For Strength. For Community. For Change.
The YMCA remains committed to the ideals with which it was founded, love for neighbor, a welcome and safe haven for all, and a place where each person can experience growth and acceptance. As an inclusive, welcoming organization will continue to champion those who need us most.
We have worked collaboratively with organizations and groups within our community to build connections and support them as we all join together to strengthen the fabric and foundation of our city, county and region. We are proud of that work but know that it is not nearly enough. We can do more. Organizationally we commit to actions which affirm and champion every person of color, race, gender, age, background, or ability. Join us as the YMCA will continue to be the organization with open, welcoming doors, compassionate and able staff inside, and the commitment to do great things together. We have put the shoes on our feet but it is a long road ahead, but together, we are confident that as we walk, we can do great things.
We invite you to join us in this journey as we work to strengthen commUNITY, by choosing kindness over hate. By speaking up and speaking out when injustice is present. What unites us will be stronger than what divides us. As part of our Y, our community needs you to stand together and support each other. We Must Do Better.
The Y is committed to learning more about how we can embolden our efforts to reduce health disparities in our marginalized communities.
The Y is committed to putting into practice what we learn and promoting a community of caring, racially conscious people.
The Y is committed to strengthening our partnerships with organizations and schools to unify our community for social justice for people of color.
While we have many priorities it was important to choose SMART goals for each year to ensure we achieved our objectives.
While we have many priorities it was important to choose SMART goals for each year to ensure we achieved our objectives.
There is a wonderful wealth of resources available to YMCA staff on Link, a website connecting all the Ys across the country and home to numerous resources and trainings. Click here for detailed instructions on how to set up your account.
Check out the Diversity, Inclusion & Global Engagement Community Group where you can delve into topics such as:
Do you have 30 minutes or less? Then head over to the Learning & Career Development Center (LCDC) on Link and expand your knowledge about Diversity, Equity and Inclusion. Here are some of the classes available:
Updates & Translation Resources
It is time for an update on our DEI work and how you can access resources to help you in your day-to-day Y work.
Our priorities last year were to provide Staff Education around Dimensions of Diversity and Cultural Lenses. We were able to offer those classes last fall to a good number of our staff. We will offer these classes again this fall with a goal to provide these important training opportunities to more staff.
We also committed to Staff Communication highlighting the work of the DEI committee and the progress we made throughout the year. If you missed any of these communications, they can be found on our website under Staff Resources DEI page. You can access this page by going here and clicking the Staff Resources button at the bottom of the page, or you can type in Staff DEI in the Search bar of our website to be directed to the page.
Additionally, we committed to reviewing forms, communications and spaces to identify any barriers to providing a welcoming environment for all with the Materials and Spaces Audit Action Team.
This work continues and is reflected in the updated 2024 Priorities. However, the need does not rest solely in these categories and Translation/Interpreter Services are a high priority for our programs and membership teams. The committee has been hard at work to bring additional resources to all of our staff teams. Here are a few which can be implemented at any time.
YUSA hosts a robust platform called LINK which provides all Y employees with access to many useful resources. This can also be found on the Staff Resources page with links to many short online classes such as Advancing Equity, Developing Empathy, The Y For All, and many others. Some are very short so I encourage you to take a few minutes to explore and learn more.
If you have any questions about our diversity, equity and inclusion work, please reach out to me or any member of the DEI committee. We would love to talk with you.
If you are interested in sharing your thoughts related to our Translation/Interpreter Services needs, please complete this short survey to help identify the greatest needs and priorities as we move forward in this work. Survey
Thank you for bringing our cause and mission to life and your engagement in our ever continuing work to make the YMCA the most welcoming place on earth by being a place where everyone can learn, grow, and thrive.
Mary Berry
Vice President Communications & Marketing
DEI Committee Chair
Let’s Celebrate Our Accomplishments!
Hi Everyone,
We have all worked very hard to advance Diversity, Equity and Inclusion in our branches and communities. Let’s shine a light on just some of the many things we all accomplished in 2023.
Capturing all the wonderful work above was possible in part to staff completing the Diversity, Equity & Inclusion Impact Survey introduced last year. As you continue this important work please take a few minutes to add your achievements for the first half of 2024 to the Impact Survey.
