ODFC/CT-503 CoC FY22 Renewal Evaluation Organizational Advancing Race Equity Self-Assessment Tool
The CoC is committed to advancing race equity in the provision of homeless assistance services. Organizations receiving CoC funds are asked to complete this Organizational Advancing Race Equity Self-Assessment Tool, as part of the 2022 CoC Renewal Evaluation Process. This form should be submitted to the CoC by 12:00PM on Monday, August 22, 2022. Questions about this Tool/form should be sent to openingdoorsoffairfieldcounty@gmail.com. 

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INSTRUCTIONS
  • Only one tool per organization is required.
  • All questions are required.
  • You may complete this tool on paper or using this online form. A paper version of the tool can be found here: https://www.dropbox.com/s/qsl7u9bmvkuv31b/ODFC_CT-503%20CoC%20FY22%20Org%20ARE%20Self-Assessment%20Tool%20-%20Paper.docx?dl=0. If you complete the tool via paper, we recommend that you highlight your answer to each of the multiple-choice questions. You will need to save and upload your completed tool as part of the Attachments survey.
  • If you complete the tool through this online form, the CoC will automatically receive a copy of your responses, as will you.
GUIDANCE AS YOU ARE COMPLETING THE ORGANIZATIONAL ADVANCING RACE EQUITY SELF-ASSESSMENT TOOL:
  • The CoC recognizes that organizations may be at different stages of their journey toward advancing race equity (including: not yet started, thinking about it/early stages, making progress on strategies/action steps, fully implemented strategies/action steps). We recognize that some organizations may have greater capacity to move forward work around race equity (e.g., larger organizations with more staff capacity, etc.). Even if your organization has not yet started this work or are in early stages, we ask that you complete this tool as an honest, thoughtful self-assessment.

  • We hope that organizations will use the tool as a guide to think about different ways the organization may be able to prioritize advancing race equity in the upcoming year. We hope that organizations who currently lack capacity to move forward work around race equity will create plans and strategies for how to enhance capacity in this area.

  • You will likely need to consult with other staff within your organization/program to complete this tool. We hope that you will consult with organizational leadership when completing the tool, to the extent possible.

