DEI Resources 2024

Diversity, Equity, and Inclusion (DEI) Resources

Awareness to Action

We began our chapter DEI journey with the slogan, “Embrace and Educate,” providing resources to help members to learn more about DEI. As we continue to expand our awareness of how DEI affects our members, partners, donors, and the larger community, our new goal is move from awareness to action to become a more diverse, equitable and inclusive organization.

Our Strategic Plan contains this goal: To integrate DEI initiatives into all aspects of our organization. Some examples of our efforts include using diverse vendors, more flexible member expectations, program literature in multiple languages, culturally appropriate foods for students, DEI speakers, and engaging our Board in DEI assessment and training. In addition, our Philanthropic programs promote equity and inclusion through the grants we award and the community needs we choose to fund.

Our DEI journey will include more education and training to promote and practice inclusive behaviors, respect differences and embrace all of the ways people are unique.

Our chapter DEI Coordinators always welcome your input. Please contact DEI@assistanceleaguemsp.org with any thoughts, ideas, or questions.

ALMSP Values and DEI Statement

Our Values

Assistance League Minneapolis/St. Paul supports and serves our community by developing and utilizing the talents of our dedicated volunteers who are committed to our chapter values of Ethics, Leadership, Accountability, Respect and Teamwork.

Diversity, Equity, and Inclusion Statement

Assistance League Minneapolis/St. Paul is committed to cultural competence and humility and to developing practices that promote anti-racism, inclusion and equity for all. We are actively pursuing greater diversity and inclusion with our community partners, member volunteers, and other stakeholder groups.

Definition of Terms

Anti-racism is a process, rooted in action, which includes actively identifying and opposing racism. It is about taking steps as individuals, institutions, and at structural levels to change the policies, behaviors, and beliefs that perpetuate racist ideas and actions.

Belonging is the outcome of diversity, equity, and inclusions. It’s the feeling of comfort, connection, and acceptance. Studies show that belonging is one of the most powerful predictors of DEI efficacy in organizations. When members feel that they truly belong at work, they feel more connected and committed.

Cultural Competency is the ability to understand, communicate with and effectively interact with people across cultures. It encompasses being aware of one’s own world view and developing positive attitudes toward cultural differences. While we can work towards cultural competence, we can never be fully competent in a culture we have not lived.

Cultural Humility is a humble and respectful attitude toward individuals of other cultures that pushes one to challenge their own cultural biases, realize they cannot possibly know everything about other cultures, and approach learning about other cultures as a lifelong goal and process.

Diversity can be defined as the representation of various identities and differences of individuals in a group. For example, diversity can be described as race, ethnicity, gender, gender identity, disability, religion, nationality, sexual orientation or socioeconomic status. Diversity only exists in relationship to others when describing a group. A person cannot be diverse. A person is a unique individual.

Equity is defined as a focus on fair treatment, equal opportunity and equal access to resources. In particular, equity is a process that recognizes the existence of advantages for some and barriers for others. As a result, we don’t all start from the same place, and equity works to level the playing field.

Implicit Biases are subconscious thoughts, beliefs, and stereotypes that affect our understanding, actions, and decisions in an unconscious manner. Biases form over time from our interactions, experiences and media exposure. Implicit bias matters because all of us have them and they affect our decisions, behaviors, and communication with others.

Inclusion is the active engagement of the contributions and participation of all people. It is the process that enables people with different identities to feel values, leveraged and welcomed within a given setting. Inclusion requires an intentional focus on creating an environment in which any individual or group feels welcomed and able to fully contribute.

Microaggressions refer to subtle, often unintentional, verbal or behavioral expressions of prejudice, bias, or insensitivity toward marginalized groups. Microaggressions are usually brief and commonplace, but their cumulative impact can be significant, affecting the well-being and sense of belonging of those on the receiving end.