Below is the CivicSpark Racial Equity Action Plan (REAP) – Program Area Goals and Actions. The Action Plan addresses 5 Program Areas: Fellow Recruitment and Hiring, Fellow Supervision and Support, Fellow Training, Partnerships, and Staff Culture and Program Support. The action plan categories are defined below:
- A goal is the outcome that the CivicSpark program intends to realize for each program area.
- An action is a concrete step that CivicSpark staff will take to accomplish the goals for each program area.
- The timeline is the time period in which the CivicSpark team will address the action. The time periods are: Short-term (0-3 months); Medium-term (4-11 months); and Long-term (12+ months).
- Accountability refers to the staff position or body that is responsible for the action and/or is accountable for its completion.
- A performance measure refers to the qualitative or quantifiable metric of progress toward the goal.
Fellow Recruitment and Hiring
Vision
Develop a recruitment, selection, and hiring process that counteracts staff and partner biases, promotes equitable hiring practices, and addresses the root causes of inequity in the Fellow stipend and compensation structure.
Progress to Date
Building an equitable and inclusive recruitment process is critical to ensuring that BIPOC candidates facing historic and structural barriers to Fellowship opportunities are aware of the program, encouraged to apply, considered fully throughout the recruitment process, are fairly compensated, and provided support and inclusion once hired. Our efforts to improve recruitment practices to date include: adjusting Fellow qualifications and degree requirements for the program (Associates Degrees now accepted), advocacy to increase the Fellow stipend and benefits on the state and national level, expanding recruitment efforts to Historically Black Colleges and Universities (HBCUs) and Hispanic Association of Colleges and Universities (HACUs), efforts to secure sponsorship, Fellow stipend increase of 57% since the program started, trends toward more equal representation with a 123% increase in Hispanic Fellows and a 13% decrease in white Fellows, and addressing implicit biases in the interview process. Despite our efforts to improve our recruitment practices to date, we continue to see racial imbalances in our cohorts.
| Goal | Action | Timeline | Accountability | Performance Measures |
| Increase the diversity of Fellow recruitment networks | Adjust Fellow job positions to expand the relevant skills to include broader lived experience. | Short-term (0-3 months) | Operations Project Associate | Updated job description authorized by HR |
| Expand consideration to applicants with an associate’s degree and lived experience and clearly communicate this change in priority to partners. | Med-term (4-11 months) | Senior Program Manager | B.A. requirement is removed from job postings; A.A. degree eligibility clearly highlighted | |
| Expand outreach for recruitment to BIPOC organizations that more directly and authentically engage with BIPOC community members. | Med-term (4-11 months) | Operations Project Associate | Increased engagement with CS social media (Instagram, Facebook, etc.);
# of BIPOC recruitment partners; Develop a database of BIPOC and BIPOC-serving campus groups and organizations for outreach purposes |
|
| Expand and diversify outreach to campus affinity groups, programs other than Environmental Studies, and to community colleges | Med-term (4-11 months) | Operations Project Associate | # of university affinity groups engaged in CS recruitment; # of community college recruitment partners; # of non-sustainability programs engaged | |
| Partner with other AmeriCorps programs and conduct market research to identify the barriers to program participation. | Long-term (12+ months) | Senior Program Manager | # of AmeriCorps programs involved and engaged; increased knowledge of the barriers to AmeriCorps participation | |
| Increase indigenous representation within the cohort. | Med-term
(4-11 months) |
Senior Program Manager | # of indigenous candidates reached; # of indigenous applicants; # of indigenous candidates accepted to CS | |
| Ensure recruitment materials highlight the comprehensive non-monetary and professional development benefits of participating in the program. | Med-term (4-11 months) | Operations and Development Manager | # of non-monetary benefits identified; inclusion of benefits clearly outlined in recruitment materials | |
| Evaluate and share cohort demographic changes over time to identify where additional recruitment and hiring support may be necessary in order to increase the diversity of future cohorts | Med-term (4-11 months) | Operations Associate | Updated Fellow demographics and data tracking system; # of cohort info sheets created | |
| Address the inequities in the Fellow stipend and compensation structure | Advocate for AmeriCorps legislation that addresses racial equity gaps and barriers for non-citizens, and increases economic benefits for members. | Med-term (4-11 months) | Program Director | Incorporate federal and state policy engagement as a core job responsibility of the CivicSpark Program Director |
