YMCA of Central Ohio
YMCA of Central Ohio
Embedded Files
OUR MISSION: To serve the whole community through programs expressing Judeo-Christian principles that build a healthy spirit, mind, and body.
OUR VALUES: Our core values are caring, honesty, respect, and responsibility—they guide everything we do.
OUR PURPOSE: We're committed to:
nurturing the potential of children through Youth Development
improving the nation’s health and well-being by promoting Healthy Living
fostering a sense of Social Responsibility by providing opportunities to give back and support neighbors
Definitions
Anti-Racism, Diversity, Equity, and Inclusion (ADEI)
As we design and implement an anti-racism, diversity, equity, and inclusion (ADEI) plan for the YMCA of Central Ohio (YCO), it is imperative that we develop a comprehensive understanding of each of the following terms. Our Association’s working definitions are as follows:
Anti-Racism - Anti-racism is the work of actively opposing racism by advocating for changes in political, economic, and social life. Anti-racism tends to be an individualized approach and set up in opposition to individual, institutional, and systemic racist behaviors and impacts.
Diversity - Diversity is the range of human differences, including but not limited to race, ethnicity, gender, gender identity, sexual orientation, age, social class, mental and physical ability or attributes, religious or ethical values system, national origin, and political beliefs.
Equity - Equity is the guarantee of fair treatment, access, opportunity, and advancement for all, where individuals are not at a disadvantage from achieving their potential because of their background or social position.
Inclusion - Thoughts, ideas and perspectives of all individuals matter.
Intentional and committed engagement with anti-racism, diversity, equity, and inclusion connects people in ways that increase their awareness, knowledge, and understanding of the complex ways diverse groups interact.
Introduction
This comprehensive ADEI Plan is the integration of numerous data points (meetings, discussions, focus groups, interviews, and surveys) in an effort to improve the experience of YCO’s employees and volunteers. We aim to create a workplace where everyone receives fair treatment. We must ensure that employees have access to opportunities to reach their full potential and feel welcome and encouraged to bring their full selves to work without concern or fear of threat.
To this end, we are committed to promoting anti-racism diversity, equity, and inclusion in every aspect of our people, programming, and policies. The following ADEI Action Plan provides a detailed set of goals for how we will live up to our promise through critical tasks, intentional cross-functional teams and work, and indicators of success.
ADEI Action Plan
Click the Goals below to learn about our plan for each including key stakeholders, critical tasks with timelines, and indicators for success.
Goal #1
Goal #1
Increase communication and visibility of ADEI efforts and opportunities for engagement. (click to expand)
Increase communication and visibility of ADEI efforts and opportunities for engagement. (click to expand)
Internal communication strategies play an important role in shaping YCO’s culture, which in turn shapes the organization's impact on communities. Staff and volunteers have the responsibility of creating inclusive organizational environments by establishing channels of communication, uplifting voices throughout the organization, and modeling ADEI language.
Association Partners
Marketing and Communications
People and Culture
Anti-Racism Council
Employee Resource Groups
Senior Leadership Team
People, Culture, and Equity Committee of the Board
Critical Tasks
Create and improve vehicles (monthly ARC update, quarterly newsletter, and quarterly Association presentation) for communicating ADEI efforts (ST).
Create an ADEI annual report (ST).
Use the Intranet to foster a culture of inclusion (MT).
Annual Review of ADEI Statements (Anti-Racism, Anti-Discrimination, and Inclusion) (MT).
Cultivate and sustain external partnerships that allow sharing of our ADEI story and efforts to reach historically underrepresented communities (LT).
Indicators of Success
Awareness of ADEI resources and opportunities for engagement.
Timely updates on the strengths, challenges, opportunities, and threats to ADEI efforts within the Association and community.
A record of progress made on the ADEI plan.
Alignment of recent ADEI literature and benchmarks with the mission, values, and ADEI goals of the YMCA of Central Ohio.
Goal #2
Goal #2
Conduct a comprehensive review of YCO’s compensation program to ensure equity. (click to expand)
Conduct a comprehensive review of YCO’s compensation program to ensure equity. (click to expand)
By ensuring employees receive equitable compensation, YCO can increase efficiency and creativity by helping to attract the best employees, reduce turnover and increase commitment to the Association. This review will occur every fall shortly after YUSA shares compensation recommendations.
Association Partners
Accounting
People and Culture
Senior Leadership Team
Marketing and Communication
YUSA
Critical Tasks
Review and update job descriptions for all employees (ST).
