1. Diversity Council Approved Ends Policies June 16, 2012 1

2. Ends Policy #1 A community that is … equitable, inclusive, and sustainable Where people are … empowered, conscientious, and courageous with primary impact in southeast Minnesota 2

3. Ends Policies Level 2 3 Youth (those up to age 18) have awareness of biases, knowledge of how stereotyping occurs, skills to challenge prejudice, and take action to reduce discrimination. They will live and learn in an equitable, inclusive, safe, and sustainable community. They are empowered, conscientious, courageous, global citizens. Adults (those of age 18 and older) have awareness of biases, knowledge of how stereotyping occurs, skills to challenge prejudice, and take action to reduce discrimination. They are courageous leaders and role models in for equity and inclusivity. They are engaged in transforming our community towards a pluralistic society. The greater community has access to leadership, expertise, and resources in diversity and inclusivity. 40% 30%

4. A community that is … equitable, inclusive, and sustainable Where people are … empowered, conscientious, and courageous with primary impact in southeast Minnesota Youth (those up to age 18) have awareness of biases, knowledge of how stereotyping occurs, skills to challenge prejudice, and take action to reduce discrimination. They will live and learn in an equitable, inclusive, safe, and sustainable community. They are empowered, conscientious, courageous, global citizens. The greater community has access to leadership, expertise, and resources in diversity and inclusivity. Board-Management Delegation, Governing and Executive Limitation Policies Adults (those of age 18 and older) have awareness of biases, knowledge of how stereotyping occurs, skills to challenge prejudice, and take action to reduce discrimination. They are courageous leaders and role models in for equity and inclusivity. They are engaged in transforming our community towards a pluralistic society. Diversity Council

5. Background The following thoughts are not ‘board approved’ but have been added to enhance the understanding of discussions had and individual board member input during the process of formulating our ends policies 5

6. Additional detail Ends Policy #1 Value or respect individuality and contributions of a diverse workforce Inclusive or considerate of difference Mutually supportive Communicative Engaged in meaningful work, play, or dialogue Connected and interactive Positive role models for youth and others Courageous i.e take risks and engage in fierce conversation Empowered to confront bias Transformative as persons and citizens Ethical Pluralistic (points of view / perspective) Healthy Progressive (or forward-looking in the interest of advancing knowledge/skills/readiness) 6

7. Additional detail Level 2 : Youth Regarding cost and priority: 1) Prioritization of programming – allocating percentage of time spent 2) Research on the development of age appropriate programming 3) Personnel 4) Cost 5) Stakeholders 7

8. Additional detail Level 2 : Adults Adults will ask the difficult questions about equity and inclusion where they live, work and play They are respectful of cultural, religious and other differences among community members or groups Recognized individualism Interaction and engagement Equal opportunities All adults are engaged in meaningful work within a growth mindset Adults are courageous leaders against violations of human rights Who: Parents, Employers, Employees, Retire, Unemployed and homeless Connect people to issues (resources) Socialize support Adults are healthy or have affordable access to essential health and educational services Efficiency of operations 8

9. Additional detail Level 2 : Adults Use of various technical tools to enhance our work Adults will be empowered to confront bias where they live, work and play Adults are guided by conscience in their daily interactions having a willingness to see from other perspectives and include those different from themselves Adults will be transformative as persons and citizens Adults are positive role models for youth (in D&I/equity) Adults are empowered to interact with those different from themselves with cultural competence Adults that take risks Adults have the courage to speak up for those without a voice and promote equity for the marginalized Adults who understand value of diversity in their life Respectful of differences Inclusive of all racial, cultural, religious ability and sexual orientation Adults who care about the prosperity of different groups in the community Multiple perspectives Adults include individuals from different cultural, racial, religious communities Adults will be leaders in equity and inclusion where they live, work and play Adults act on behalf of other individuals in the community 9

10. Additional detail Level 2 : Community DC is a center of competency for the greater community DC has a history and institutional memory. DC knows and understands the problems, is well-connected with its owners, can be adaptive and effective at assembling people/skills to address proactive or reactive situations DC Is trustworthy, sustainable and adaptive DC Anticipates and encourages bidirectional exchange. They communicate, reaches out and are well coordinated DC sets the bar high 10

