BACKGROUND
In the wake of growing global discussions on racial equity following the events of 2020, the British Red Cross International Directorate (BRCID) sought to address racial inequities in the communities they served and within their own organisation.
Working globally with its sister 191 National Societies and ICRC and IFRC, BRCID recognised a need for a comprehensive anti-racism strategy to ensure alignment with their values and to create more equitable outcomes for all stakeholders.
The organisation had initiated efforts towards racial equity, but like many, they encountered challenges in understanding lived experiences and in translating their aspirations into a cohesive, actionable strategy.
Mahogany Inclusion Partners (MIP) were invited to consult due to our deep expertise in racial equity and our track record of strategic, compassionate delivery. Our previous successful engagement delivering a inclusive culture Train the trainer’ programme for BRC’s training team reinforced our credibility and forged a strong foundation for this partnership.
SOLUTION
At Mahogany Inclusion Partners, we follow a tailored, phased approach to each engagement Discover, Design, Deliver. Our work with BRC followed this structured methodology:
Discover Phase:
In this phase, we engaged deeply with BRC’s leadership and employees. We conducted a thorough review of the organisation’s current landscape-through surveys, interviews, and focus groups-to gather insights on racial equity from diverse voices. Safe space conversations were integral to this process, allowing employees to speak candidly about their experiences of racism and inequality. Our goal was to gain a clear understanding of the systemic and cultural challenges BRC faced.
Design Phase:
Based on the insights gathered, we co-created a bespoke anti-racism strategy that reflected both BRC’s unique context and the broader global movement towards racial justice. This strategy encompassed key areas such as policy revision, leadership engagement, and employee empowerment, and was anchored in BRC’s humanitarian mission. We worked closely with BRC’s leadership to ensure that the strategy aligned with their values and was underpinned by measurable, tangible goals. This phase also included leadership coaching to prepare senior executives for their critical role in championing the strategy.
Deliver Phase:
During the final phase, Mahogany Inclusion Partners delivered the strategy through a series of targeted initiatives. This included training sessions, ongoing coaching, and a roadmap for embedding anti-racism into BRC’s operations and culture. We also supported the leadership team in rolling out the strategy across the organisation through roadshows. workshops, and communication plans, ensuring that all employees understood and felt empowered to contribute to BRC’s anti-racism journey.
TAILORED SOLUTIONS FOR SPECIFIC NEEDS
Every intervention was designed with BRC’s specific challenges and ambitions in mind. Recognising that the organisation operates in a global context with diverse communities, we ensured that the anti-racism strategy was adaptable across different cultural and operational settings.
Our expertise in aligning business strategies with racial equity goals meant that the strategy was not only visionary but also practical and aligned with the day-to-day realities of BRC’s operations.
We also facilitated leadership discussions that offered BRC’s senior team a safe space to express their concerns, learn from expert insights, and ask critical questions. Through these conversations, we helped the leadership to align on the vision and take ownership of the anti- racism initiatives. These sessions were pivotal in building trust and ensuring buy-in from top leaders
OUTCOMES
Our partnership with the British Red Cross resulted in several tangible outcomes:
- Comprehensive Anti-Racism Strategy: We developed a three-year strategy encompassing governance, representation, and racial equity across the organisation. This strategy is currently being implemented, with milestones and measurable outcomes identified.
- Leadership Empowerment: BRC’s leadership team emerged from our engagement confident in their role as champions of anti-racism. Our facilitated coaching sessions helped leaders understand their personal responsibility in driving systemic change, ensuring ongoing support for the strategy.
- Employee Engagement and Empowerment Employees reported feeling more heard, valued, and empowered to contribute to BRC’s anti- racism journey. This led to increased morale and a more inclusive culture across the organisation.
- Long-term Strategic Alignment: The anti-racism strategy has now been integrated into BRC’s broader inclusion goals, with long-term sustainability built into its design through governance frameworks and ongoing review processes.
CHALLENGES
One challenge we faced was ensuring a consistent understanding of racial equity scross BRC’s global teams, particularly where cultural differences impacted perspectives on race.
We addressed this by facilitating safe space conversations across regions, which allowed for open, honest dialogues and helped bridge differences.
Another challenge was maintaining sustained commitment from leadership.
Our focus on coaching and creating accountability frameworks ensured that leadership stayed engaged throughout the process and took ownership of the outcomes.
CONCLUSION
Our work with the British Red Cross is a testament to Mahogany Inclusion Partners’ expertise in delivering tailored, impactful racial equity strategies.
By developing open dialogue, creating safe spaces, and guiding leadership through this critical journey, we have helped BRC take significant strides towards becoming an anti-racist organisation.
This partnership exemplifies our commitment to empowering organisations to create inclusive cultures where everyone has the opportunity to thrive.
