This document outlines an inclusion strategy with four key initiatives: 1. Inclusive recruiting to ensure staff diversity through intentional hiring and onboarding. 2. Inclusion dialogues to facilitate open discussions among staff about diversity issues. 3. Community engagement and inclusion through a learning collaborative to develop strategies for engaging diverse communities. 4. Inclusive professional development to provide equitable leadership opportunities and build a culture that embraces all staff. The overall goals are to increase staff diversity, foster understanding through dialogue, effectively serve communities, and create an inclusive culture and opportunities for all.

1. Inclusive
Recruiting
Develop intentional and
systematic approaches to
ensuring that staff reflect
branches’ service area and
onboarding processes reflect
dimensions of diversity
Inclusion Dialogue
Create branch-based
experiences for staff to
explore sensitive issues
that confront their Y and/or
their team in an open non-
judgmental environment
Community
Engagement &
Inclusion
A Learning Collaborative focused
on spreading what works
regarding: Facilitating Sustainable
Partnerships, Culturally
Appropriate Business Practices,
Community Development through
Programs, & Effective
Communication
Inclusive
Professional
Development
Ensure highly impactful local
& YUSA-based leadership
development opportunities
that are sensitive to the
unique needs of varying
groups of staff and are
available to all staff,
regardless of their dimensions
of diversity
Inclusion Strategy 2015-17
At-a-Glance

2. When this strategy is fully implemented, branch
staff will have built trustful relationships through
open, honest and challenging conversations.
Strategy:
This initiative will be accomplished through a
process that will also build a team of facilitators
with advanced skills that are representative of all
levels of leadership.
Fundamental Principles:
• Branch team conversations are led by specially
trained facilitators who are committed to a
productive, positive outcomes
• Facilitators will use familiar tools such as: Listen
First, Facilitative leadership skills, Dimensions of
Diversity, Cultural Lens
• Conversations are intended to create personal
awareness and change, not to establish
organizational strategy
Association Partners:
Marketing and Communications, Learning &
Leadership Development, Human Resources
Measures of Success:
Branch SEER Staff Experience metrics increase 3%
annually for next two years: Treated with respect,
Sense of belonging, sense of community,
opportunities for professional growth
Inclusion Dialogues Community Engagement
& Inclusion
When this Learning Collaborative is completed,
participating branches will have developed intentional
and institutionalized strategies that will help us
successfully engage hard-to-reach communities.
Strategy:
This 18-month Learning Collaborative with our 4
community focused branches will be structured to
help branches to test and share, strategies and
tools to address their most significant challenges
and opportunities in successfully engaging diverse
communities.
Fundamental Principles
• Data, branch priorities and community
engagement underpin all aspects of the work
• Progress will be communicated to RVP’s and
executive leadership on a regular basis
• Culturally appropriate business practices will be
approved by CFO and appropriate leadership
• Strategies and tools will be developed with the
intention of sharing with other branches
Measures of Success:
• Staff SEER data on Support increased 5%
annually at participating branches
• Partnerships generate at least one new program
annually

3. When this initiative is fully functional, we will have
built a culture that embraces equity for all staff
regardless of their background. Our staff and
volunteer leadership will reflect the demographic
make-up of the communities we serve.
Strategy:
• Expose staff to the full array of local and national
trainings
• Ensure mentoring and coaching for staff who
represent various dimensions of diversity, with a
particular emphasis on creating welcoming
Employee Resource Groups.
Fundamental Principles:
• Mentoring opportunities will be framed within the
skills identified in the Y Leadership competency
model
• Mentoring opportunities take place in a welcoming
and inclusive environment for all staff
Measures of Success:
• Staff and Volunteer “representation” rates increase
5% annually until our profile matches community
profiles
• Association-wide SEER satisfaction scores increase
3% annually: Treated with respect, Opportunities for
professional growth, Get more than a paycheck
Association Partners:
Learning & Leadership Development, Marketing
and Communications, Human Resources
Inclusive Professional
Development
Inclusive Recruiting
Outcome: When this effort is complete, we will have
developed simple, effective strategies that position the
Y as the employer of choice for those who seek to
change lives.
Strategy:
• Identify bright spots inside and outside the Y that
have worked for sourcing and hiring staff that
represent different dimensions of diversity.
• Recommend modifications to onboarding
processes at the association and branch levels
that incorporate inclusion principles.
Fundamental Principles:
• Staffing practices must maintain a commitment
to qualified candidates that represent the
demographic of the areas we serve
• Sourcing, on-boarding, and retaining diverse staff
carry equal weight in inclusive staffing practices
• Hiring and recruitment strategies should add
value to ourc urrent practices
Measures of Success:
• Staff and Volunteer “representation” rates increase
5% annually until our profile matches community
profiles
Association Partners:
Human Resources, Learning & Leadership
Development