Use the Korn Ferry Hay Group Methodology to assess all roles using three distinct factors -- knowledge needed, problem-solving/thinking, and accountability. (ST).
Educate decision-makers about the slotting system (ST).
Revise pay ranges (ST).
Equity analysis of compensation based on socially constructed identities (e.g., gender, race, etc.). (MT).
Make salary adjustments as needed (MT).
Create transparent systems and objective metrics around performance, advancement, and compensation to help ensure consistency (LT).
Indicators of Success
Employees understand, clearly, their role(s) and responsibilities.
Awareness of how we slot positions.
Mitigation of concerns regarding pay equity across the Association.
Goal #3
Goal #3
Increase support and visibility of Diversity, Inclusion, and Global; Employee Resource Groups; and the Anti-Racism Council. (click to expand)
Increase support and visibility of Diversity, Inclusion, and Global; Employee Resource Groups; and the Anti-Racism Council. (click to expand)
Employee groups focused on ADEI help build a more inclusive environment and address diversity and inclusion in a more holistic, community-based way. If properly supported and resourced, these groups can provide forums in which YCO staff who share common interests, issues, or concerns meet to address those issues and impact YCO’s strategic ADEI efforts regarding recruitment, retention, mentoring, leadership development, marketing, member relations and return on investment. Lastly, these groups have the ability to voice concerns and help solve systemic problems in partnership with the Senior Leadership Team.
Association Partners
Senior Leadership Team
Anti-Racism Council
Employee Resource Groups
Diversity, Inclusion, and Global
People, Culture and Equity Committee of the Board
YUSA
Indicators of Success
Higher retention of historically underrepresented and marginalized employee groups.
Senior Leadership Team members become more aware of and engaged in the programs and services of ERGs and DIG.
Increased cultural awareness and educational opportunities.
Awareness of ERGs and DIG.
Goal #4
Goal #4
Recruit, retain, and advance people who contribute to our mission, values, and ADEI goals. (click to expand)
Recruit, retain, and advance people who contribute to our mission, values, and ADEI goals. (click to expand)
A sound recruitment, retention, and advancement strategy and tactics are paramount to the growth and success of the YMCA of Central Ohio. Retaining YCO employees is more beneficial and cost-effective than trying to acquire new ones constantly. Moving forward, an emphasis on career coaching helps YCO establish realistic goals, discover solutions to challenges staff members are experiencing, develop growth action plans and build self-confidence. We must identify, engage, hire and retain individuals who share our commitment to ADEI and can speak to how they might add value to our efforts.
Association Partners
Anti-Racism Council
Senior Leadership Team
Hiring Managers
People and Culture
People, Culture and Equity Committee of the Board
Indicators of Success
Hire prospective employees that align with our mission, values, and ADEI goals.
Higher retention of staff.
Larger and deeper candidate pools for searches
An increase of diverse candidates in search pools.
Staff will actively participate in the recruitment process.
Staff will have clear growth plans co-managed with their direct supervisors.
Goal #5
Goal #5
Review reporting and grievance procedures, policies, and disciplinary actions to ensure that they are equitable and in alignment with our anti-racism efforts. (click to expand)
Review reporting and grievance procedures, policies, and disciplinary actions to ensure that they are equitable and in alignment with our anti-racism efforts. (click to expand)
Sound practices for receiving, documenting, investigating, and adjudicating allegations of misconduct are paramount when attempting to earn the trust of a diverse workforce committed to ADEI. Annual reviews of our procedures will be done to make certain we are equity-minded in our efforts to respond to incidents of harm thoughtfully.
Association Partners
Marketing and Communications
People and Culture
Anti-Racism Council
Employee Resource Groups
Senior Leadership Team
People, Culture, and Equity Committee of the Board
General Counsel
Critical Tasks
Annual review of the investigation process. (ST)
Annual review of corrective action process (ST)
Report any findings from annual reviews of YCO’s investigation process and correction actions to employees each year. (ST)
Creation of a Bias Response Protocol for the YMCA of Central Ohio. (MT)
Indicators of Success
Trust in our systems, processes, and procedures through an All-Staff Culture Climate Survey every 3 to 5 years.
Trust in our leadership to guide staff through disciplinary action.
Clarity/understanding of employment expectations and possible disciplinary actions.