  • Points will not be awarded based on the content of the tool, but rather will be awarded for organizations that thoroughly completed the tool and responded to all questions (including narrative questions).
RESOURCES
The following tools were used as a resource and reference when creating this tool:
  • Able Change - Equity Organizational Self-Assessment
  • Washington Race Equity and Justice Initiative - REJI Organizational Race Equity Tool
  • Annie E. Casey Foundation - Race Matters: Organizational Self-Assessment
  • Coalition for Communities of Color - Tool for Organizational Self-Assessment Related to Race Equity
CONTACT INFORMATION
Organization Name: *
Primary Contact Person: *
Primary Contact Person Phone Number: *
CoC-FUNDED PROJECTS: IDENTIFICATION  OF BARRIERS TO PARTICIPATION & STEPS TO ADDRESS BARRIERS
NOTE: The questions in this section will be scored for criteria 9.2 on the ODFC FY22 CoC Renewal Project Scoring Standards.
For your organization's CoC-funded project(s), please indicate whether your agency has identified any barriers to participation (e.g., lack of outreach) faced by persons of different races and ethnicities, particularly those over-represented in the local homelessness population. *
NOTE: This question is being scored for criteria 9.2 on the ODFC FY22 CoC Renewal Project Scoring Standards.
For your organization's CoC-funded project(s), please describe:
(1) any barriers to participation faced by persons of different races and ethnicities, particularly those over-represented in the local homelessness population, that your agency has identified,
(2) how your agency worked to identify barriers,
(3) for which CoC-funded projects, and
(4) when (approximate month and year) these barriers were identified.
 *
NOTE: This question is being scored for criteria 9.2 on the ODFC FY22 CoC Renewal Project Scoring Standards.
For your organization's CoC-funded project(s), please describe:
(1) steps your agency has taken or will take to eliminate the identified barriers faced by persons of different races and ethnicities, particularly those over-represented in the local homelessness population,
(2) how your agency identified the steps it has taken or will take,  
(3) for which CoC-funded projects the steps were or will be taken, and
(4) when (approximate month and year) these steps were or will be taken. 
 *
NOTE: This question is being scored for criteria 9.2 on the ODFC FY22 CoC Renewal Project Scoring Standards.
ORGANIZATIONAL COMMITMENT, LEADERSHIP AND GOVERNANCE
The organization incorporates race equity into its mission, vision, and/or values statements. *
The organization provides a living wage to all personnel that considers regional cost of living (i.e. housing, food, transportation, child care, health care). *
EQUITY POLICIES AND IMPLEMENTATION PRACTICES
Current protocols and practices (written and unwritten) do not disadvantage persons seeking or receiving services who are experiencing inequities.                     *
Example - Consider potential disadvantages resulting from protocols and practices related to: 
  • service intake or enrollment (e.g., multi- step processes that disadvantage people with limited phone minutes, processes that assume individuals have internet access); 
  • scheduling (e.g., same day appointments offered based on insurance coverage); 
  • service or treatment delivery (e.g., what is offered to who); 
  • referrals to outside resources (e.g., who gets referred, for what); 
  • racial profiling; 
  • hiring.
The organization has explicit policies prohibiting discrimination, microaggressions, and harassment of people of color as well as a mechanism in place to address issues raised regarding racial or other equity-related barriers for opportunity occurring in the workplace. *
ORGANIZATIONAL CLIMATE, CULTURE AND COMMUNICATIONS
Organizational spaces are welcoming to diverse children, youth and adults, including materials and images that reflect diverse languages and populations. *
The organization has a mechanism in place to address complaints about barriers to opportunity and racial inequities in the workplace. *
The organization creates space for discussing issues of race and racism in ways that are relevant to the work. *
The organization encourages ideas, strategies, initiatives, and feedback from all stakeholders of the organization (including frontline staff, volunteers, clients - not only those with positional authority). *
The organization consistently uses inclusive and culturally responsive language in both internal and external communications. *
SERVICE-BASED EQUITY
Do you provide language interpreter/translator services for people who speak languages other than English?   *
The organization provides materials in languages and formats (e.g., use of images to accommodate low literacy levels) that can be understood by local residents experiencing inequities. *
When planning programs and events, the organization considers factors like language access/interpretation, accommodations, childcare, food, and proximity to transportation. *
Staff exhibit cultural sensitivity/cultural humility in interactions with diverse groups. *
Cultural sensitivity refers to a set of skills that allows you to learn about and understand people whose cultural background is not the same as yours. As you go about your daily life, you operate with the awareness that cultural differences between yourself and the people you meet exist without assigning them a value. You see differences as a positive thing, and don’t consider one culture better or worse, right or wrong. (citation: Diverse Corps).
Cultural humility is a lifelong process of self-reflection and self-critique whereby the individual not only learns about another’s culture, but one starts with an examination of her/his own beliefs and cultural identities. (citation: National Institutes of Health).
SERVICE-USER VOICE AND INFLUENCE
The organization gathers and uses feedback from local persons experiencing inequities on whether our services, supports, or opportunities are easy for them to access. *
The organization engages participants experiencing inequities in helping to select our organization’s priorities (e.g., related to which outcomes and inequities are targeted in our efforts). *
The organization engages participants experiencing inequities in making decisions about how to design our programs and strategies. *
Programs, services, supports, and/or opportunities are offered at times and locations that are easy for local youth and adults experiencing inequities to access. *
WORKFORCE COMPOSITION AND QUALITY
Staff are knowledgeable about the ways racial and income inequities create cumulative disadvantages for certain youth and adults. *
The organization has processes in place to ensure all staff and leaders are knowledgeable about cultural sensitivity/humility/responsiveness and trauma-informed approaches. *
Staff are trained in and are knowledgeable at the 101 level about the range of barriers to equal opportunity and the depth of embedded racial inequities — how they are produced and how they can be reduced. *
The organization has regular trainings and discussions at the staff and/or board levels about removing barriers to opportunity and reducing racial disparities and disproportionality (removing barriers and reducing racial disparities both internally and externally). *
Staff reflect the demographics of populations served across all organizational units. *
COMMUNITY COLLABORATIONS
The organization builds authentic and long-term relationships with local settings/agencies working most closely with groups experiencing inequities. *
How does your organization formally collaborate with community-based organizations of color to determine and address your organization’s responsiveness to the needs of communities of color? (narrative response) *
DATA, METRICS AND CONTINUOUS QUALITY IMPROVEMENT
The organization assesses disaggregated data to reveal inequities across groups served by the organization. This includes examining differences by: race/ethnicity, income, gender, gender identity, geography, and other groupings relevant to the community. *
Do you collect and analyze race and ethnicity data on each of the following: those who request service, those who receive service, those referred for specific interventions, those who have successful outcomes, and those who don't in your programs/services? *
Please describe how your programs are evaluated in terms of their impact on communities of color and racial equity goals?  You may include internal and external evaluation processes. (narrative response) *
NEXT STEPS
Please describe any successes your organization has had in advancing race equity in your organization. (narrative response) *
Please describe any challenges your organization has faced in advancing race equity issues in your organization. If applicable, please describe how your organization overcame/is overcoming those challenges. (narrative response) *
Based on your responses to this survey, are there any next steps you plan to discuss within your organization to advance race equity? Are there specific areas where you feel that your organization should focus its attention? (narrative response) *
Do you have ideas/feedback on how the CoC can help your organization to advance race equity? For example: training/technical assistance, data, capacity building, peer learning, etc. (narrative response) *
END OF SELF-ASSESSMENT TOOL/ONLINE FORM
Thank you for completing this self-assessment and providing the CoC with this information on the status of your organization's work to Advance Racial Equity. We hope this self-assessment tool has been helpful to your organization.
A copy of your responses will be emailed to the address you provided.
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