We have made it easier for you to navigate to the Diversity, Equity & Inclusion – Staff Resources Page: You will find a button on the bottom of the About Us>Diversity, Equity, Inclusion page on our website. You can also still find it via Search for Staff DEI.
Thank you for bringing our cause and mission to life and your engagement in our ever continuing work to make the YMCA the most welcoming place on earth. We are and will always be, a place where everyone can learn, grow, and thrive.
Mary Berry
Vice President Communications & Marketing
DEI Committee Chair
Introduction to Employee Resource Groups
What is an Employee Resource Group or ERG?
ERGs are voluntary, employee-driven initiatives designed to promote diversity and inclusion within the organization. These groups are typically led and made up of employees who share common traits, such as gender, ethnicity, religious beliefs, lifestyle, or interests. Their purpose is to offer support for personal and career growth and to establish a safe environment where employees can fully express their authentic selves through sharing ideas, expertise, experiences and perspectives. Allies are welcome to join any ERGs to provide additional support to their peers. ERGs ultimately inspire a deeper commitment to each other and the Y.
YUSA currently has eight active ERGs which anyone throughout the Y movement can join.
To learn more about ERGs, visit Link – Networks to see how Ys are putting these groups into action.
Ways to Learn More
If you are familiar with the Learning and Career Development Center (LCDC) on Link check out the following short, free courses. All are under 20 mins, a few are shorter.
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Equity Learning Collaborative Call
The Equity Learning Collaborative (E.L.C.) welcomes local YMCAs across the Movement in a commitment to advancing global engagement, diversity, equity, and inclusion (GDEI). Bi-monthly calls are hosted to create space for sharing organizational GDEI leading practices, professional networking, and keeping your local Y Association in the loop with upcoming events, opportunities, and announcements. All YMCA staff and volunteers are invited to join the calls. Please share with your colleagues and networks.
Register for bi-monthly calls via Zoom with the Equity Leaning Collaborative.
New to Link?
Link, a website connecting Ys across the country, is powered by YUSA. LINK is your home for numerous resources, trainings and a wonderful spot to connect to the Y Movement.
Click here for detailed instructions on how to set up your account.
We currently do not have any local ERGs but if you are interested in developing one or learning more, please reach out to me for more information.
Thank you for bringing our cause and mission to life and your engagement in our ever continuing work to make the YMCA the most welcoming place on earth. We are and will always be, a place where everyone can be, belong, and become.
Mary Berry
Vice President Communications & Marketing
DEI Committee Chair
Introduction
Sent to all staff:
You may be familiar with the acronym DEI and that is stands for Diversity, Equity, and Inclusion. What you might not be aware of is the work the YMCA of the Inland Northwest is doing to enhance our diversity, equity, and inclusion efforts both internally and externally.
This email is an introduction to these efforts so far and how we will continue to highlight and champion this work within our branches and programs, with members, program participants, and our staff teams.
Today we wanted to share our YMCA of the Inland Northwest Diversity, Equity, and Inclusion Statement:
The YMCA of the Inland Northwest commits to being an inclusive organization for all. Driven by our mission and values of Caring, Honesty, Respect and Responsibility we actively work to close equity gaps for marginalized and underserved groups. We are inspired to elevate social justice issues facing our community, remove systemic barriers, welcome cultural diversity, and create equity for those in greatest need. Through collaboration with our diverse community partners, we work to effect meaningful change. In all things, we are dedicated to ensuring our Y is a safe, welcoming place for all people to be, belong, and become.
We will not tolerate bias, hatred, or discrimination that leads to the oppression of individuals or communities as we fulfill our purpose to give everyone a safe place to learn, grow, and thrive.
A Quick Bit of Background
Several years ago, a group of our Y staff formed a committee to move more intentionally into this work. That group continues today though many of the participants have changed over time.
Next Steps
Soon you will see our Diversity, Equity, and Inclusion Statement posted in all staff break rooms, followed by an Overview poster to highlight the 2023 priorities with a QR code to access the new Staff DEI Resources page on our website. The content on this page will grow over time and should be a valuable resource for you.
