Our approach

To become an equity-centered, racially just organization means making racial equity an organizational practice. This is hard even when organizations are willing and resourced. Shifting into a practice mindset means embedding racial equity into your operations, programs, leadership structures, and culture.  This process is a journey. To hear that can feel overwhelming, which is why you need an experienced partner to walk alongside you.

Every organization has a culture — a way of engaging staff and a way of doing business — that often goes examined for racial and cultural bias. Typically, leaders who want to focus on racial equity often want to start with their externally facing programmatic work. This approach is important. However, focusing on the structures and systems that make up the scaffolding of your organization is more likely to lead to sustainable change. It is within the scaffolding that racism lives.

Yet, your organization is far more than structures and systems. Power rests with those who make decisions inside or outside of those structures. The most effective strategies that advance racial equity include a focus on structures and systems and your organizational culture.

Mitigating racism cannot occur without examining where power lies within your organization — who has it, who does not and why. It also means that we have to unpack where white supremacy lives inside your organization’s structures and its policies and practices.

The way we work

The work of every client fits into a particular sector. Because racism is entrenched throughout every sector, it shows itself differently whether a client’s work fall into banking and finance, education or health inequities. Once you recognize it one way, it changes its form. To unpack and address it requires a consultant with experience in cross-sector work, public policy and organizational development.

We approach all of our clients work from a perspective that racism is a system. Its reach extends beyond individual bad actors. It is more than individual prejudice. It is baked into the political and economic infrastructure of our country, its economy, and the public policy that shape our existence. That also means that without disruption, it is baked into your organization as well.

At Stamey Street, each engagement represents a different challenge and a new opportunity for growth and learning. In our work with clients, we bring our expertise and use proven tools that can anchor raical equity as a practice inside your organization. Work with Joanna Shoffner Scott is more than talking about race. It’s about working differently and becoming an equity-centered organzation.

Theory of Change for Racial Equity Sustainability

Theory of change

To sustain racial equity work, organizational leaders need to adopt specific strategies that reach across the organization. Most organizations start with the programmatic, an essential and necessary step, but it is insufficient for making racial equity sustainable over time. Organizations that prioritize these areas are more likely to see lasting, equitable results.

At Stamey Street, each engagement represents a different challenge and a new opportunity for growth and learning. In our work with clients, we bring our expertise and use proven tools that can anchor raical equity as a practice inside your organization. Work with Joanna Shoffner Scott is more than talking about race. It’s about working differently and becoming an equity-centered organzation.

Joanna Scott Consulting

“We recognize that a commitment to becoming a multicultural, inclusive and (racially equitable) organization is not the same as actually becoming one.”

Thinking of Equity Versus Becoming Equitable
Inspired by “Policy Statement on Undoing Institutional Racism”, Children's Alliance