| Identify funding programs or scholarship opportunities that facilitate higher stipends or cost of living support. | Long-term (12+ months) | Program Director / Operations and Development Manager | # of CS sponsors identified; # of CS sponsors engaged; # of sponsors willing to support CS; # of scholarship opportunities/funding mechanisms identified for Fellows to apply for; total amt of sponsorship funding secured | |
| Assess internal program budget and partner match cost to allocate more funding to the Fellow stipend. | Long-term (12+ months) | Program Director | Budget evaluation with identified cost reduction strategies and opportunities to generate additional revenue (in order to increase the Fellow stipend) | |
| Identify ways to better support Fellows of color in securing well-paid jobs post-CivicSpark. | Med-term (4-11 months) | Resource Coordinator | Development of a list of strategies to support Fellows of color in determining their next steps post-Fellowship (e.g. supporting Fellow informational interviews; hosting job fairs; promoting Fellows to potential employers; POC-specific salary negotiation training; fostering alumni connections; following up with Fellows 6 months out, etc.) | |
| Explore the option of a three-quarter-time Fellowship position (1200 hours) to create flexibility for candidates with additional personal or familial responsibilities. | Long-term (12+ months) | Senior Program Manager | Assessment of Fellow, staff, and partner interest in a three-quarter time Fellowship position | |
| Decrease bias in the Fellow interview process | Ensure that all staff and project partners share a consistent understanding of candidate requirements throughout the entire candidate screening process. | Med-term (4-11 months) | Operations Coordinator | All staff and partners receive training on the Fellow candidate requirements and Fellow interview process |
| Create an Applicant ID # system to conduct a name and school-blind hiring. | Med-term (4-11 months) | Operations and Development Manager | All applicant names and schools are redacted from the start of application through the entire hiring process; all staff and partners participating in the hiring process have received implicit bias training | |
| Provide staff training to address implicit bias in the interview process, including assessing how CS staff review and rank candidates. | Med-term (4-11 months) | Operations and Development Manager | Interview scripts are updated; staff is trained on interview protocol; analysis of candidate ranking is conducted. No significant difference in candidate ranking | |
| Provide candidates additional context, guidance, and expectations prior to the interview process to support those with limited interview experience. | Med-term (4-11 months) | Operations and Development Manager | A slide is added to the “what to expect section” of Fellow info sessions; guidance materials to guide Fellow interview prep | |
| Explore opportunities to create a more inclusive experience for BIPOC candidates throughout the interview process (i.e., BIPOC candidate info session, offer to hire translators to accommodate first-generation backgrounds). | Med-term (4-11 months) | Operations and Development Manager | List of strategies to increase support for BIPOC candidates throughout the interview process (e.g. creation of a BIPOC Fellow info session, the translator is on call for interviews) | |
| Create a partner training on reducing implicit bias in hiring to provide greater support and guidance for partners in order to decrease bias in the partner interview. | Med-term (4-11 months) | Senior Program Manager | # of partners trained each year; increase in # of BIPOC candidates that are selected/hired | |
| Develop resources for partners to recruit Fellow candidates who are from or have extensive experience within the communities they serve | Revise the partner recruitment package to increase local expertise applicants and promote CivicSpark Program locally. | Med-term (4-11 months) | Operations and Development Manager | Creation of a revised recruitment packet to share with partners upon acceptance into the program |
Fellow Supervision and Support
Vision
Develop a supervision and support plan for Fellows of color focused on preventing discrimination and harassment, facilitating regular discussions on racial equity, and offering more robust professional development support
Progress to Date
CivicSpark has case management policies and procedures that CivicSpark implements. CivicSpark Regional Coordinators have multiple check-in’s with Fellows, project partners, and participate in monthly case review conversations with CS staff. Peer affinity groups like the POC and Whiteness & Anti-racism caucuses were active in the 2020-21 service year and continue to be valuable support spaces for Fellows.