Watch for more information as we move through the year and reach out to Mary Berry DEI Committee Chair, at any time to learn more or if you would like to join the DEI committee.
Thanks,
The DEI Committee:
Jessica Matthews, Alan Lesher, Nicole Manus, Gaye Hallman, Heather Graham, Lindsay Green, Maddy Strait, Christine Brischle, Aleisha Colvin, Matt Clark, Rachel Mildebrandt, Brandon Wong and Deborah MacDonald.
Objectives for 2023
Sent to all staff:
As we advance our commitment to diversity, equity, and inclusion, it is important that all our staff teams understand this work and our objectives for 2023.
Today we wanted to share our plan for 2023 and identify areas we will pursue in the future. While we have many goals it was important to choose SMART goals for this year to ensure we achieved our priorities.
1. Staff Communication – This email is an example of the strategic plan to share this information and resources with the breadth of our staff teams. We will provide periodic updates throughout the year to ensure everyone has a clear understanding of our position and progress.
2. Staff Education – There will be learning opportunities throughout the year to discuss, learn and put into practice many of these concepts and ideas.
3. Materials and Spaces Audit – A welcoming organization creates spaces and experiences free from barriers, allowing access for all. Written materials will be reviewed with a DEI lens along with many of our physical spaces.
Watch for more communications throughout the year.
Please check out our Staff DEI Resources page on our website. The content on this page will grow over time and should be a valuable resource for you. You can review the information we have previously sent.
21-Day Equity Challenge
Sent to all staff
As a reminder our 2023 priorities include Staff Communication and Staff Learning Opportunities. Below please find information about the 21-Day Equity Challenge and a recap of the previous emails we have sent to keep you informed.
Welcome to the YMCA 21-Day Equity Challenge! Get ready to grow and learn with others nationwide interested in creating stronger, more united communities. This experience will provide you with the resources and tools to take a ‘deep dive’ into topics and issues that impact each of us and in some cases— inequitably impact us. You may be more familiar with certain topics than with others, but we invite you to ask a vital question about each one – ‘Why, and what can we do about it?’
Each day we’ll watch, read, listen, and interact with voices present and past, knitting our ideas and hopes into a vision for the future, communities where all people have equitable experiences and outcomes. So, bring your open mind and heart, and let’s get to work!
Chapters will cover:
The 21 Day Equity Challenge begins Monday, August 7.
Check out the 21-Day Equity Flyer for more details.
Priorities & Overview Poster
Sent to all Staff:
Below you’ll see a copy of the 2023 Priorities and Overview poster that has been posted in the staff areas throughout our Association. Included is a QR code that links to our Diversity, Equity and Inclusion page on our website.
Definition of Terms
Sent to all Staff:
Hi everyone,
I hope you are doing well and ready for the Autumn season ahead.
As we move through the year, one of the goals of the DEI Committee was to share information and resources to help with your personal DEI journey. Each one of us is in a different space and our goal is to offer ways enhance your current understanding.
One way to do that is by having a shared language and meaning around terms which help define this work. So for this installment, and the next one, we will include the definitions of key terms which may be helpful for you.
Sometimes people don’t have a solid way to define what Equity, Inclusion, and Diversity are. Yes, I changed up the order to draw your attention. Below you can see how these, and other terms, are defined.
A shared understanding of terms is important. These are the definitions we have adopted to guide our work.
Justice
Demonstrating through words and actions a commitment to systems which are just and fair for all.
Social Justice: The view that everyone deserves equal economic, political and social rights and opportunities.
Equity
Equity is the guarantee of fair treatment, access, opportunity, and advancement for all, while striving to identify and eliminate barriers which have prevented the full participation of some groups. It is the opportunity for everyone to attain full potential where no one is disadvantaged from this achievement due to social position or other socially determined circumstance.
Diversity
Diversity includes all the ways people differ and the many characteristics that make one individual or group unique from another. A broad definition includes race, ethnicity, gender, age, national origin, religion, disability, sexual orientation, socioeconomic status, education, marital status, language, and physical appearance. It also involves different ideas, perspectives, values, and life experiences.
Inclusion
Communities and environments where any individual or group is, and feels, welcomed, respected, supported, and valued to fully participate. An inclusive and welcoming climate embraces differences and offers respect in words and actions for all people.
