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- Understand that one way anti-Blackness manifests is by preferencing non-Black people of color. One way to be anti-racist is to actively choose vendors and consultants who identify as Black/African American as an anecdote to historical marginalization.
- Consider a vendor or consultant from the global majority for strategic, financial, data, and research projects as well as for diversity, equity, and inclusion needs.
- Identify a systemic reason for hiring a Black or person of color-led vendor or consultant, not just to check a “diversity box”. Systemic reasons can include things like a recognition of the historical reluctance for white education reform organizations to hire non-white consultants and vendors, a desire to funnel more dollars into the Black community, a recognition of the value of lived experience on outcomes of the Black and brown children most education organizations serve, and more.
- Be prepared to share concrete examples of your organization’s commitment to anti-racism in both your internal (e.g. hiring and promotion practices) and external (e.g. integration of community voice) operations. Not only are people of the global majority more successful in actively anti-racist environments, but they are more likely to consider working with you if they know their lives and experiences will be honored.
- Prepare a thoughtful partnership request before reaching out to prospective vendors and consultants. Carefully consider a reasonable budget, timeline, and scope of work in advance of contacting prospects, but also leave room to adjust and account for consultant/vendor recommendations.