Diversity, Equity and Inclusion
At Community Progress Council, we are committed to making progress to create a diverse, inclusive, and equitable organization and community. CPC will ensure all staff have the knowledge, values, and skills to empower clients and one another, respecting each person’s unique experiences and cultural differences.
CPC recognizes that progress is more than empowering individuals and families to become financially stable. As an organization, CPC commits to actively work to develop a more diverse, equitable, and inclusive organization that supports and advocates for public policy that promotes equity for all.
“Human progress is neither automatic nor inevitable. Every step toward the goal of justice requires sacrifice, suffering, and struggle; the tireless exertions and passionate concern of dedicated individuals.” – Martin Luther King Jr.
The team at Community Progress Council realizes that this work is just the beginning – that creating a welcoming and inclusive organization for all is a continuing effort that needs to include many voices. We are committed to this journey.
HOW WE ARE MAKING PROGRESS
Community Progress Council has put measures in place to ensure that diverse candidates are being properly considered for employment within the organization. As well, it is our hope that these measures will help create a pipeline for people of color to advance within the agency.
As CPC hires for open positions, the candidate pool must now include at least two diverse applicants in the pool of considered candidates. As well, among an interview group of 2-3 current employees, at least one must be a diverse employee to be part of that process.
PILLARS TO PROGRESS – OUR DEI STRATEGIC GOALS
Community Progress Council is several months into a one-year “bridge plan” that will help the organization prepare for an upcoming five-year strategic plan to begin on July 1, 2021.
As part of this bridge plan, CPC has included a strategic goal focused on creating an inclusive and representative agency that fosters employee engagement, provides culturally appropriate services and promotes the hiring retention and advancement of a diverse workforce. A DEI workgroup of employees and board members has been working diligently over the past five months to help shape the scope and activities needed to achieve this goal, including identifying five priority areas – client service delivery; partnerships; communication; professional development; and recruitment, hiring and advancement.
This work will position the organization to outline an aggressive strategy as part of its five-year strategic plan and ultimately take crucial steps toward becoming a stronger organization that empowers its clients and one another, respecting each person’s unique experiences and cultural differences.
SHARING OUR STORY
Luisa Olivo-Wolf, CPC’s Family and Community Engagement Manager, was among a handful of presenters on Wednesday, November 18, as part of the York Revolution’s “A Welcoming Place, Diversity and Inclusion” event aimed at creating an open dialogue for the Revolution staff and members of the community to better understand the racial issues that exist and the local resources available to all organizations and businesses.
Luisa spoke about CPC’s recent journey to become a more diverse and welcoming organization for both staff and program participants – with emphasis on increasing diversity among CPC’s management and improving the agency’s recruitment efforts to attract and advance people of color.
ADOPTING A LANGUAGE ACCESS POLICY
Progress is a universal language.
No matter your race, your culture, your language, your story – everyone deserves to an opportunity to take steps toward financial stability and live life to the fullest potential.
Community Progress Council is taking critical steps toward developing a language access policy that would include the integration of an interpretation service to cover more than 200 languages. This service would ensure that the staff at CPC can help lead anyone, speaking any language, to progress.
DIVERSIFYING OUR BOARD LEADERSHIP
Community Progress Council’s Board of Directors unanimously approved a change to the organization’s bylaws. The change ensures that the board’s executive committee will always include diverse representation.
The bylaws now read: “To ensure full board commitment to diversity, equity and inclusion the Executive Committee will have representation from Black, Indigenous Persons of Color (BIPOC) or Latinx population.”
The change is just one step in CPC’s commitment toward making progress to create a diverse, inclusive, and equitable organization and community.
BUILDING THE FOUNDATION FOR PROGRESS
In June 2020, Community Progress Council created a “Diversity, Equity and Inclusion Work Group” to address the cultural and systematic changes that need to occur within the organization in order to best serve the York County community. The group – comprised of four board members and 23 employees – will self-reflect on current culture and re-examine ways in which we can growth and establish an agency inclusive of all.
LAYING THE GROUNDWORK
In early 2020, Community Progress Council partnered with Dr. Shawn Best of Architects for Restorative Communities (ARC) to initiate a year-long plan for creating a strong internal culture to promote inclusivity, increase diversity in recruitment and advancement of staff, and to become an agency that could better service residents of York County by empowering the diverse population of our community.
Dr. Best began his work with CPC through trainings for both management level staff and a full body of employees during the agency’s semi-annual in-service meeting. That work continued throughout the year to include additional trainings, consultations and an analysis of CPC practices.