Diversity Chairs Strategic Conversation Dimensions of Diversity October 20, 2017

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1 Diversity Chairs Strategic Conversation Dimensions of Diversity October 20, 2017 Please do not put this call on hold. If you need to leave the call, please hang up and dial back in when you are available. If you are following along on the computer, please mute your speakers and use the conference call line to participate in the presentation

2 WELCOME! Today s goal is to share ways that you can define diversity at the chapter level.

3 AGENDA AFP Resources Dimensions of Diversity Chapter Perspective Q&A and Open Discussion

President of Program Development and Innovation YMCA of Greater

4 SPEAKERS Birgit Smith Burton Executive Director of Foundation Relations Georgia Institute of Technology Sara Cole Senior Vice President of Program Development and Innovation YMCA of Greater Rochester Kaitlin Legg, M.Ed. Director LGBT Resource Center, University of North Florida

5 AFP OVERVIEW

6 HISTORY OF DIVERSITY AT AFP 1984 NSFRE Board appointed Minority Task Force to help increase minority participation 1986 Minority Task Force Committee 1992 NSFRE Committee on Diversity 2002 First definition of diversity in fundraising was drafted 2006 Diversity Summit The State of Diversity in the Fundraising Profession Diversity & Inclusion Committee drafted definition of diversity and inclusion and fundraising

7 2017 D&I WORKGROUPS Chapter Diversity Survey Definition of Diversity Chapter Mentoring focused on Diversity

8 What s The Big IDEA Inclusion Diversity Equity Access

9 EXPANDING DIVERSITY AND INCLUSION In reviewing the best practices of successful chapters, Equity and Access were identified as the two concepts that were present in their practices but missing from those that were struggling.

10 DEFINITIONS Inclusion - The ability of AFP to attract, retain, accommodate, and involve a range of diverse people who are valued, accepted, and comfortable at the international, national, regional or local chapter level.

11 DEFINITIONS Diversity - AFP defines diversity as a core value. It is an inclusive concept encompassing, without limitation, race, color, ethnicity, gender identity, sexual orientation or identity; religion, nationality, age, economic class, educational level, language, physical, mobility and ability, geography, and marital and parental status. The state of being diverse means having the broadest possible representation of individuals, experiences, and perspectives in allencompassing terms.

12 DEFINITIONS Equity - Creating a level playing field for individuals or groups according to their respective needs, which may include equal treatment or treatment that is different but is considered equivalent or fair in terms of rights, benefits, obligations and opportunities.

13 DEFINITIONS Access - The commitment to foster attitudes, behaviors, and procedures to facilitate access that promotes equity and diversity, fosters inclusion and allows people to maximize their contribution to our association and communities that our members serve

14 STATEMENT OF PRINCIPLES AFP is committed to promoting an inclusive, equitable and accessible organization where every member, volunteer, staff and board member can realize their potential and where their contributions are valued. AFP recognizes that Inclusion, Diversity, Equity & Access (IDEA) are central to its mission. The following are AFP s Statement of IDEA Principles; Recognizing others as different but equal. Exercising respect and empathy for all. Practicing trust and integrity that encourages and embraces the different and multiple voices in organizational dialogues. Demonstrating genuine appreciation for different viewpoints and opinions, while encouraging and facilitating dialogues among these diverse groups. Practicing and encouraging transparent communication in all interactions. Developing participative decision making, problem solving, and team capabilities. Exploring potential underlying, unquestioned assumptions that interfere with inclusiveness.

15 BOARD POLICY The Association of Fundraising Professionals (AFP) realizes achieving Inclusion, Diversity, Equity and Access (IDEA) is an evolutionary process that will require sustained commitment over time demonstrated in the ongoing dialogue and actions by AFP and all its stakeholders. WHEREAS the vision of AFP is to stimulate a world of generosity and positive social good through fundraising best practice; and, WHEREAS the mission of AFP is to empower individuals and organizations to practice ethical fundraising through professional education, networking, research and advocacy; and, WHEREAS philanthropy requires a continuous renewal of ideas and perspectives that reflect the evolving needs and diversity of the communities it is embedded in through the equitable participation of its members; and, WHEREAS AFP recognizes inclusion as essential to the vitality; creativity; innovation; strength; and, impact of any organization; and, that inclusion involves respectful environments intentionally open to all; values and welcomes the contributions and equitable participation of every individual; and, reflects and represents those they serve; and,

16 BOARD POLICY WHEREAS AFP recognizes the diverse makeup within and between the communities that we serve and values these differences as integral to our overall makeup, operation and effectiveness as a worldwide association.; and, WHEREAS AFP will be guided by the principle that equity means more than treating people in the same way; it requires creating a level playing field for individuals or groups according to their respective needs, which may include equal treatment or treatment that is different but is considered equivalent in terms of rights, benefits, obligations and opportunities; and, WHEREAS AFP is committed to fostering attitudes, behaviors, and procedures to facilitate access that promotes equity and diversity, fosters inclusion and allows people to maximize their contribution to our association and communities they serve; and, WHEREAS AFP is committed to inclusion, diversity, equity and access in the selection process and criteria for all staff, volunteer positions, board appointments, committees and working groups; and,

