Racial Equity Toolkit
to Assess Policies, Initiatives, Programs, and Budget Issues
The vision of the Seattle Race and Social Justice Initiative is to eliminate racial inequity in the
community. To do this requires ending individual racism, institutional racism and structural racism. The Racial
Equity Toolkit lays out a process and a set of questions to guide the development, implementation and
evaluation of policies, initiatives, programs, and budget issues to address the impacts on racial equity.
When Do I Use This Toolkit?
Early. Apply the toolkit early for alignment with departmental racial equity goals and desired outcomes.
How Do I Use This Toolkit?
With Inclusion. The analysis should be completed by people with different racial perspectives.
Step by step. The Racial Equity Analysis is made up of six steps from beginning to completion:
Step 2. Involve Stakeholders + Analyze Data.
Gather information from community and staff on how the issue
benefits or burdens the community in terms of racial equity.
Step 3. Determine Benefit and/or Burden.
Analyze issue for impacts and alignment with racial equity outcomes.
Step 4. Advance Opportunity or Minimize Harm.
Develop strategies to create greater racial equity or minimize
unintended consequences.
Step 1. Set Outcomes.
Leadership communicates key community outcomes for racial
equity to guide analysis.
Step 5. Evaluate. Raise Racial Awareness. Be Accountable.
Track impacts on communities of color overtime. Continue to communicate
with and involve stakeholders. Document unresolved issues.
Step 6. Report Back.
Share information learned from analysis and unresolved issue with Department
Leadership and Change Team.
Title of policy, initiative, program, budget issue: ____________________________
Description: _________________________________________________________
Department: ______________________ Contact: ________________________
Policy
Initiative
Program
Budget Issue
1a. What does your department define as the most important racially equitable community outcomes
related to the issue? (Response should be completed by department leadership in consultation with RSJI Executive
Sponsor, Change Team Leads and Change Team. Resources on p.4)
1b. Which racial equity opportunity area(s) will the issue primarily impact?
Education
Community Development
Health
Environment
Criminal Justice
Jobs
Housing
1c. Are there impacts on:
Contracting Equity
Workforce Equity
Immigrant and Refugee Access to Services
Inclusive Outreach and Public Engagement
Please describe:
2a. Are there impacts on geographic areas?
Yes
Check all neighborhoods that apply (see map on p.5):
All Seattle neighborhoods
Ballard
North
Central
Lake Union
Southwest
Southeast
Delridge
Greater Duwamish
East District
King County (outside Seattle)
Outside King County
Please describe:
2b. What are the racial demographics of those living in the area or impacted by the issue?
(See Stakeholder and Data Resources p. 5 and 6)
2c. How have you involved community members and stakeholders? (See p.5 for questions to ask
community/staff at this point in the process to ensure their concerns and expertise are part of analysis.)
Step 1. Set Outcomes.
Step 2. Involve stakeholders. Analyze data.
Racial Equity Toolkit Assessment Worksheet
2d. What does data and your conversations with stakeholders tell you about existing racial inequities
that influence people’s lives and should be taken into consideration? (See Data Resources on p.6. King
County Opportunity Maps are good resource for information based on geography, race, and income.)
2e. What are the root causes or factors creating these racial inequities?
Examples: Bias in process; Lack of access or barriers; Lack of racially inclusive engagement
Given what you have learned from data and from stakeholder involvement…
3. How will the policy, initiative, program, or budget issue increase or decrease racial equity? What are
potential unintended consequences? What benefits may result? Are the impacts aligned with your
department’s community outcomes that were defined in Step I.?
4. How will you address the impacts (including unintended consequences) on racial equity? What
strategies address immediate impacts? What strategies address root causes of inequity listed in Q.6? How will
you partner with stakeholders for long-term positive change? If impacts are not aligned with desired community
outcomes, how will you re-align your work?
Program Strategies? ___________________________________________
Policy Strategies? _____________________________________________
Partnership Strategies? _____________________________________________
5a. How will you evaluate and be accountable? How will you evaluate and report impacts on racial equity
over time? What is your goal and timeline for eliminating racial inequity? How will you retain stakeholder
participation and ensure internal and public accountability? How will you raise awareness about racial inequity
related to this issue?
