The development of our organizational values prompted our leadership and staff to examine all aspects of our organization and practices to identify how we can be more equitable and inclusive in our work. 

At the same time, we began thinking intentionally about the ethics of the research process and how to ensure that the practice and results of our research best serve those we aim to help. Chicago Beyond’s report Why Am I Always Being Researched? shined a light on this issue. The report, in conjunction with feedback from some of our program partners, prompted us to consider our position as researchers and challenged us to conduct more community-engaged research. 

In addition, the events of the summer of 2020, including the murder of George Floyd and resulting protests, spurred our organization to make a firm commitment to engage in research that consistently seeks to address the root causes of racial disparities. We  have been developing practices that ensure that both staff and community members are treated in a way that is equitable and inclusive. 

The practices below highlight some of the ways we are incorporating equity and inclusion into our work. As a learning organization, we commit to updating these practices and goals as we continue reflecting on the work necessary to live up to our name. 

	Improving hiring practices Increased outreach in recruitment processes to improve breadth of applicant pools  Established a group committee process to review application materials  Rewrote screening questions to focus on must-have competencies aligned with job responsibilities and interest in supporting our mission
	Providing staff with opportunities for facilitated discussion and professional development  Provided all management staff with access to professional development trainings focused on inclusive management practices   Introduced all-staff monthly reading groups to develop improved understanding of systemic inequities in Chicago and beyond  Developed in-house trainings that allow staff to broaden their skillset, including required technical skills
	Using asset framing in our work  Updated our name with community and partner input  Hosted an all-staff racial literacy and asset-framing training that led to revising project descriptions and deliverables  Developed an asset-framing scan to consider how we position community members in the evaluations that we conduct
	Incorporating equity and inclusion into research design and process  Developed a racial equity reflection to discuss root causes, theories of change, and potential to engage communities most impacted  Received training from Office of Civic Engagement to prepare for more mindful community engagement  Developed project management tools to improve community engagement practices throughout different phases of the research and dissemination process
	Developing an organizational culture that values individuals' needs outside of work  Providing a flexible work environment that allows staff to balance personal and professional commitments and engage in civic life  Empowering staff to make time for self-care and prioritize their physical and mental well-being

Return to the Inclusive Economy Lab homepage

---