| Goal | Action | Timeline | Accountability | Performance Measures |
| Prevent workplace inequities when possible, and adequately address and correct workplace inequities when they occur | Create a procedure for identifying and addressing reports of workplace racial microaggressions, harassment, and/or discrimination. | Short-term (0-3 months) | Senior Program Manager / Human Resources Generalist | Creation of a policy to identify and address negative racialized encounters |
| Provide training to CivicSpark staff and partners on how to implement the procedure for identifying and addressing racial inequity in the workplace. | Short-term (0-3 months) | Senior Program Manager / HR Generalist / Implementation Manager | Development of training provided to RCs and partners on how to address racial equity with Fellows; Increase in staff and partner comfort and confidence in how to identify racial inequities experienced by Fellows | |
| Review and update the current case management policy and disciplinary process with a racial equity lens, including how CS addresses disciplinary actions and performance issues. | Short-term (0-3 months) | Senior Program Manager / Human Resources Generalist | # of changes to the case management/disciplinary policies reviewed by a racial equity consultant/HR Generalist | |
| Track and assess case management issues and program dismissal to gauge if particular groups are disproportionately impacted. | Long-term (12+ months) | Senior Program Manager / Human Resources Generalist | Creation of a tracking system to monitor case management issues and program dismissals; Summary analysis of case management data assessing any disproportionate representation in issues or dismissal among particular groups; Strategies developed and implemented to address any disproportionate representation identified | |
| Update the Regional Coordinator check-in template with guiding questions to help elevate and address racial equity in Fellows’ project work and host site environment. | Short-term (0-3 months) | Program Implementation Manager | Updated template for RC check-ins | |
| Provide training and resources to CivicSpark Staff to support Fellows with mental health challenges | Provide CivicSpark staff with training on identifying and responding to Fellows’ mental health challenges, such as mental health first aid and adopting a trauma-informed approach. | Med-term (4-11 months) | Program Implementation Manager | Updated staff training on identifying and responding to Fellow mental health challenges; increase in staff competency (degree of comfort or confidence) in addressing Fellow mental health challenges |
| Improve CivicSpark staff training on LGC resources available to Fellows, such as the Employee Assistance Program and benefits with insurance plans. | Med-term (4-11 months) | Program Implementation Manager | Updated staff training and Fellow resources guide, including the EAP program, insurance benefits, and other free/low-cost mental health options |
| Provide support for peer-to-peer affinity groups for Fellows to pursue anti-racism and navigate through negative racialized experiences | Evaluate current Fellow-led affinity group structures to enhance Fellow-led support spaces | Short (0-3 months) | Implementation / Operations and Development Managers | Evaluation of affinity group feedback surveys; updated affinity group guide |
| Provide budget, resources, communication channels, and staff support to expand and enhance affinity groups. | Med-term (4-11 months) | Program Implementation Manager | # of resources or communication channels created for affinity groups |
Fellow Training
Vision
Improve the content of Fellow equity-centered training, increase Fellow engagement with racial equity tools, and partner with diverse thought-leaders who are fairly compensated to support Fellows in addressing racial equity in their service work.
Progress to Date
For the 2020-21 service year, the CivicSpark training curriculum was updated to include presentations on the Social History of Environmental Movements, racial equity and COVID-19, and other racial equity-focused topics. Staff has also prioritized increasing the diversity of guest speakers, however, this has not been tracked in a standardized way. Over the last few years, Fellows have also led several widely appreciated but optional presentations and workshops on racial equity topics. As of the 2020-21 service term, it is standard practice for CivicSpark staff to compensate guest speakers (including alumni) for their time.