Identity
An individual’s awareness and experience of being a member of groups such as gender, ethnicity, race, nationality, ability, religion, spirituality, age, socio-economic status, language, political leanings, etc. These categories represent how an individual chooses to describe themselves based on factors such as biological heritage, physical appearance, cultural affiliation, early socialization, and personal experience.
Unconscious Bias
Also known as Implicit or Hidden bias, unconscious biases are negative associations that people unknowingly hold. They are expressed automatically, without conscious awareness.
Underserved
Individuals or groups having limited or no access to benefit from programs, support, services, opportunities, resources, etc., that would meet their needs, wants and/or interests. Underserved populations are disadvantaged in relation to other groups because of systemic structural/societal obstacles and disparities.
Our DEI Staff Resources page on the website has a new look with each of the previous communications there. If you would like to take a look, check out this link and remember this is a Searchable page on our website, meaning you need to type in DEI Staff into the Search bar to access it on the site.
Thank you for how you bring the cause and mission of the Y to life, and for your engagement in our ever continuing work to make the YMCA the most welcoming place where everyone can learn, grow, and thrive.
If you ever have any questions, or would like to join the committee, please contact me.
All the best!
Mary Berry
Dimensions of Diversity Wheel with Core Dimension Definitions
Sent to all Staff:
Hi everyone,
I hope you are doing well and ready for the Winter season ahead.
As we move through the year, one of the goals of the DEI Committee was to share information and resources to help with your personal DEI journey. Each one of us is in a different space and our goal is to offer ways to enhance your current understanding.
One way to do that is by having a shared language and meaning around terms which help define this work. In this installment, we continue to include the definitions of key terms which may be helpful for you.
Sometimes people don’t have a solid way to define what Equity, Inclusion, and Diversity are. Yes, I changed up the order to draw your attention. Below you can see the Dimensions of Diversity Wheel followed by Core Dimension definitions. In our next installment we will look at the definitions for the Secondary Dimensions.
CORE DIMENSIONS
Core dimensions are central to our personal experience, have sustained and often direct influence in our lives, and are frequently the dimensions that we most closely identify with. Many of these dimensions are harder to willfully change – reflecting “how we were born” or “what we were born into.” Though some may naturally evolve and change over the course of our lives, the way we understand these dimensions was often shaped in childhood with lasting effects on our perceptions of our identity today.
Age
An expression of an individual commonly measured in whole years since birth. Many societies commonly create arbitrary divisions to mark periods of life; for example, legal systems may define specific ages for when an individual is allowed (or obliged) to do certain activities.
Diverse Ability & Mental Health
Diverse ability refers to the wide range and spectrum of ability, whether physical, emotional, or mental that an individual identifies with. This can include one’s status as having a disability under the U.S. Americans with Disabilities Act (ADA).
Economic Background
The circumstances and events that shape the economic situation of an individual during their upbringing from birth to adulthood, sometimes referred to in relation to Socio-Economic Status (SES). An example could be an individual who resided in a wealthy suburban area with access to good schools, but whose household had limited economic resources. Regardless of an individual’s current income, one’s economic background and experiences shape how they view money, wealth, and class over the course of their lifetime.
Ethnicity, Heritage & Cultural Background
The characteristics of a group of people that share a common and distinctive national, religious, linguistic, and/or cultural heritage. In common usage, there may be some degree of fluidity between these terms. Distinct from race, ethnicity includes various cultural norms, one’s country/ies of origin or heritage, among other factors, while race is primarily (but not exclusively) dictated by appearance and other external factors. In the context of the U.S. Census, ethnicity determines whether a person is of Hispanic origin or not.
Faiths/Beliefs/Values/Ideology
One’s experiences, attitudes, and practices related to how they view the world and their existence in it. Some individuals may identify most strongly with values such as caring, honesty, respect, or responsibility. Some may ascribe to a particular faith or religion such as Christianity or Hinduism or identify as having no faith/religion. And for some, this dimension may speak to their involvement or affiliation with a political group or ideology, or the absence of such affiliation.
