By Ross Romano
How can each of us—regardless of our role or standing in the education ecosystem—meaningfully contribute to advances in educational equity? That question has guided much of my recent thinking as I read Teaching for Racial Equity: Becoming Interrupters and engaged with its authors to spark new, necessary conversations among educators. Across the United States, we’ve deepened our understanding of the causes and harms of systemic bias, yet converting that knowledge into widespread, sustained action remains an urgent challenge.
Equally important is the role the broader K–12 industry must play. EdTech companies, curriculum publishers, conference organizers, and providers of everything from social-emotional learning to project-based learning must also commit to learning and practice that center equity. Industry partners shape the materials, platforms, and professional learning that teachers use; when those partners embed equity intentionally, the impact can scale in ways individual classrooms cannot.
Supporting Students — But Also Our “Teammates”
I believe we are all on the same team with a common mission: to make a difference for students. School staff and vendors ultimately pursue the same goals, and mutual accountability can accelerate progress on equity. Recent surveys indicate that many educators feel constrained discussing race and other contentious topics because of political and community pressures. That reality underscores why companies must do internal equity work and design products and supports that enable districts and teachers to serve students well, even in environments where classroom conversations are difficult.
Some Concepts for Companies to Consider
Adapting concepts from Teaching for Racial Equity to the industry context highlights practical approaches companies can take. The following themes are inspired by the book and translated to speak directly to product teams, content developers, and service providers:
- Critical humility: Recognize the limits of your perspective. Product value is determined by how well it addresses real needs; to interrupt inequity, companies must acknowledge blind spots and commit to ongoing learning from educators and students.
- Learn from practicing teachers: Teachers are the experts on what works in their classrooms. Listening closely to educators—what they try, what resonates with students, and how lesson design adapts to different school contexts—yields better, more relevant resources.
- Collaborative teams matter: Open, honest, and vulnerable conversations across departments fill gaps in understanding and generate approaches you might not discover alone. Equity is not a single program; it requires continuous reflection and sustained effort.
Sustained Efforts Make an Impact
One example of what sustained industry commitment looks like is the Soundtrap for Education team within Soundtrap by Spotify. I spoke with Serena Robinett, a former teacher and current Education Specialist on the team, and she emphasized that equity learning is not a one-off event. They engage in bias training, cross-departmental discussions, and recurring learning series so conversations continue over time. According to Robinett, what was once the work of a small group of committed educators has become broader within their organization: more people are intentional about equity and invested in doing the work well.
This kind of ongoing engagement matters because organizational culture begets practice. When a company fosters continuous professional learning and creates structures for diverse voices to inform product and content decisions, it expands capacity for equitable instruction that teachers can use in classrooms.
Students Benefit — And So Do Companies
Committing explicitly to racial equity aligns with the industry’s core mission and delivers clear benefits for companies, schools, and students alike. A few of those benefits include:
- Attracting talent: Newer generations entering the workforce seek mission-driven employers that demonstrate authentic commitment to social impact. Companies that prioritize equity can recruit educators and professionals motivated to make a difference.
- Creating better resources: Cross-functional teams focused on cultural relevance produce instructional materials that better meet diverse learners’ needs. Supplementary resources—like curated podcasts, blog content, or classroom-ready “culture capsules”—can help teachers address student identity and engagement more confidently.
- Being a stronger partner to schools: When educators feel restricted or uncertain about discussing difficult topics, vendors who lead with thoughtful supports can help schools move forward. Expert partners provide structure, confidence, and practical strategies that teachers can adopt at their own pace.
- Strengthening the system: No single actor can transform the education system. But the more companies, districts, and educators who take responsibility for equity-focused transformation, the more resilient and just the system will become.
Committing to these practices also requires clear communication. Companies should articulate how their products and services support districts’ equity goals and share evidence of that work. If you’re taking steps to build equity into your organization or offerings, I’d welcome hearing about your approach and lessons learned.
Ross Romano is CEO of September Strategies, a consulting firm that helps K–12 companies and nonprofits move from vision to decision. He advises on thought leadership, content strategy, team and talent evaluation, business development, and audience-specific messaging. Ross often writes about human-centered leadership and storytelling for company leaders and founders. Connect with him on Twitter or LinkedIn.