Goal #6
Goal #6
Invest in ADEI training and development of staff and volunteers. (click to expand)
Invest in ADEI training and development of staff and volunteers. (click to expand)
ADEI training and development provides staff with a space to face their biases and prejudice appropriately. Teaching employees to be aware of their behavior and how it impacts others helps prevent the occurrence of harassment and conflict.
Our Board and Branch Advisory Council members aid in decision-making for the YMCA of Central Ohio. Each member plays a critical role in prioritizing, supporting, and investing in ADEI.
The YMCA of Central Ohio will be able to strategically work towards its goal of strong communities where all people reach their full potential if our staff and volunteers are committed to anti-racism, diversity, equity-mindedness, and inclusiveness.
Association Partners
People and Culture
Anti-Racism Council
Employee Resource Groups
Senior Leadership Team
People, Culture, and Equity Committee of the Board
Critical Tasks
Offer professional development sessions as part of MLK celebrations starting in 2022. (ST)
Develop a plan to compensate part-time and part-time plus staff to participate in mandatory ADEI training. (ST)
Execute United Way of Central Ohio Diversity Board Plan. (MT)
Mandatory ADEI Training Program (active and passive learning opportunities) for All-Staff. (MT)
Mandatory Mitigating Bias in the Recruitment Process Training for Hiring Managers. (MT)
Hiring of additional staff (e.g. Full-Time Director and Part Time/Part Time Plus administrative assistant for ADEI and P&C) focused on executing various aspects of the ADEI Plan. (MT)
Develop a diversity plan for the Branch Advisory Councils. (LT)
Indicators of Success
Culturally-competent staff members, board, and branch advisory council members.
Decrease in bias-related incidents.
Results in the next climate assessment that substantiate the value of ADEI training and development.
Goal #7
Goal #7
Cultivate and sustain mutually beneficial relationships with central Ohio-based educational, for-profit, non-profit, and social and racial justice organizations to ensure community outreach and engagement efforts reflect the diverse communities we serve. (click to expand)
Reciprocity is the cornerstone of all healthy relationships. Energy, resources, and time should be spent on positioning the YMCA of Central Ohio to be equity-minded, civically, and ethically responsible to our local communities.
Association Partners
Anti-Racism Council
Employee Resource Groups
Development
Executive Directors
People, Culture, and Equity Committee of the Board
Critical Tasks
Black, Indengious, and People of Color (BIPOC) College Student Internship Program. (ST)
Cultivate a trusted network of central Ohio-based diversity and inclusion officers across sectors (MT)
Research, cultivate, and secure funding to support YMCA of Central Ohio ADEI efforts. (MT)
Identify contacts at central Ohio-based social and racial justice organizations. (MT)
Coach, mentor, and sponsor BIPOC staff into central Ohio-based leadership academies and civic engagement activities. (LT)
Indicators of Success
Pipeline of college students pursuing nonprofit management as a career option from partner colleges and universities.
Increased opportunities for collaboration with central Ohio-based organizations on ADEI programs.
Innovative ADEI programs and services that are partially or fully paid for by grant dollars and/or donor gifts.
External partners will have awareness and support for the YMCA of Central Ohio’s ADEI plan.
Goal #8
Goal #8
Acknowledgement of Harm - Day of Atonement (click to expand)
Acknowledgement of Harm - Day of Atonement (click to expand)
Mistreatment based on socially constructed identities, the result of systemic oppression, has on some level directly impacted past and current employees. Acknowledgement of past harm is needed to start the healing process, individually and collectively. As we solidify ADEI plans for the next 3 years, an opportunity is needed to recommit ourselves to our organizational values and movement towards solidarity with others across lines of difference.
Association Partners
Anti-Racism Council
Employee Resource Groups
People and Culture
Senior Leadership Team
Critical Tasks
Create a committee to plan the day’s learning outcomes, activities, and needs (ST).
Identify funding source(s) for PT/PTP staff to enable participation (ST).
Indicators of Success
Recommitment to Y culture, organizational values, and atonement for acts of harm.
Awareness of harm.
Strategies and tactics for mitigating harm in our personal and professional lives.
Contact
Contact
Erik Farley, Chief People, Equity and Inclusion Officer
People and Culture Department
erik.farley@ymcacolumbus.org
Meeting Schedule: Biweekly
Committee Members:
Kendra Collins, Association Services
Erik Farley, Association Services
Katrina Hacker, Association Services
Aja Mays, Branch Operations
Holly Napier, Youth Development
Erica Robinson, Housing and Shelter
Samantha Stewart, Community Strengthening Programs
David Watson, Association Services
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