Gender & Gender Identity
Gender identity is an internal – therefore not visible to others – perception and definition of an individual’s gender, based on how they align with the gender spectrum (i.e., the many ways people can identify with various aspects of historical and traditional gender expectations). Gender, or gender expression, is the external display of one’s gender through a combination of dress, demeanor, social/cultural behavior, and other factors which are generally (though not absolutely) placed on binary scales of masculinity and femininity. While these terms can be used interchangeably, a more inclusive approach is to use both terms.
Language Use & Native Tongue
Refers to the language(s) used by an individual, including their unique changes dependent on varying situations as well as dialect, intonation, phraseology, and accent. Native tongue is the predominant language of an individual also known as a first language – in some countries, “native language/tongue” refers to the language of one’s ethnic group. Language use can also include code-switching, a term used to describe the practice of moving among variations of languages, dialects, or vernacular to suit different contexts.
National Origin & Birthplace
Place of birth or origin, generally determined by geographic location (including country) at time of birth. This may also be used to describe the location of an individual’s upbringing.
Race
A specious classification of human beings created by Europeans in the United States to link socio-political status and physical traits together and create a new form of social identity that allowed for the further enslavement (indentured and permanent) of people (e.g. Africans, Irish, Native). The construct of race was backed by false science but became the norm of classification of humans in the United States and was later exported throughout the world in forms that vary from place to place.
Distinct from ethnicity, race has more to do with common location and appearance (among many other visual/observable factors, like clothing, accent, etc.), while ethnicity has to do more with national origin, heritage, and cultural norms and
practices. For example: someone could be born ethnically Jewish* (e.g. if your mother is Jewish, you would be considered to be born Jewish) – but could be any race – white, black, native, etc.
*Note: Judaism is also a religion and individuals who identify as Jewish may also have a strong faith—however, as noted on the Dimensions of Diversity wheel, faith/beliefs/values/ideology is a separate dimension of diversity.
Sexual Orientation
One’s innate sexual attraction towards others – whether of the same or different sex(es); the desire for intimate, emotional, spiritual, physical, and/or psychological attraction that one feels towards someone of the same, opposite, both, or multiple genders/sexes.
Our DEI Staff Resources page on the website has a new look with each of the previous communications there. If you would like to take a look, check out this link and remember this is a Searchable page on our website, meaning you need to type in DEI Staff into the Search bar to access it on the site.
Thank you for how you bring the cause and mission of the Y to life, and for your engagement in our ever continuing work to make the YMCA the most welcoming place where everyone can learn, grow, and thrive.
If you ever have any questions, or would like to join the committee, please contact me.
All the best!
Mary Berry,
Vice President Communications & Marketing
DEI Committee Chair
Creating an Inclusive Holiday Season
Sent to all staff
Hi everyone,
I hope you are doing well and ready for the Winter season ahead. As we celebrate the 2023 Holiday season and as the year comes to a close, I’d like to share a valuable resource with you: the 2024 Religious Holidays and Observances list. We as an organization can celebrate diversity by being knowledgeable about what our communities celebrate and observe.
See what the Diversity Movement has to say about “Should I say ‘Merry Christmas’ at work?” This article addresses this question and provides guidance about a better, more inclusive choice.
For this #FridayReflection, check out the video below on how to Create an Inclusive Holiday Season
As we moved through the year, one of the goals of the DEI Committee was to share information and resources to help with your personal DEI journey. Each one of us is in a different space and our goal is to offer ways to enhance your current understanding.
In this installment we would like to share resources provided by YUSA on Link:
We continue to include the definitions of key terms which may be helpful for you. We previously shared the Core Dimensions of Diversity but there is much more as you will see. Below we highlight the Secondary Dimensions and what they mean.
Sometimes people don’t have a solid way to define what Equity, Inclusion, and Diversity are. Take a look at the Dimensions of Diversity Wheel followed by Secondary Dimension definitions.
SECONDARY DIMENSIONS
Secondary dimensions often have a greater degree of control, choice, or self-determination to change by the individual, though societal and structural barriers/inequities may hinder their ability to do so. These dimensions often change over time and can inform our daily experiences. Our core dimensions interact closely with our secondary dimensions. For example, one’s gender (a core dimension) can impact their income (a secondary dimension).