5b. What is unresolved? What resources/partnerships do you still need to make changes?
Step 3. Determine Benefit and/or Burden.
Step 4. Advance Opportunity or Minimize Harm.
Step 5. Evaluate. Raise Racial Awareness. Be Accountable.
Step 6. Report Back.
Share analysis and report responses from Q.5a. and Q.5b. with Department Leadership and Change
Team Leads and members involved in Step 1.
Outcome = the result that you seek to achieve through your actions.
Racially equitable community outcomes = the specific result you are seeking to achieve that
advances racial equity in the community.
When creating outcomes think about: ï‚·
What are the greatest opportunities for creating change in the next year? ï‚·
What strengths does the department have that it can build on? ï‚·
What challenges, if met, will help move the department closer to racial equity goals?
Keep in mind that the City is committed to creating racial equity in seven key opportunity areas: Education,
Community Development, Health, Criminal Justice, Jobs, Housing, and the Environment.
Examples of community outcomes that increase racial equity:
OUTCOME
OPPORTUNITY AREA
Increase transit and pedestrian mobility options in communities of color.
Community Development
Decrease racial disparity in the unemployment rate.
Jobs
Ensure greater access to technology by communities of color.
Community Development,
Education, Jobs
Improve access to community center programs for immigrants, refugees and
communities of color.
Health,
Community Development
Communities of color are represented in the City’s outreach activities.
Education,
Community Development,
Health, Jobs, Housing,
Criminal Justice,
Environment
The racial diversity of the Seattle community is reflected in the City’s workforce
across positions.
Jobs
Access to City contracts for Minority Business Enterprises is increased.
Jobs
Decrease racial disparity in high school graduation rates
Education
Additional Resources:
RSJI Departmental Work Plan: http://inweb/rsji/departments.htm
Department Performance Expectations: http://web1.seattle.gov/DPETS/DPETSWEbHome.aspx
Mayoral Initiatives: http://www.seattle.gov/mayor/issues/
Creating Effective Community Outcomes
Identify Stakeholders
Find out who are the stakeholders most affected by, concerned with, or have experience relating to the policy,
program or initiative? Identify racial demographics of neighborhood or those impacted by issue. (See District
Profiles in the Inclusive Outreach and Public Engagement Guide or
refer to U.S. Census information on p.7)
Once you have indentified your stakeholders ….
Involve them in the issue.
Describe how historically underrepresented community stakeholders
can take a leadership role in this policy, program, initiative or budget
issue.
Listen to the community. Ask:
1. What do we need to know about this issue? How will the policy,
program, initiative or budget issue burden or benefit the community?
(concerns, facts, potential impacts)
2. What factors produce or perpetuate racial inequity related to this
issue?
3. What are ways to minimize any negative impacts (harm to
communities of color, increased racial disparities, etc) that may
result? What opportunities exist for increasing racial equity?
Examples of what this step looks like in practice: ï‚·
A reduction of hours at a community center includes conversations with those who use the community
center as well as staff who work there. ï‚·
Before implementing a new penalty fee, people from the demographic most represented in those fined
are surveyed to learn the best ways to minimize negative impacts.
For resources on how to engage stakeholders in your work see the Inclusive Outreach and Public
Engagement Guide: http://inweb1/neighborhoods/outreachguide/
Tip: Gather Community Input Through…
Community meetings ï‚·
Focus groups ï‚·
Consulting with City commissions and advisory boards ï‚·
Consulting with Change Team
Identifying Stakeholders + Listening to Communities of Color
City of Seattle Seattle’s Population and Demographics at a Glance:
http://www.seattle.gov/dpd/Research/Population_Demographics/Overview/default.asp
Website updated by the City Demographer. Includes: Housing Quarterly Permit Report • Employment data
• 2010 Census data • 2006-2010 American Community Survey • 2010 Census: Demographic
highlights from the 2010 Census; Basic Population and Housing Characteristics Change from 1990, 2000, and
2010 – PDF report of counts of population by race, ethnicity and over/under 18 years of age as well as a total,
occupied and vacant housing unit count; Three-page subject report – PDF report of detailed population,
household and housing data • American Community Survey: 2010 5-year estimates and 2009 5-year
estimates • Census 2000 • Permit Information: Comprehensive Plan Housing Target Growth Report for
Urban Centers and Villages; Citywide Residential Permit Report • Employment Information: Comprehensive
Plan Employment Target Growth Report for Urban Centers and Villages; Citywide Employment 1995-2010 •
The Greater Seattle Datasheet: a report by the Office of Intergovernmental Relations on many aspects of
Seattle and its region.
