NOFO Organizational Racial Equity Assessment
The purpose of the Organizational Racial Equity Assessment is to provide a baseline for our CoC to advance racial equity by identifying the barriers in the homelessness system that are working against the people we serve. At its core, homelessness is the result of systemic inequities, which disproportionately affect Black, Indigenous, People of Color. According to the 2020 State of Homelessness Report, Black and Indigenous peoples experience homelessness at a rate 4-7 times higher than their relative makeup of the general population, respectively. Internally analyzing our own organizations for racial equity will help us identify key areas for improvement to meet our goals of housing people in a way that is not only safe and effective, but equitable, inclusive, and culturally appropriate.
HUD released seven priorities for the 2021 COC NOFO, two of which explicitly highlight the importance of completing an Organizational Racial Equity Assessment: Advancing race equity and Engaging people with lived experience in decision-making. The Organizational Racial Equity Assessment is intended to provide our grantees with a starting point to meaningfully engage with these priorities. The remaining five priorities for the HUD COC NOFO are inexplicitly yet inextricably tied to advancing racial equity:
How can we end homelessness for all in a system that is structurally racist and inequitable?
When using a housing-first approach, are we prioritizing in a racially equitable way?
Can we reduce unsheltered homelessness without being mindful of systemic forces and cultural barriers that keep people from shelter?
How can we improve system performance if we have no baseline for our own internal DEI?
Are we partnering with housing, health, and service agencies that provide culturally appropriate care and are representative of the populations we serve?
Our Internal DE&I Work
Hiring Director of DEI
Understanding White Supremacy Culture Characteristics and naming them when present
Hiring consultants for objective perspective in assessments, meeting facilitation, racial caucusing, etc.
Refocusing priorities around racial equity: internal work and processes, relationship-building in the community to identify needs, and resetting lived experience committees (Young Adult Leadership Committee)
Our DE&I Assessment Methodology
In the spirit of co-creation, ESD Consulting engaged primarily with MDHI’s Director of Diversity, Equity, & Inclusion to develop the assessment and interview questions. ESD utilized two primary methods to collect feedback which were surveys and interviews. Surveys were sent to all staff and board members and feedback was anonymous. Additionally, all staff members were invited to participate in one-on-one interviews with ESD.
Building Your Racial Equity Assessment
Please consider using the following assessment categories when creating your Organizational Racial Equity Assessment:
Demographics of Staff/Board
Organizational Commitment, Leadership, and Governance
Organizational Climate, Culture, Communications
Service-Based Equity
Human Resources
Community Engagement/Collaboration
Assessments are due on 2/14/22, 90 days after MDHI submits the NOFO on 11/16/21. Please email to nofa@mdhi.org. MDHI will consider granting up to two 30-day extensions.