17 BOARD POLICY WHEREAS the AFP Board will set IDEA goals appropriately aligned with their position as an international organization; and, WHEREAS the President and CEO will report to the Board twice each year on initiatives taken to advance our inclusiveness, and demonstrate our commitment to diversity, equity and access; and, WHEREAS AFP chapters will set IDEA goals, consistent with the overarching AFP goals but tailored to meet each chapter s unique constituents and stakeholders; THEREFORE BE IT RESOLVED THAT AFP will lead our sector in achieving inclusion, diversity, equity and access by taking continuous, quantifiable actions, dedicated to these goals, throughout AFP governance; leadership and staff; chapters; committees; membership; volunteers; and, programs and activities.

18 Diversity and Inclusion Committee I.D.E.A Committee

19 OUR COMMITMENT TO YOU Workgroup Next Steps ASAE Inclusion Index Lean In Partnership Demographics

20 What s Your I.D.E.A Pledge Chapter Name Your Name How will you commit to I.D.E.A at the chapter level?

21 DEFINING DIVERSITY

22 CLASS NORMS

23 A MORE DIVERSE NATION

24 OUR CHANGING COMMUNITIES 24 EXPLORING YOUR DIMENSIONS OF DIVERSITY 2017 YMCA of the USA

25 OUR CHANGING COMMUNITIES 25 EXPLORING YOUR DIMENSIONS OF DIVERSITY 2017 YMCA of the USA

26 OUR CHANGING COMMUNITIES our changing communities 26 EXPLORING YOUR DIMENSIONS OF DIVERSITY 2017 YMCA of the USA

27 OUR CHANGING COMMUNITIES 27 EXPLORING YOUR DIMENSIONS OF DIVERSITY 2017 YMCA of the USA

28 AFP BELIEFS Recognizing others as different but equal. Exercising respect and empathy for all. Practicing trust and integrity that encourages and embraces the different and multiple voices in organizational dialogues. Demonstrating genuine appreciation for different viewpoints and opinions, while encouraging and facilitating dialogues among these diverse groups. Practicing and encouraging transparent communication in all interactions. Developing participative decision making, problem solving, and team capabilities. Exploring potential underlying, unquestioned assumptions that interfere with inclusiveness.

29 How do we remain Relevant? Vibrant? Community driven?

30 DIVERSITY The presence of differences that make each person unique and that can be used to differentiate groups and people from one another.

31 Diversity Wheel is used by the YMCA with permission from the creator, Marilyn Loden

32 INDIVIDUAL EXPLORING YOUR DIMENSIONS OF DIVERSITY 2017 YMCA of the USA

33 SELF-IDENTIFICATION EXPLORING YOUR DIMENSIONS OF DIVERSITY 2017 YMCA of the USA

34 COLLECTIVE & GLOBAL CONTEXT EXPLORING YOUR DIMENSIONS OF DIVERSITY 2017 YMCA of the USA

35 CORE DIMENSIONS Sexual Orientation National Origin & Birthplace Race Language Use & Native Tongue Economic Background Ethnicity, Heritage and Cultural Background Diverse Ability & Mental Health Age Faith/Beliefs/Values/Ideology Gender & Gender Identity These 10 core characteristics are things that each and every single one of us possess every day. Each of these ten characteristics has a direct influence on how we experience the world around us. EXPLORING YOUR DIMENSIONS OF DIVERSITY 2017 YMCA of the USA

36 IMPORTANT DEFINITIONS Race: often relates more to appearance and common location. Race is a socially constructed category of identification based on physical characteristics, ancestry, historical affiliation, and shared culture that arises out of those similarities. Ethnicity: often relates more to shared national, religious, linguistic, and/or cultural heritage. Race may also play a part in this definition. The U.S. Census Bureau defines ethnicity or origins the heritage, nationality group, lineage, or country of birth of the person or the person's parents or ancestors before their arrival in the United States For example Someone can self-identify as ethnically Hispanic or Latino and be of any race (according to the U.S. Census Bureau). EXPLORING YOUR DIMENSIONS OF DIVERSITY 2017 YMCA of the USA

SECONDARY DIMENSIONS Marital/Relationship Status Parental Status Personal & Recreational Habits Veteran & Military Status Citizenship Status Appearance & Body Type Educational Background Family

37 SECONDARY DIMENSIONS Marital/Relationship Status Parental Status Personal & Recreational Habits Veteran & Military Status Citizenship Status Appearance & Body Type Educational Background Family Influence & Life Experiences Geographic Location Income & Economic Circumstances These are called secondary dimensions not because they are necessarily less important, but because we have more control over them in our daily lives. In some cases, their impact may be secondary in our experiences of diversity. EXPLORING YOUR DIMENSIONS OF DIVERSITY 2017 YMCA of the USA