SDOT Census 2010 Demographic Maps (by census blocks): Race, Age (under 18 and over 65) and Median
Income http://inweb/sdot/rsji_maps.htm
Seattle’s Population & Demographics Related Links & Resources (From DPD website:
http://www.seattle.gov/dpd/Research/Population_Demographics/Related_Links/default.asp)
Federal
American FactFinder: The U.S. Census Bureau’s main site for online access to population, housing,
economic, and geographic data.
Census 2000 Gateway: The U.S. Census Bureau’s gateway to Census 2000 information.
State
Washington Office of Financial Management: OFM is the official state agency that provides estimates,
forecasts, and reports on the state’s population, demographic characteristics, economy, and state
revenues.
Regional
Puget Sound Regional Council: PSRC is the regional growth management and transportation planning
agency for the central Puget Sound region in Washington State.
County
King County Census Viewer: A web-based application for viewing maps and tables of more than 100
community census data indicators for 77 defined places in King County.
King County Department of Development and Environmental Services: the growth management
planning agency for King County.
Seattle & King County Public Health – Assessment, Policy Development, and Evaluation Unit: Provides
health information and technical assistance, based on health assessment data
King County Opportunity Maps: A Study of the Region’s Geography of Opportunity. Opportunity maps
illustrate where opportunity rich communities exist, assess who has access to those neighborhoods,
and help to understand what needs to be remedied in opportunity poor neighborhoods. Puget Sound
Regional Council.
City
The Greater Seattle Datasheet: A Seattle fact sheet courtesy of the City of Seattle’s Office of
Intergovernmental Relations.
Other
Seattle Times Census 2000: articles, charts related to Census 2000 and the Seattle/Puget Sound
region.
Data Resources
Accountable- Responsive to the needs and concerns of those most impacted by the issues you are working
on, particularly to communities of color and those historically underrepresented in the civic process.
Community outcomes- The specific result you are seeking to achieve that advances racial equity.
Contracting Equity- Efforts to achieve equitable racial outcomes in the way the City spends resources,
including goods and services, consultants and contracting.
Immigrant and Refugee Access to Services- Government services and resources are easily available and
understandable to all Seattle residents, including non-native English speakers. Full and active participation of
immigrant and refugee communities exists in Seattle’s civic, economic and cultural life.
Inclusive Outreach and Public Engagement- Processes inclusive of people of diverse races, cultures,
gender identities, sexual orientations and socio-economic status. Access to information, resources and civic
processes so community members can effectively engage in the design and delivery of public services.
Individual racism- Pre-judgment, bias, stereotypes about an individual or group based on race. The impacts
of racism on individuals including white people internalizing privilege and people of color internalizing
oppression.
Institutional racism- Organizational programs, policies or procedures that work to the benefit of white people
and to the detriment of people of color, usually unintentionally or inadvertently.
Opportunity areas- One of seven issue areas the City of Seattle is working on in partnership with the
community to eliminate racial disparities and create racial equity. They include: Education, Health, Community
Development, Criminal Justice, Jobs, Housing and the Environment.
Racial equity- When social, economic and political opportunities are not predicted based upon a person’s
race.
Racial inequity-When a person’s race can predict their social, economic and political opportunities and
outcomes.
Stakeholders- Those impacted by proposed policy, program or budget issue who have potential concerns or
issue expertise. Examples might include: specific racial/ethnic groups, other institutions like Seattle Housing
Authority, schools, community-based organizations, Change Teams, City employees, unions, etc.
Structural racism – The interplay of policies, practices and programs of multiple institutions which leads to
adverse outcomes and conditions for communities of color compared to white communities that occurs within
the context of racialized historical and cultural conditions.
Workforce Equity- Ensure the City’s workforce diversity reflects the diversity of Seattle
Glossary