Ecosystem Resources
We have collated a spectrum of investment tools, frameworks, investment policy language, and analysis methodology, alongside several resources which investigate how to promote diversity, inclusion and belonging within organisations. We welcome feedback and links to resources we might be missing. You may also find this ecosystem directory (see right) of JEDI investing communities, organisations and associations helpful.
The goal of the Restorative Investing Task Force is to create a library of restorative / non-extractive case examples and to fund BIPOC Intermediaries, Funds and Entrepreneurs using restorative investing practices. This is meant to be a starting point for gathering and sharing information. We invite you to share this information with others and share your resources and restorative investing examples with us to include in this webpage.
Article about building intersectionality into recruitment strategies, making sure people have opportunities to discuss these issues, and an open and empathic style of leadership.
3 ways to reduce bias at work, according to Just Work co-founders, author Kim Scott and CEO Trier Bryant. (Video)
From BCG: The Diversity and Inclusion Assessment for Leadership (DIAL) tool analyses diversity and inclusion benchmarking data within and across industries and geographies and cuts across recruitment, retention, advancement, representation and pay
The purpose of this guide is to help Indigenous institutional investors identify steps that they can take to ensure that the assets entrusted to their care are invested in ways that support their communities today, tomorrow, and for future generations.
Aimed at General Counsels who advise Boards on a regular basis, this guide looks at the legal considerations behind ethnicity pay gap reporting, in particular the data protection and employment concerns, that can become a perceived barrier to publishing these statistics.
Decolonizing Wealth introduces Seven Steps to Healing, which include (1) grieve, (2) apologize, (3) listen, (4) relate, (5) represent, (6) invest, and (7) repair. These steps are a means to both heal, and translate this healing into action. We as humans have given money its value of exchange, so we also have the power to change how we utilize it.
From Inclusion in Tech: There is no ‘one-size fits all’ solution, but don’t worry! There will be resource requirements and business impact on the company when you launch your strategy. By identifying who and what will be required from the start, you can plan for any additional resources, reduce risk and create tangible timelines.
Traverses the role of organisational culture and shifts needed to dismantle patriarchal and white supremacist culture and organisational behaviours.
Professionalism has become coded language for white favoritism in workplace practices that more often than not privilege the values of white and Western employees and leave behind people of color.
Advancing racial equity within your organization requires making accountability a cultural norm.
To create an equal society, we must commit to making unbiased choices and being antiracist in all aspects of our lives.
Training can raise people’s awareness of their unconscious biases, but evidence shows that training alone is not effective in changing behaviour. The UK government has already decided to discontinue this kind of programme in its various departments. Frederick Herbert writes that while it is generally accepted that awareness is not a sufficient condition for behavioural change, it is usually necessary. He argues that unconscious bias training can be re-thought of as a foundation upon which other interventions can build.
By Shamika Dalton and Michele Villagran: Awareness of our implicit biases, and how they can affect our colleagues and work environment, is critical to promoting an inclusive work environment. Part one of this two-part article series will focus on implicit bias: what is implicit bias, how these biases affect the work environment, and best practices for reducing these biases within recruitment, hiring, and retention in the library workplace.
This research note provides a review of unconscious gender bias and its role in impeding women’s career advancement before discussing how to mitigate and overcome unconscious gender bias in the workplace.
Today’s context, a historical understanding, and examples from the real world all have a role to play in understanding how to meaningfully prioritize people with multiple identities.
Mission Investors curates a growing list of strategies by foundations and impact investors to embed racial equity into organizational DNA.
Non-profit organization and international, collaborative network of researchers investigating implicit social cognition, or thoughts and feelings that are largely outside of conscious awareness and control.
Over the past year, the pressure for companies to act on racial equality has increased. In response, they have started to focus on seven key actions to increase diversity, equity and inclusion (DE&I). These include hiring for DE&I roles and providing anti-bias trainings.
A comprehensive guide from GrantCraft that considers how a racial equity lens looks within grant making organisations and how to apply these skills and strategies.
This resource page, compiled with input from US SIF’s Racial Justice Task Force, provides information on investing to advance racial justice, organizations working on racial justice and resources on embedding racial equity in the workplace.
From Adasina Capital: “After years of being disillusioned with the direction of values-aligned investing, Maya and I decided to create what we couldn’t find – an easy way for people to put their racial and social justice values to work while investing in the public markets.”
8 simple steps from NIA Impact Capital to incorporate a racial justice lens when making investment decisions. Also simple ways to consider a commitment to racial equity within the Investor Policy Statement.
This document has been created by leading investors and professionals within the venture community as a resource for institutional and other investors who, through diversity and inclusion, wish to maximise access to diverse deal flow, and manage their companies and portfolios to optimise return.
From the Investor Leadership Network: Committed to tracking progress and making an impact on sectors with an underrepresentation of diverse talent, the Diversity in Investment initiative aims to open opportunities for diverse talent in finance and investment worldwide and to increase the presence of diverse talent in investment and management roles in the financial industry.
From the Thomson Reuters Foundation: A new partnership, bringing together civil society, experts, and the private sector to emphasise the importance of the ‘social’ criteria within Environmental, Social and Governance (ESG) investing.
Explore how investors might consider both gender and race in their investment analysis, enabling their investment portfolios to uplift women and communities of color more effectively
From ILPA: "The Diversity in Action initiative brings together limited partners and general partners who share a commitment to advancing diversity, equity and inclusion in the private equity industry. The goal of the initiative is to motivate market participants to engage in the journey towards becoming more diverse and inclusive and to build momentum around the adoption of specific actions that advance DEI over time.”
The REAL: Racial Equity Assessment Framework
By Millard Owens: “The proposed principles reflect therefore what I have heard directly from impact investors, and from themes emerging from more humane schools of economics and human development. In sum, they speak to establishing the appropriate role of capital in strong partnership with a well-functioning state and active citizenry.”