Racial Equity Resources

Racially Equitable Public Engagement Checklist

on this page
  1. How to use this checklist
  2. 10-Point Checklist

Please note: This page is currently in development. The content is in draft form and may change before the resource is formally launched.

This quick self-check is designed to help you and your team gently notice areas in your public engagement project that might benefit from a bit more attention or care.

RETURN TO RACIAL EQUITY RESOURCE HOMEPAGE

updated on 13 Nov 2026
Estimated reading time: 8 minutes
1 minute read

How to use this checklist

For each of the 10 statements below, simply choose the option that best reflects where you and your team are at this moment:

  • Doing this already, this is already part of how we work.
  • Still working on it. We recognise its importance, and we’re making progress.
  • Not yet doing this, or there are some barriers making this a bit challenging at the moment.

If you select ‘Not yet doing this’ for any statement, you’ll find a supportive resource to help guide your next steps and offer ideas for moving forward. 

Before you begin, we invite you to read through the resource’s guiding principles to help set the stage for your reflection.

10-Point Checklist

When you are provided with a link to a useful resource, make sure you right-click the link to open the link in a new tab. If you left click, you can still navigate back to where you are on the checklist by using the back button on your browser. 

1. Anti-deficit* and asset-based* language and framing

We have taken time to review our project proposal and communications, ensuring we avoid broad acronyms and centre the strengths, lived expertise, and cultural knowledge of our racialised-as-minorities partners, instead of focusing on perceived deficits*.

My team and I are:

If you are not yet doing this, you might find Words matter: a language guide for centring racial equity helpful as a next step. Right click this link to open in a new tab.

 

2. Racial equity principles

Our public engagement plans are grounded in building long-term trust and shared decision-making with racialised-as-minorities partners, instead of focusing only on short-term targets or funder requirements.

My team and I are:

If you are not yet doing this, Project planning through case studies may offer some useful ideas. Right click this link to open in a new tab.

 

3. Team positionality* check

Project leads and team members have taken time to reflect on their own positions and experiences, such as roles, job security, racial identity, and decision-making power, to better understand how authority and privilege shape the way our team works together.

My team and I are:

If you are not yet doing this, Mapping your power can help you get started. Right click this link to open in a new tab.

 

4. Co-governance

Racialised-as-minority partners have meaningful decision-making roles and a real say in project budgets, ethics, and public outputs, rather than being limited to advisory positions.

My team and I are:

If you are not yet doing this, Strategic guide to securing leadership support and funding may be a helpful resource. Right click this link to open in a new tab.

 

5. Budget

We have set aside budget to pay racialised-as-minority partners fairly, support accessibility, and recognise the additional work needed to make the project racially equitable.

My team and I are:

If you are not yet doing this, Strategic guide to securing leadership support and funding may offer some practical guidance. Right click this link to open in a new tab.

 

6. Advance payment

Contributors who are not salaried receive payment up front, so they don't have to wait through lengthy reimbursement processes.

My team and I are:

If you are not yet doing this, Supportive strategy for driving institutional change (Scenario E) may be useful as you move forward. Right click this link to open in a new tab.

 

7. Workload

Work related to racial equity, such as leadership, mentoring, and supporting colleagues through challenges, is recognised in staff workload planning and is not expected as unpaid extra work.

My team and I are:

If you are not yet doing this, Creating safer institutions: Protection policies can offer helpful support. Right click this link to open in a new tab.

 

8. Risk audit

Before starting the project, the team, department lead, and partners have met to identify risks, including negative media attention or online harassment.

My team and I are:

If you are not yet doing this, Incident and Backlash Protocol may be a helpful guide. Right click this link to open in a new tab.

 

9. Staff protection

We safeguard staff and partners' contact details in public materials, and ensure media inquiries are managed through a central point.

My team and I are:

If you are not yet doing this, Creating safer institutions: Protection policies can offer practical support. Right click this link to open in a new tab.

 

10. Protection for non-employed partners

Freelancers, community leads, and advisors without institutional contracts have a named contact for support, protection from unwanted media attention, and access to emergency wellbeing resources if needed.

My team and I are:

If you are not yet doing this, Creating safer institutions: Protection policies as you plan your next steps. Right click this link to open in a new tab.

 

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