You cannot build a Race Equity Culture™ alone.

Operationalizing a Race Equity Culture™ in your organization means moving your entire team forward.

If you find yourself struggling to engage your entire team in moving this work forward, you aren’t alone.

Teams need an equity-based set of tools to build a Race Equity Culture™. These tools help take your passion for equity and create measurable and sustainable change in your organization through practical application.

Organizations are at a crossroads

Right now, many organizations are undergoing major transitions—rebuilding and strengthening team culture, working through leadership changes, re-prioritizing work after the pandemic, and preparing for upcoming elections are just a few of the uncertainties confronting our teams today.

And at the center of it all is one question: How can we build and strengthen our Race Equity Culture ™ amidst all of these changes?

Cohort Resources

The Organizational Equity Cohort (OEC) is designed to meet teams where they are in their equity journey and offers three critical resources:


This cohort offers a community of peer organizations that you will learn from and with over the course of this 8-month program.


Your organization will access a toolbox of applied equity resources that allow you to take what you’ve learned about equity and put it into action in real-time as you’re making decisions.

Learning while doing

As a cohort member, you’ll create a project to work on during the 8 months of the program, and we’ll actively workshop how it’s going and provide coaching along the way to bring your project to completion.

What you learn as a part of this cohort will not only help you put equity into practice in your organization, but will also help you develop a stronger strategic direction to navigate whatever lies ahead.

A message from your facilitator, Nico Chin

How your organization will benefit

The Organizational Equity Cohort will help you deepen and expand your work in the following areas as you build a Race Equity Culture™. If the leaders in your organization are on the fence about whether to invest time and money to engage your entire team in your equity journey, here are a few things to share with them about how your entire organization will benefit.

Learning at Scale

We have been using more traditional, individualistic learning models (trainings, workshops, etc.) to learn about equity.

How can we transition from learning focused on individuals within our organization to collective, team learning? What is a communal approach to organizational learning that reflects our values?


We understand that relationships are the heart of equity work.

How do we need to strengthen or transform our existing relationships in order to deepen our equity work? What new relationships do we need to nurture?

Organizational Leadership

Our current structures were not built to steward equity.

How might we need to expand upon them, or add to them in order to effectively implement our equity values?

Setting Our Next Goals

We’ve completed our first set of equity goals, and now we want to determine our next steps as an organization.

What are the next set of goals we could set for our team?

Building Systems

We are ready to begin integrating equity into the DNA of our team, one step at a time.

What systems (structures, policies, practices) might we need to establish in order to embody a Race Equity Culture™ in our organization?

Are there decision makers in your organization who need to see this list?
Download a PDF version here.

Who should join the Organizational Equity Cohort?

To make an organizational difference, each organization is asked to send a committed team of two or three people, rather than a single individual.

These people should be decision-makers.

  • People with enough positional power to shape policy and practices,
  • Allocate resources
  • Initiate new organizational relationships. These include CEOs, Executive Directors, Board Members, Program Directors, Inspection Directors, and Human Resource Directors.

If you’re part of a smaller organization and are interested in participating, we welcome you to send two people, and to consider including high-engagement volunteers or board members that have a role in shaping the decisions of your organization.

Meet Your Facilitator

Nico Chin (she/her)

Nico’s passion is helping teams discover new ways to work together at the intersection of identity, strategy and team development. Her goal is to reshape behaviors, learning techniques and mindsets to maximize the impact of our work in the world.

“Nico has taught our team how to see inequity and to uncover its many layers and dimensions.

Our team recently took a real-life example from our work and used the structural equity tools Nico offered us to ask the question ‘where did inequity manifest in this situation?’ Once we could identify the variables, it gave us the opportunity to ask a new question: ‘what would equity look like?’ When we could visualize the same situation through the lens of equity, we came away from the exercise with some concrete steps that we could take to our Quality Improvement team with opportunities and ideas for impacting change at a structural level.

Not only does this work have the potential to have a positive impact for patients, but it also generates hope among our team and energy to advocate for equity.”

~ Liz Charles McGough, Director of Outreach and Deputy Director, Maine Mobile Health Program

Take the next step in building a Race Equity Culture™

Many organizations start their equity learning journey by sending staff to workshops and trainings, and encouraging individual contributors on their teams to learn about equity.

Once that phase of work has established team alignment on why equity matters, the next step is to take organization-wide action on your commitment to equity.

The Organizational Equity Cohort can help by providing:

  • Real-time coaching
  • Peer learning and sharing opportunities
  • Resources, tools and examples of from other organizations
  • Expert and community support while you work on a project for your organization, from conception to completion


The cost for this 8-month long Organizational Equity Cohort is based on your organization’s budget (or asset base for foundations):

Budget Organizational Equity Cohort
Nonprofits with annual budgets of less than $1M $XXXX
Nonprofits with annual budgets of $1-3.9M $XXXX
Foundations with assets less than $10M; Nonprofits with annual budgets from $4-9.9M $XXXX
For profits/foundations with assets $10M+; Nonprofits with annual budgets $10M+ $XXXX
Nonprofits with annual budgets of less than $1M
Pulse Check: $500
Pulse Check with Coaching: $1000
Nonprofits with annual budgets of $1-3.9M
Pulse Check: $1000
Pulse Check with Coaching: $2000
Foundations with assets less than $10M; Nonprofits with annual budgets from $4-9.9M
Pulse Check: $2000
Pulse Check with Coaching: $4000
For profits/foundations with assets $10M+; Nonprofits with annual budgets $10M+
Pulse Check: $4000
Pulse Check with Coaching: $8000

“As a coalition, we are excited to share the insights and tools we are now using with many other organizations in the organic community. We believe the impact will extend beyond our staff team. One unexpected benefit of participating in the cohort is that some of the tools we’ve started using to help us be more impactful in our equity work are helping us be more impactful in all areas of our work to advance organic agriculture.”

~ Abby Young Blood, Executive Director, National Organics Coalition

Let’s enter the next phase of this work together

How your leadership team understands its role in stewarding and implementing equity is critically important to building Race Equity Culture™. The Organizational Equity Cohort will guide your team through this important phase of your equity journey.