APPEARNCE & BODY TYPE
Appearance is the visual, external show, outward aspect or look of an individual. Many different factors influence appearance, such as clothing/accessories, lighting, and environment. Body type refers to the general shape or figure of an individual which is determined by skeletal structure and the biological distribution of muscles and fat.
Some elements of appearance are based on personal choice. Body type may inform the types of personal choices that an individual may (or may not be able to) make about their appearance.
*Note: In many contexts, body type is not necessarily changeable and therefore, in some contexts, this may be considered as an additional core dimension.
CITIZENSHIP STATUS
An individual’s status in relation to being a citizen (in the country of reference) of a country. In the United States, some of these statuses include: Lawful Permanent Resident (LPR), Nonimmigrant, U.S. National green card holder.
*Note: There may be multiple factors influencing one’s ability to change citizenship status related to core dimensions such as race, and ethnicity, heritage, and cultural background; so in some contexts, this may be considered as an additional core dimension.
EDUCATIONAL BACKGROUND
Any experience in education that an individual acknowledges, whether formal (such as institutions) or informal (such as homeschooling and other forms of life experience). It could refer to various stages of schooling, such as high school/secondary school, college, graduate school, etc. Education refers to the acquisition of knowledge, values, beliefs, habits, and skills. Methods of education include means such as discussion, training, teaching, and observation.
FAMILY INFLUENCE & LIFE EXPERIENCES
One’s combined individual and collective events and cumulative experiences that can include trauma, loss of a loved one, marriage, divorce, adoption or birth of children, relocation for work or family, etc. While core dimensions largely speak to our experiences in childhood and upbringing, this dimension speaks to our current engagement with family, other people in our lives, and events that have taken place in adulthood.
GEOGRAPHIC LOCATION
Current place of residence. This can refer to the type of locale or region (such as rural, urban, or suburban). This can also speak to the name of a city, area of a city, county, state, or country.
INCOME & ECONOMIC CIRCUMSTANCES
A combined measure of work experience and an individual’s current economic and social position in relation to others based on income, education, and occupation. One’s current income and economic situation are different from economic background, which was established in childhood.
MARITAL/RELATIONSHIP STATUS
A broad term that can describe a wide range of options that define an individual’s relationship with a significant other(s). Also called civil status, this can be legally recognized (or not) for the purposes of official forms, documents, and taxes.
PARENTAL STATUS
One’s status as a caregiver (past or present) for someone to whom they are in some way related; this can include legal guardians and parents who are biological, surrogate, adoptive, shared, grand-, or stepparents.
PERSONAL & RECREATIONAL HABITS
The activities, hobbies, and events (singularly or on an ongoing basis) that a person engages in in daily life or for recreation. These habits can be related to maintaining one’s spiritual, mental, or emotional well-being (such as prayer or meditation), one’s appearance (such as exercise), or another aspect of life.
VETERAN & ACTIVE MILITARY STATUS
Current or past involvement in any of the five U.S. armed services branches (Army, Marine Corps, Navy, Air Force, and Coast Guard). This may also refer to family members of current and past enlisted soldiers, sailors, and airmen.
Our DEI Staff Resources page on the website has a new look with each of the previous communications there. If you would like to take a look, check out this link and remember this is a Searchable page on our website, meaning you need to type in DEI Staff into the Search bar to access it on the site.
Thank you for how you bring the cause and mission of the Y to life, and for your engagement in our ever continuing work to make the YMCA the most welcoming place where everyone can learn, grow, and thrive.
If you ever have any questions, or would like to join the committee, please contact me.
All the best and Happy New Year!
Mary Berry,
Vice President Communications & Marketing
DEI Committee Chair
Translation Services Added to Priorities for 2024
In addition to Staff Communications, Staff Education and Materials & Space Audit, the DEI Committee has identified Translation Services as a top prioirty and have added it to the SMART goals for 2024.
Overcoming language barriers can be challenging but with patience, effort, and the right strategies, it’s possible to effectively communicate across languages. Here are some resources available to you:
Did you know our website is set up to translate the content into 17 different languages?
Check out the images below to get started or click here for instructions on how to select languages.
