The following actions have already begun or planned to take place in the next 60 days.
- Board of Directors discussion of financial resources and reallocation, if needed, to ensure necessary investment of funds to drive IDEA progress
- CEO and Senior Leadership Listening Sessions held with staff, board, councils, and other key organizational stakeholders
- Review the organization’s 2017 Access and Inclusion statement to ensure relevance
- Confirm all Girls on the Run International policies to ensure they are anti-racist
- Develop an IDEA Commission comprised of diverse staff and board members to support development of FY21-23 IDEA strategy
- Update National Coach Training to include additional content on recognizing, preventing, and responding to bias and microaggressions
As we continue to build out strategies and action plans, we will monitor organizational progress and seek opportunities to listen, learn and evolve. We know there is more work to do.
- Retain external IDEA expert consultants to assist IDEA Commission in the development of a sustainable FY21-FY23 IDEA strategy
- Assess existing metrics to ensure effective measurement of key IDEA goals
- Establish and communicate clearly defined IDEA goals and targets across the movement
- Strengthen affinity group relationships to enhance sense of belonging and broaden representative coach, board, and staff leadership within Girls on the Run
- Assess existing IDEA training modules and update or create additional resources for staff, volunteer coaches and board members where needed
- Review curricula and activity materials to ensure relevant reflection of life experience for all participants including the intersectionality of all identities
- Deepen perspective of thought by identifying openings for new staff, board, or contract positions for people from under-represented identity groups
- Review all vendor and contractual relationships and develop goals to ensure diverse representation
- Engage national partners to support progress and continue to actively seek relationships with partners who represent and serve diverse stakeholders
This work to support a more equitable and just world is not new to our organization. We elevated our commitment to ensuring that our programs are accessible to any girl who wants to participate by formalizing our Access and Inclusion initiative in 2017, now referred to as our Inclusion, Diversity, Equity and Access (IDEA) Statement. Our core values, developed in 2010, ensure our organizational culture and work is aligned with the lessons found in our curricula. Much of the work we have done since their creation aligns around the pillars of inclusion, diversity, equity & access because these ideals are central to the life skills we teach. Things like ensuring a sense of belonging for everyone, recognizing the importance of teamwork, fostering a mastery-climate versus a competitive one, celebrating our differences, and recognizing all the qualities that make us unique, to name a few.
Our past IDEA work has been grounded in five key areas:
- Intentional culture building
- Accessible and inclusive programming
- The intentional recruitment, selection and retention of staff who provide diverse perspectives and experiences
- IDEA training/professional development for all staff
- Information-based measurement to ensure continual assessment and advancement of goals
Leading with our core values
As this work evolves, our core values will continue to guide our way. We find strength in connectedness and value the dignity and humanity of all people. Our commitment to intentional decision making ensures we are thoughtful in all that we do. At all levels of our organization, we are dedicated to mindfully acting to be an inclusive and welcoming organization. We are inspired to lead the organization in a way that mirrors the lessons we teach our girls.