Here are a few suggestions for organizations that are committed to advancing their diversity, equity, and inclusion goals, even in the face of obstacles and setbacks:

1. Continuously seek new ideas and approaches to tackle these challenges by reaching out to other like-minded organizations and individuals, attending workshops and conferences, and actively seeking out opportunities to collaborate with those who share your values and vision. By doing so, you can gain valuable insights, learn new strategies, and develop innovative solutions that can help your organization succeed and thrive in the long term.

2. Conduct an organizational assessment to understand current gaps, challenges, and opportunities related to racial equity and diversity. This could involve confidential interviews with staff at different levels, surveying employees, and reviewing existing policies and procedures through an equity lens. The results of the assessment can help in revaluation and updating your existing racial equity and diversity plan.

3. Consider investing in training and professional development programs that can assist your staff in their job while also providing relevant content on issues of equity and diversity. Such programs can help your staff gain cultural competence and a deeper understanding of issues related to racial equity and diversity, enabling them to collaborate more effectively with colleagues and clients from diverse backgrounds. By prioritizing training and development opportunities that address these important topics, you can demonstrate your commitment to fostering a workplace culture that values diversity and inclusion for all.

4. Review and assess your racial equity and diversity plan periodically to ensure that it still aligns with your organization's values and mission. This means assessing whether your vision and goals are still relevant and feasible. To ensure that your plans are effective and sustainable, use a consensus-building approach to involve staff at all levels of the organization and encourage input and buy-in from everyone. You can do this by organizing staff meetings, focus groups, and other forums where staff can share their perspectives and provide feedback on your plans. By involving staff in this way, you can gain a better understanding of the challenges and opportunities related to racial equity and diversity. It can also help build a sense of ownership and commitment among staff, which can improve the implementation of your plans.

5. Create feedback loops and accountability structures to address issues as they arise and continue to engage staff. This requires a proactive approach towards understanding different perspectives, opinions, and concerns of staff members. Clear communication channels should be established to facilitate open and honest dialogue, allowing staff to share their thoughts and feedback comfortably. It's also important to follow up on feedback received and take appropriate action to address any issues that arise. By doing so, trust and accountability can be built among team members, leading to increased engagement and productivity.

6. Partner with and invest in organizations and leaders who are working towards the same goals and values as you in the communities you want to serve. You should conduct thorough research to identify organizations with a proven track record of success. You can also seek input from community leaders and stakeholders to identify the most suitable organizations for collaboration. Once you have identified potential partners, engage in open and collaborative discussions about your desired outcomes. By working together, you can maximize your impact and help create a positive and lasting change in the communities you serve.

7. If capacity is limited internally, consider hiring a fractional Chief Diversity Officer or consultant to guide and support implementing a comprehensive equity strategy. By leveraging the expertise and experience of an external consultant, organizations can enhance their capacity to advance diversity, equity, and inclusion initiatives. Additionally, a fractional Chief Diversity Officer or consultant can help organizations navigate complex issues related to diversity, equity, and inclusion and ensure that these efforts are integrated into all aspects of organizational operations.

The key is to take an organizational approach, commit to leadership and resources, and embed racial equity into all aspects of operations - from programs to policies to culture. It requires an ongoing process of learning, assessment, and improvement.