Anti-Racism Action Framework

Centring equity in research and design practice

To ensure our research and design work centres equity, we consider anti-racism in every part of our organisation. This approach allows us to effectively uphold anti-racist practice within specific pieces of work, and within our broader organisation.

We have captured our anti-racist practices within our research and design work in our Anti-Racism Action Framework. We have developed this to guide our own work and in our commitment to continuing to champion and keep anti-racism on the agenda in the sector.

We have now developed a version of this Framework to support others to strengthen anti-racism in their own organisation - this is shared below. Comprised of two parts, the Framework enables you to consider anti-racism at each stage of the project lifecycle and then to consider the role you play in the work. Guidance on how to use the Framework is available at the bottom of this page.

Together these two elements support anyone working in research and design to reflect, learn and take accountability for anti-racist practice.

Part 1: The project lifecycle

The following tool provides a series of actions and questions to consider at each stage of any project.

Part 2:  What role do you play?

The following interactive tool helps you explore the role you play and how the activities you undertake in research and design work translate to your anti-racist responsibilities.

FIND YOUR ROLE BY USING OUR NEW INTERACTIVE TOOL
Hexagon ring — hover to change text
Anti-racist practice within projects
At Dartington this is captured in our Anti-Racist Action Framework and supported by ethics and safeguarding processes.
Reflective practice and learning spaces
At Dartington this looks like open spaces for peer reflection, learning logs and project-level reflective practice.
People, processes, practice and policies
At Dartington this includes recruitment practice, training and professional development to embed inclusive process.
Reporting processes and policies
At Dartington this includes clear incident reporting, support for those who experience racism, including trackers.
Knowledge production and dissemination
At Dartington this includes sharing learning, frameworks, outputs, and working with community researchers.
Partnership formation
At Dartington this includes building equitable partnerships that centre values, long-term relationships, reciprocity.
Organisational strategy and theory of change
At Dartington this includes aligning strategy and principles, valuing multiple forms of resources beyond income.

For anti-racist practice to thrive, we know it is not only dependent on what you do within projects, but what sits outside of research and design work too. At Dartington we sustain our anti-racist practice through embedding anti-racist and equitable practice in every element of our work and organisation.

FAQ’s

  • Use the questions and areas highlighted in the tool to consider at each stage of the project lifecycle. If you are establishing this across an organisation, think through what this would look like in detail. How does it intersect with existing practices and policies? Who is responsible for what within these stages and processes?

    If you are using this as an individual consider the questions posed. Think about what you can do and how you can encourage others to strengthen their practice.

    If in doubt the following questions can be used at each stage:

    In what ways are discrimination, equity, inequity, and social justice present in this work, whether explicitly or implicitly?

    Whose values, experiences, or needs are being centred, and whose are being marginalised, intentionally or unintentionally, in this work?

    How am I actively identifying and addressing systemic inequities and structural racism in both the process and outcomes of this work?

  • For anti-racist practice to be effectively embedded, everyone engaging in a piece of research and design work or project needs to consider what role they play and how they should consider equity as part of this. Considering what role you play will support you to explore different dynamics within your work.

    This can be used by an individual or a group. It can be used before you have begun a particular project or at any point during the project. This tool can be used multiple times to help you refocus your anti-racist practice.

    After answering a series of questions, your role and equity focus will be revealed. This is just the starting point. You will then be guided to a set of reflective questions designed to help you consider the actions needed to embed anti-racist practice in your work. Additional tools and resources are available to support this reflection, but the emphasis is on taking time to engage deeply with the questions and what they mean for your role and context.

  • - Your role can change over time.

    - Roles are not mutually exclusive and you may be playing multiple roles.

    - All stakeholders in your work will be playing a role - involve them in the Framework, discuss with them what roles you are each playing.

    - There may be resources you want to add to expand on what is provided to further strengthen your practice. You may also want to add additional roles or reflective questions to fit your work.

    - Be prepared - conversations may be or feel uncomfortable - make sure you prepare for an open and constructive conversation.

  • ‍Since 2021 Dartington has been developing, implementing and refining our anti-racist practice.

    We have committed to learn and share in the open and you can read about our earlier practices here. From reflections, surveys and team discussions we learnt that our first Equity Impact Assessment needed to be more practical, more collaborative, and connected to the different kinds of work we do.

    Earlier this year, Ediane de Lima and Charlotte Woodhead, from our Anti-Racism Coordination team, came together to reimagine it. They pulled together all the feedback and learning and developed an initial prototype, tested it with colleagues, and refined it based on what they learned.

    ‍With Arielle Garton, and others in the team, we’ve since created the external version shared above in Parts 1 and 2. We hope this will support others in the research and design sector to more confidently centre anti-racism and anti-discrimination in their work.

    We will continue to evolve and strengthen our Framework. We are always interested in peoples experience of using the framework and how you embed anti-racist practice so please share feedback and reflections.

    We hope to continue to develop the tool so that is it even more accessible for the sector‍. ‍

  • If you would like to adapt the tool and resources to be more bespoke for your organisation, please get in touch here lab-media@dartington.org.uk.