Racial+ Equitecture seeks to work with clients:

    Whose current success indicators deviate from their diversity, inclusion, & equity mission/goals

  • Racial patterns and disparities in outcomes (i.e. student achievement, suspension referrals), success indicators, & performance management systems (i.e. hiring, firing, promotion, & retention).


  • Racial patterns and disparities persist despite good intentions, egalitarian values, and hard work.


  •  Low retention of people of color.


  • Recruitment goals seek to compensate for low retention of people of color.

     Whose current organizational culture misaligns with their equity mission


  • Leaders in the organization have started a thriving venture and though diversity, inclusion, and equity are valued, systems have not been created to ensure their realization.


  • The current container for tensions and conflicts proves insufficient. Tensions and conflicts erupt in sporadic and pervasive ways. The disequilibrium can push professionals into egoistic (I’m not racist), emotive (fear, anger, anxiety, pain), and existential (should I work here?) dissonance.


  • Individuals experience bewilderment at how racial events and patterns manifest in an organization where “no one is racist” and few, if any, overt, malicious racial assaults occur.


  • Silence and other avoidant strategies are used to evade racial discourse; yet racial micro-aggressions; micro-invalidations, micro-insults get enacted without address.


  • Individuals who are sensitive to racial events are typically pushed into one of two camps: 1) marginalized and typecast as “oversensitive,” “aggressive,” and perhaps “unprofessional”; 2) marginalized, tokenized, and overburdened with the “diversity work” of the organization.

  Where the skills and knowledge needed to attain equity goals extend beyond the current scope of knowledge of the staff.

  • Individuals desire to know how to respond in the moment and how to navigate race and power dynamics, tensions, and conflicts.


  • Professionals notice racial patterns in outcomes/success indicators but the organizational discourse about the racial trends do not exist. If there is discussion, it overlooks internal processes and underestimates one's own agency.


  • Individuals experience racial battle fatigue and current coping mechanisms prove insufficient.


  • Missing foundational knowledge on historical and contemporary forms of oppression.


  • A substantial number of staff members are in the early stages of racial identity development.

© 2019  Myosha McAfee. All Rights Reserved.