11. Notes from the 6/16 workshop meeting : Global Ends team input Purpose: To promote inclusivity and attitude of diversity as a core asset To develop a community that values the unique strengths and potential of all individuals To develop a welcoming and inclusive community where all individuals can succeed/prosper To promote a community that supports the individuality of all its members Adult education; educate citizens about respect Provide a different view from the media stereotypes Strategic long range planning on inclusiveness Demonstrate leadership in the discussion and development of diversity programming that will benefit individuals, families, institutions, communities and region! Purposeful intentional on building an inclusive community 11

12. Notes from the 6/16 workshop meeting : Global Ends team input (cont) Recipients Recognize that some children get strong and hateful messages from the families Who will benefit from DC over time: Youth, Adults, Visitors, Investors Represents ALL Includes all persons Education and include all members of the community Characteristics Similarities and differences Proactive not reactive organization (not just situational) D&I resource delivery and accessibility Justification of resources: results and impact Welcoming Community needs: knowledge, empathy, inclusion Respect 12

13. Notes from the 6/16 workshop meeting : Global Ends team input (cont) “Business” economic opportunity for all business regardless Leading edge in being open… Rochester… and connected in a changing demographics DC is a needed community resource Healthy, welcoming, community DC is a trusted place so to have someone address issues of inclusion Citizens: 1) are healthy and engaged in service (above self) 2) are respected and trusted leaders 3) stimulate and support each other (learning) 4) not afraid to be a voice for the oppressed 5) are lifelong learners Rochester: Safe, equitable, respectful and welcoming; a great place to live and do business A community who behaves consistently with empowering others to be themselves Health equality Community needs a visible sign of commitment to inclusivity Community free of bias We have a community that is inclusive of all people and values their differences Inclusiveness Respect for others 13

14. Notes from the 6/16 workshop meeting : Global Ends team input (cont) Promote fundamental understanding and respect Recognize that the needs of the non-dominate culture are different form the needs of the dominate Our city is experiencing growing pains Understanding of others Community needs to consider alternate perspectives Recognize that all cultures have elements of racism Do we know how to explain the dominate culture to minorities? Does it work? WE fear what we do not understand Community needs ongoing reminders of others Justification of resources spent : A clear set of measures that function as accountability measures 14

15. Notes from the 6/16 workshop meeting : Global Ends team input (cont) The community will continually move away from prejudice toward open-mindedness, cultural competence and inclusivity Human resources and investment : attractive to diverse talent/workforce; attractive to global investments; an educational framework of local talent; attractive to diverse talent Rochester has world-class institutions like Mayo, IBM and emerging. They are global: D&I is key element, Rochester as a “community” needs to be worthy of these institutions Why would we put it back? The service area needs an organization that can leverage human, social and economic capital available in said area We need DC : being a voice for all, empowers citizens, health and sustainable collaborative leadership 15

16. Notes from the 6/16 workshop meeting : Global Ends team input (cont) These are more ‘means’ oriented Structure: Address community needs Define and justify actions to eliminate disparities To actively engage community in inclusion and equity work Reduce division To create community in action for equality To create a progressive community where all individuals fell safe and respected in their journey to be global citizens of the world Keep diversity and inclusiveness on the radar – always and ongoing Convener of D&I matters of concern to the community Needed from DC: Leadership, Resources, Leverage mechanism Leadership resources Community engagement Promote inclusion Serve community by fostering inclusion Educated and informed community on diversity and inclusion To educate and community the value/assets of diversity and inclusion Challenge bias, stereotypes, prejudice, discrimination, oppression and marginalization What if? If we have 10,000 (Rochester Chamber's target) new jobs created over 10 years : DC can assist with encouraging/reminding newcomers of diversity as a core value at all levels of engagement If DC was missing an expertise would be gone A resource for community members and orgs when they need info and education about bias and inclusion “Youth” have youth understand the differences in groups Total commitment of an entire organization to D&I would be missing 16