| Goal | Action | Timeline | Accountability | Performance Measures |
| Content: Revise the CivicSpark training curriculum to provide Fellows with knowledge, strategies, and tools to effectively apply a racial equity lens to their service projects | Conduct an inventory of the training curriculum to map when, where, and how racial equity has been addressed, and identify where additional resources are needed. | Short-term (0-3 months) | Service Learning Manager | An inventory of CS’s training curriculum with gaps highlighted; identified resources and opportunities to fill those gaps |
| Gather input from Fellows and alumni about specific racial equity topics and resources they would like to see incorporated into the training curriculum. | Short-term
(0-3 months) |
Implementation Manager, Service Learning Manager | A survey/assessment of Fellows and alumni on racial equity training needs | |
| Develop an updated training curriculum to better meet needs of Fellows in learning and applying racial equity concepts and incorporating environmental justice into their service work (E.g. personal power/privilege bias training, cultural sensitivity training, etc.). | Med-term
(4-11 months) |
Implementation Manager, Service Learning Manager | An updated training curriculum w/ # of racial equity-focused training resources (modules, supplements, etc.) | |
| Work with indigenous leaders to inform or lead mandatory indigenous cultural sensitivity and allyship training, including a “Beyond Land Acknowledgement” training, at Fellow Orientation, and develop a culturally informed Land Acknowledgement for major events. | Med-term (4-11 months) | Service Learning Manager | The development of a mandatory and Indigenous-informed/indigenous-led cultural sensitivity and allyship training for Fellows; a standing policy for a culturally-informed land acknowledgement for all events (preferably conducted by Indigenous leaders compensated for their service) | |
| Provide training to Regional Coordinators to more effectively plan and/or deliver racial equity-centered training. | Short (0-3 months) | Implementation Manager | Increase in RC’s level of comfort/confidence in delivering racial-equity trainings | |
| Fellow Engagement: Increase Fellows’ understanding and application of racial equity strategies through mandatory and inclusive equity-focused trainings | Implement new methods for inclusive participation in program trainings (e.g. holistic community agreements, anonymous participation opportunities, assignments with redacted names, etc). | Short-term
(0-3 months) |
Service Learning Manager,
Program Implementation Manager, Operations |
# of inclusive participation techniques used |
| Develop a new experiential learning component to facilitate and track Fellows’ understanding and application of racial equity tools (e.g. assessing power dynamics and historic systems of oppression within the community; applying integrated frameworks to develop more holistic climate solutions). | Med-term
(4-11 months) |
Service Learning Manager, Program Implementation Manager | Creation of self and group reflection exercises to guide experiential learning; Fellows report greater understanding and application of racial equity strategies | |
| Leadership: Identify a diverse group of subject-matter experts to deliver racial equity trainings and ensure experts are fairly compensated for their labor | Update honorarium guidelines and share speaker demographics and compensation to assess how stipends are being used to promote a diversity of speakers. | Short-term
(0-3 months) |
Service Learning Manager, Program Implementation Manager | Updated honorarium guidelines |
| Prioritize working with indigenous and POC subject-matter experts to develop and deliver the training curriculum to Fellows on topics such as resiliency, racial equity, environmental justice, and professional development. | Long-term
(12+ months) |
Service Learning Manager, Program Implementation Manager | The speaker demographics tracker shows an upward trend in indigenous and POC representation among CivicSpark trainers & guest speakers | |
| Create updated expectations for Fellow leadership roles and involvement in delivering trainings to the cohort, including racial equity-focused trainings, in order to remove the burden on Fellows to lead trainings. | Short-term
(0-3 months) |
Service Learning Manager | Creation of a proposed budget, track actual funds spent |
Partnerships
Vision
Support CivicSpark partners in increasing their capacity to identify and respond to racial inequities in their communities, and develop formal partnerships with alumni to support CivicSpark’s racial equity work.
Progress to Date
To date, the CivicSpark program has desired to strengthen partnerships with government-focused equity organizations, Tribal governments, partners in high-need and/or low-income communities, and alumni, but has lacked the staff capacity, time, and expertise to fully utilize a racial equity lens and incorporate racial equity considerations into our partner engagement and outreach, onboarding and training, assessments and capacity building efforts, and general support. Specific activities to date have included securing sponsorships for low-income community partners, incorporating a focus on vulnerable communities in our application and approval process, conducting a brief training on Justice Equity Diversity Accessibility and Inclusion (JEDAI) considerations in the hiring process, and developing a proposed framework for an official partnership with Government Alliance for Racial Equity (GARE).
