Highlights from October’s ECHO Digital Session
From Aspiration to Practice: Equity as Organizational DNA
At October’s ECHO Digital, we heard from Keith Porter and Miranda Johnson of the Stanley Center for Peace and Security, along with Griso Barrios from Living Future‘s Just program. Our conversation wasn’t about certifications or labels—it was about what it takes to move equity from aspiration to practice, embedding it into the DNA of an organization.
Here are five takeaways that invite us to reflect on what becomes possible when we look squarely at our policies, practices, and people.
Transparency Is Strategy, Not Risk
Being clear about compensation, benefits, and how decisions get made felt vulnerable at first. But transparency became liberating. When organizations stop hiding behind vague language and start being explicit, something shifts. Staff know what to expect. Leaders have clarity about what to advocate for. And the discomfort points directly to where the work needs to happen. Staff begin asking: “What’s happening with our equity work this year?” Visibility creates accountability and momentum.
Look Beyond Your Industry for “What Good Looks Like”
Keith described leading without clear benchmarks: “How many vacation days are you supposed to get? I don’t know.” Without standards that push beyond industry norms, organizations default to reactive problem-solving—addressing complaints as they surface rather than building intentional systems. And benchmarking only against peers can perpetuate existing inequities rather than challenge them. Standards that push beyond your sector give leaders concrete guidance for board conversations, help prioritize limited resources, and transform budgets from administrative tools into statements of organizational values.
Progress Beats Perfection
Organizations making meaningful impact stopped chasing perfect scores. They focused on steady improvement: picking one area to strengthen, having difficult conversations, and creating systems that survive leadership transitions. As Griso observed, “Once organizations learn that they can’t get A-pluses on everything, they actually start making really impactful and meaningful change.” The goal isn’t checking boxes—it’s sparking curiosity and building enduring structures.
Build the Culture Before You Need It
In a small Iowa community with limited diversity and no immediate hiring plans, the Stanley Center asked: what can we do now? The answer: create an inclusive, welcoming workplace before you need to recruit. As Keith explained, “Some organizations wait until they have a more diverse workforce before they think they can do inclusion. But it really works better if you create an inclusive workplace first.” Equity work doesn’t wait. It prepares the foundation for what’s possible.
Care Is the Point
Behind every policy, every staff survey, every compensation conversation—there’s one question at the heart of it: are we taking care of our people? As Miranda emphasized, “The intention behind this work is about taking care of your people.” External recognition isn’t the story. It’s a byproduct. The real story is whether staff feel valued, seen, and supported. That’s what drives retention and builds organizations resilient enough to tackle difficult challenges.
The Closing Invitation
Miranda left us with this: “Aren’t you curious to see where you stand?” Not to judge yourself. Not to compare yourself to competitors. But to spark the conversations that lead to meaningful change. Where could your organization lean in? What becomes possible when you What becomes possible when you ask: is this what caring looks like?