ORGANIZATIONAL DIMENSIONS Communication Style Work Location Organizational & Union Affiliation Functional & Work Experience Work Content/Field Division/Department/Unit/Group Management Status

38 ORGANIZATIONAL DIMENSIONS Communication Style Work Location Organizational & Union Affiliation Functional & Work Experience Work Content/Field Division/Department/Unit/Group Management Status Seniority AFP Chapter Experience These dimensions help shape how you connect with others across the movement and how you approach your work. EXPLORING YOUR DIMENSIONS OF DIVERSITY 2017 YMCA of the USA

39 BLANK SPACES EXPLORING YOUR DIMENSIONS OF DIVERSITY 2017 YMCA of the USA

40 EXPLORING YOUR DIMENSIONS OF DIVERSITY 2017 YMCA of the USA

41 DIVERSITY WHEEL ACTIVITIES 1-2

42 DIVERSITY WHEEL ACTIVITIES 1-2 PART 2 1. Select a core dimension that you can relate to in this moment. 2. Why did you chose that dimension today?

43 Our internal dimensions where do you selfidentify? e e EXPLORING YOUR DIMENSIONS OF DIVERSITY 2017 YMCA of the USA

44 DIVERSITY WHEEL ACTIVITIES 3

45 DIVERSITY WHEEL ACTIVITY 3 1. Refer back to your core dimension worksheet and select a core dimension. 2. Based on the core dimension you selected, identify and secondary or organizational dimension where someone has made an assumption about you, based on your core dimension.

46 DIVERSITY IS THE MIX. INCLUSION IS THE EFFECTIVE ENGAGEMENT OF THAT MIX.

47 INCLUSION DEFINED The ability of AFP to attract, retain, accommodate, and involve a range of diverse people who are valued, accepted, and comfortable at the international, national, regional or local chapter level.

48 INCLUSION ACTIVITY

Six Areas of Opportunity A COMMON OPERATIONAL FRAMEWORK

inclusion & global principles, practices and strategy can

and serve our increasingly diverse and changing

Member Engagement Program Innovation Leadership

49 Six Areas of Opportunity A COMMON OPERATIONAL FRAMEWORK The areas of opportunity where infusing diversity, inclusion & global principles, practices and strategy can help strengthen a chapter and its ability to operate in and serve our increasingly diverse and changing communities. Member Engagement Program Innovation Leadership Development Collaborations Resource Mobilization Brand and Visibility EXPLORING YOUR DIMENSIONS OF DIVERSITY 2017 YMCA of the USA

50 SIX AREAS OF OPPORTUNITY ACTIVITY 1. There is a growing underserved community that your chapter is looking to do a better job of delivering programs and services to. 2. Select an actual underserved group that is in your community. 3. Use one of the six Area(s) of Opportunity as your framework to achieve this strategy. How will applying the dimensions of diversity in your Area of Opportunity increase outreach to an underserved community EXPLORING YOUR DIMENSIONS OF DIVERSITY 2017 YMCA of the USA

APPLYING DIVERSITY & INCLUSION FIVE GUIDING PRINCIPLES 1. Embrace and nurture each individual for who they are 2. Recognize and value all dimensions of diversity 3.

51 APPLYING DIVERSITY & INCLUSION FIVE GUIDING PRINCIPLES 1. Embrace and nurture each individual for who they are 2. Recognize and value all dimensions of diversity 3. Work towards the greatest possible inclusion 4. Foster global awareness 5. Lead with empathy in all interactions and activities EXPLORING YOUR DIMENSIONS OF DIVERSITY 2017 YMCA of the USA

52 CREATING A PLAN OF ACTION ONE PERSON + ONE ACTION = HUGE IMPACT! EXPLORING YOUR DIMENSIONS OF DIVERSITY 2017 YMCA of the USA

53 CHAPTER PRESPECTIVE

56 QUESTIONS What are some I.D.E.A. successes that you have had at your chapter? How do you measure your I.D.E.A success? Do you partner with other organizations in your community to put on I.D.E.A programs?

57 THANK YOU FOR ALL YOU DO FOR AFP! THE POWERPOINT AND RECORDING WILL BE POSTED ON IN THE CHAPTER MANAGEMENT RESOURCE GUIDE AND WE WILL SEND YOU AN E- MAIL WHEN IT S AVAILABLE.

2015 DIVERSITY AND INCLUSION SURVEY 2017 DIVERSITY AND INCLUSION COMMITTEE REPORT RECOMMENDATIONS

2015 DIVERSITY AND INCLUSION SURVEY 2017 DIVERSITY AND INCLUSION COMMITTEE REPORT RECOMMENDATIONS 2017 DIVERSITY AND 2015 DIVERSITY AND INCLUSION INCLUSION SURVEY COMMITTEE REPORT RECOMMENDATIONS In the Spring of 2017, the AFP International Board of Directors tasked the Diversity and Inclusion Committee