| Goal | Action | Timeline | Accountability | Performance Measures |
| Outline CivicSpark’s commitment to racial equity in the partner recruitment and selection process (flyers, outreach, application, contract) | Emphasize LGC’s commitment to racial equity in recruitment language to potential partners. | Med-term
(4-11 months) |
Senior Program Manager | Development of a revised suite of partner recruitment materials that center racial equity as a program priority for partner projects |
| Revise the partner application to strengthen the focus on racial equity and identify how the partner and beneficiary approach racial equity within their agency. | Med-term
(4-11 months) |
Senior Program Manager | Development of a revised partner application that has been reviewed by external stakeholders (e.g. equity consultant; alumni board; etc.) | |
| Incorporate Fellow and staff feedback into the returning partner review process BEFORE offering placement to returning partners (to ensure that partners are maintaining healthy work environments for all Fellows). | Med-term
(4-11 months) |
Senior Program Manager | Establishment of a returning partner review process that incorporates Fellow and staff feedback before accepting partners | |
| Embed Racial Equity into onboarding and start-up processes for the placement and project, including partner orientation, supervision, and project goal-setting assessments | Revise Partner Orientation training and materials to incorporate guidance regarding racial equity considerations in Fellow hiring, project planning/implementation, and Fellow support (e.g., recruitment and hiring with a racial equity lens; creating inclusive work environments, etc.). | Med-term
(4-11 months) |
Senior Program Manager | Development of revised Partner Orientation, Equitable Hiring, and On-Boarding materials that have been reviewed by external stakeholders (e.g., equity consultant; alumni board; etc.) |
| Set clear expectations for racial equity in the Shared Expectations Agreement (outlining expectations for partners, Fellows, and RCs) and require RCs to regularly check in on Shared Expectations during Site Supervisor and Fellow check-in. | Short-term
(0-3 months) |
Senior Program Manager | Development of a revised Shared Expectations Agreement that has been reviewed by external stakeholders (e.g., equity consultant; alumni board; etc.) | |
| Include racial equity measurements within project evaluation and goal-setting instruments. | Med-term
(4-11 months) |
Senior Program Manager | Development of a revised pre-and post-service capacity assessment that has been reviewed by external stakeholders (e.g., equity consultant; alumni board; etc.) | |
| Develop regular partner racial equity and cultural sensitivity support and training; Share Fellow feedback regarding racial equity experiences at host sites with partners | Establish a system for collecting and sharing Fellow feedback on racial equity experiences at their site. | Med-term
(4-11 months) |
Operations and Implementation Managers | Development of a system for evaluating placement sites based on Fellows and staff feedback |
| Develop racial equity-focused training curriculum and resources for partners (e.g., managing with racial equity lense; historical and systemic racism in local government and environmental work, justice-oriented community engagement, and implementing racial equity in practice). | Med-term
(4-11 months) |
Service Learning Manager | Development of a revised racial-equity focused training curriculum for partners to support site supervisors in developing a racially competent and sensitive approach to supervision; considering diversity, equity, and inclusion in Fellow onboarding; and utilizing an equity lens to shape Fellows’ SOWs | |
| Explore a formal partnership with the Government Alliance for Racial Equity to support partners. | Long-term (12+ months) | Service Learning Manager, Senior Project Manager | Establishment of a supportive and mutually beneficial agreement with GARE or another organization to bolster and support CivicSpark partners’ engagement with racial equity, and to expand GARE’s reach to additional local governments in CA, WA, and CO | |
| Identify barriers to racial equity planning and implementation in local governments (e.g. Prop 209) and provide education and training to partners on potential racial equity solutions. | Long-term (12+ months) | Implementation Manager | Development of additional partner trainings on how to identify and address existing barriers and solutions to racial equity challenges in local governments | |
| Identify ways to extend the program to more partners serving low-income communities, communities of color, and Tribes | Engage partners in support of legislation such as the CORPS Act which promotes equitable outcomes. | Short-term
(0-3 months) |
Program Director | Standing agenda item for advocacy opportunities added to Partner Network call agendas and highlighted in follow up email to partner listserv |
| Identify funding to offset the Fellow cost for partners serving low-income and/or communities of color. | Long-term (12+ months) | Program Director, Operations and Development Manager, Senior Project Manager, Implementation Manager | Increase in the number of low-income communities receive CivicSpark capacity building support | |
