeks equity must do equity.”
The 12 Dimensions.
An exhaustive landscape scan and literature review demonstrate that no one organization has evolved to the point of mastery across
all 12 dimensions; each is a work in progress.
Click the two circular buttons below to view the only adjustment that may be necessary (i.e., equitable procurement vs. equitable grantmaking).
Unified Strategy
Aligned Investments
Aligned Investments
Reinforcing Programs
Reinforcing Programs
Equitable Procurement
Fair Consideration
Fair Consideration
Informed Selection
Informed Selection
Equitable Grantmaking
Fair Consideration
Fair Consideration
Informed Selection
Informed Selection
Inclusive Culture
Open Mindset
Open Mindset
Courageous Leadership
Courageous Leadership
Explicit Commitment
Shared Language
Shared Language
Evaluative Discipline
Evaluative Discipline
Visible Accountability
Transparent Orientation
Transparent Orientation
Dedicated Oversight
Dedicated Oversight
Deliberate Partnership
Active Advocate
Active Advocate
Engaged Collaborator
Engaged Collaborator
Contact Us!
the Equity Maturity Model, please reach out to us by
emailing info@equitymaturity.com or calling 856-234-4602.