What is the Cultural Transformation Initiative (CTI)?
Table of Contents
Background
In service of goals one and two of the Sierra Club Multi-Year Equity Plan, (1) welcoming and inclusive organizational culture (2) ongoing education, learning, and skill development, the Board of Directors approved the Cultural Transformation Initiative (CTI) in December 2020.
CTI was piloted in 2021-2022 with two chapters: Grand Canyon and Colorado. In 2022-2023, CTI continues with two additional chapters: Washington and Ohio.
The CTI is a holistic and sustained capacity building effort grounded in organizational change best practices, an intersectional approach that centers racial justice and is catered to specific chapter needs. It is one initiative, within a larger organizational equity transformation strategy.
Goals
Build skills, relationships, and systems that center equity and inclusion
Embed equity values into chapter practices, so volunteers and staff
across all identities can work together effectively
Rationale
Many equity related chapter conflicts are symptoms of larger cultures and norms rooted in systemic oppression. The CTI addresses the need for a holistic approach.
The CTI was developed out of a recognition by Sierra Club leadership that additional support, guidance and resources are needed for chapters and chapter leaders to effectively and meaningfully center equity and inclusion in chapter culture and practices.
Three (3) phases
Phase One
Needs Assessment & Relationship Building
Phase Two
Practice Learning Communities (PLCs)
Phase Three
Equity Trail Map & Integration
Practice Learning Communities (PLCs)
The virtual Practice Learning Community (PLC) peer groups are spaces of learning, growth, and mutual accountability. Communities of practice are powerful experiences for sustaining and engaging learning and development. We hope you are excited about the opportunities for deep learning and the practice of our core equity values and the Jemez Principles in an intimate and facilitated peer setting.
Factors for Success
Chapters most successful should demonstrate the following:
Collaboration – Chapter Director and Chair lead on equity issues
Broad support – Volunteers and staff center equity, justice, and inclusion; open to self-reflective conversations and growth
Desired support to further chapter’s equity learning journey
Ability to commit time and energy to deep and meaningful
engagement in the multi-month or multi-year CTI process
Note:
Approximately 15 hours over three months for Practice Learning Community members
Approximately 40-50 hours for Chapter Directors and Chapter Chairs over 12-16 months (which includes opportunities for coaching)