| Identify barriers to program participation for Tribes. | Long-term (12+ months) | Senior Project Manager | List of identified barriers to Tribal participation in the CivicSpark program and potential solutions
to address these barriers |
|
| Foster authentic relationships with Tribal partners and expand the number of projects that build Tribal capacity and resilience, including in the Serve Washington and Colorado pilot programs. | Long-term (12+ months) | Senior Project Manager, Program Director | # of partnerships established with Tribal governments in CA, WA, and CO, and have incorporated unique Tribal needs into program access and structures | |
| Engage and fairly compensate alumni for racial equity program support | Establish roles, expectations, and compensation for alumni engagement in CS programming. | Long-term (12+ months) | Operations and Development Manager | The position description for POC alumni recruitment support role; consistent funding identified to fund the POC alumni recruitment support role; # of POC alumni recruitment support positions filled (long term) |
| Create pathways for alumni and Fellows of color to connect and support each other | Explore formalizing the CivicSpark POC mentorship program. | Med-term
(4-11 months) |
Program Implementation Manager, CivicSpark Staff Alumni liaison | Evaluation of current informal mentorship program and feasibility assessment of formalizing it |
| Partner with other AmeriCorps programs that value racial equity to explore shared best practices and generate shared learning | Explore shared learning with other AmeriCorps programs that value Justice Equity Diversity Accessibility and Inclusion (JEDAI) practices | Long-term (12+ months) | Senior Program Manager | Consistent and frequent meetings between CivicSpark and similar AmeriCorps or professional development programs to learn JEDAI practices together |
Staff Culture & Program Support
Vision
Staff is equipped with the knowledge to apply a racial equity lens to the respective roles, funding and staff time are dedicated to implementing the REAP, and the REAP is aligned with broader CivicSpark equity goals.
Progress to Date
To date, CivicSpark staff have supported equity, diversity, and inclusion within team hiring and staff development; however, these goals could be more explicitly stated and prioritized. The CivicSpark team has not yet completed a thorough evaluation of team culture, policies, and procedures regarding racial equity. CivicSpark has shared lessons learned from the program’s racial equity work with the broader LGC team, provided LGC staff access to CivicSpark training, and supported the work of the LGC Equity Committee. CivicSpark staff could further enhance and strengthen these efforts, especially as implementation of the Racial Equity Action Plan (REAP) begins.
| Goal | Action | Timeline | Accountability | Performance Measures |
| Dedicate CivicSpark staff time to unpacking white supremacy values and assessing the way privilege shows up in workplace culture and practices | Revise the CS staff evaluation process to assess how the staff is addressing racial equity in their work/role, and how the team can minimize the impact of white supremacy values in the workplace (e.g., urgency, defensiveness, perfectionism) and actively work toward strategies to dismantle harmful cultural values. | Med-term
(4-11 months) |
Senior Project Manager | Revised annual and/or quarterly evaluation tool; staff training for inclusive supervision and support |
| Revise CivicSpark job postings, outreach, and staff recruitment process to recruit a more diverse candidate pool. | Med-term
(4-11 months) |
All managers | New staff hired reflect the diversity of the state of CA | |
| Design and implement a mandatory staff racial equity training curriculum. | Med-term
(4-11 months) |
Senior Project Manager | Development of a racial equity training curriculum for CivicSpark staff | |
| Align CS racial equity goals and priorities with 2021 LGC organizational equity analysis | Share lessons learned and priorities from the CS Racial Equity Action planning process with LGC’s equity committee. | Long-term
(12+ months) |
CivicSpark Equity Committee members; Program Director | LGC Equity Committee and CS team have a mutually beneficial structure and process established for sharing racial equity resources and lessons learned |
| Fund implementation of the Racial Equity Action plan | Allocate sufficient funding and staff resources for REAP implementation. | Short-term (0-3 months) | Program Director | Staff time allocations for REAP implementation |
| Ensure that Racial Equity Action Plan policy and procedure adaptations are incorporated holistically in CivicSpark programming | Center REAP actions in program design for all CS programs, including the Serve Washington and Serve Colorado programs. | Med-term
(4-11 months) |
Operations and Development Manager | CA, WA, and CO programs reflect REAP actions and goals |
| Evaluate the CS mission, vision, and existing program policies through a racial equity lens. | Med-term
(4-11 months) |
Operations and Development Manager, Senior Project Manager | # of existing policies and procedures reviewed/revised, # of new policies and procedures |