Diversity, Equity, and Inclusion at Wyman

We stand with our Black, LGBTQ+, Indigenous, Latinx, Asian American, and Pacific Islander young people, colleagues, friends, and neighbors.

Our mission calls for us to embrace and work for equity and inclusion. We are committed to providing a safe environment of acceptance, education, and inclusion for our young people and colleagues.

 

It is our responsibility to stand up, speak out, and take action. Our teens, colleagues, and community can expect:

  • A culture of accountability and visibility. We commit to advocating for equity, for anti-racism, against oppression in all forms, and against white supremacy.
  • A culture of trying. We will be uncomfortable and make mistakes, because if we are not uncomfortable, we are not doing enough.
  • A culture of learning. We commit to developing ourselves individually, and our organization, as anti-racist and anti-oppression. We will incorporate what we learn into our daily actions, as well as our programs and organizational work.

 

We acknowledge and honor the fundamental value and dignity of all persons.

 

We commit to an environment of diversity, equity, and inclusion. We are passionate about fostering an inclusive and equitable space that promotes and values diversity and belonging, where every teen and staff member can be confident bringing their whole self to Wyman and achieving their very best.

 

We commit to courageous conversations, personal development, social awareness, and fostering an organizational culture and program spaces that recognize systemic inequities and center the voices of the youth and communities we serve.

 

We are unified in our shared commitment to excellence in pursuit of our mission and to working with allies to dismantle educational inequities in our communities that create barriers to our vision of equity and opportunity for all youth. 

 

 

Wyman's DEI Council

Wyman’s DEI Council was formed in 2019 and is a cross-organizational advisory group that provides leadership, information, ideas, and insights from a variety of perspectives. Individual council members serve as catalysts and champions in promoting ongoing organizational learning, self-assessment, and critical reflection.

 

The Council ensures that the agency is accountable for real and sustained progress toward our goals and commitments to Diversity, Equity, and Inclusion.

 

DEI Council Leadership

DeVonne Wilson
DEI Council Chair
Senior Vice President, Programs

Christina Donald
DEI Council & Board Task Force Liaison
Senior Vice President, Advocacy

Kate Neff
DEI Council Secretary
Associate Director, Communications

 

DEI Council Members

Grace Bramman
Associate Director, Evaluation & Grants

Bryan Capers
Partner Services Director, National Network

Troy Miles
Associate Director, Annual Fund

Carol Moon
Associate Director, Administration

Anisa Reynolds
Post-Secondary Access Coach, Wyman Leaders

Jason Rose
Director, Site Services

Nikole Shurn
Building Director, Wrap Around Services

Crystal Smith
Training and Program Replication Manager, National Network

Sarah Smith
Director, Human Resources

Arielle Washington
TOP Specialist

 

2022 DEI Council Goals

The goals that Wyman’s DEI Council is working to achieve in 2022 are the following:

 

  • Cultivate and distribute DEI resources on a regular basis and plan DEI events or activities for participation by all Wyman staff. Develop virtual and physical DEI libraries where all resources and learnings can be accessed.
  • Increase Wyman’s internal DEI training capacity by researching and investing in opportunities to develop staff in DEI.
  • Identify and advocate for potential internal Wyman policy changes to align with integration of DEI culture.
  • Provide feedback and collaboration in development of Wyman communications and trainings to ensure they reflect a DEI lens.
  • Support the build out and advancement of the Board DEI Task Force.
  • Develop a purchasing policy reference guide to ensure that minority, women, and LGBTQ+ owned businesses are given the opportunity to provide Wyman with products and services at competitive prices.

 

Wyman's DEI Word Bank

We invite you to join us on our personal and professional journeys to be anti-racist, equitable, and inclusive. We encourage you to:

  • Use the word. Find a way to use the term as it is defined.
  • Share the word. Share, with at least one person, the word and its definition.
  • Practice the behavior of the word. How can you practice behaviors aligned with a positive word (such as being inclusive) or interrupt yourself practicing a less desirable behavior (such as being exclusive)?

 

Antiracist: One who is supporting the idea that racial groups are equals and none needs developing, and is supporting policy that reduces racial inequity. Being an antiracist requires persistent self-awareness, constant self-criticism, and regular self-examination. (Source: How to be an Antiracist by Ibram X. Kendi)

 

Cultural Competence: The ability to understand, communicate with, and effectively interact with people across cultures. Grounded in the respect and appreciation of cultural differences, cultural competence is demonstrated in the attitudes, behaviors, practices, and policies of people, organizations, and systems.

 

Intersectionality: This term describes the ways in which race, class, gender, and other aspects of our identity “intersect” – overlap and interact – with one another, informing the way in which individuals simultaneously experience oppression and privilege in their daily lives interpersonally and systemically. Intersectionality promotes the idea that aspects of our identity do not work in a silo and provides a basis for understanding how these individual identity markers work with one another (Source: Center for the Study of Social Policy. Using an Anti-Racist Intersectional Frame at CSSP).

 

Social Identity: Our sense of who we are and our place in the world relative to our membership in a combination of social groups.

 

Unconscious Bias: A deeply held preference for or dislike of a given social group that typically operates below the level of conscious awareness and tends to influence one’s actions, decisions, and behaviors towards members of that group

 

Homophobia: The fear, hatred, discomfort with, or mistrust of people who are lesbian, gay, or bisexual. (Source: Planned Parenthood. What are homophobia and sexual orientation discrimination).

 

Transgender: An umbrella term for people whose gender identity differs from the sex they were assigned at birth. People under the transgender umbrella may describe themselves using one or more of a wide variety of terms (Source: GLAAD – GLAAD Media Reference Guide).

 

Equality: The effort to treat everyone the same or to ensure that everyone has access to the same opportunities. However, only working to achieve equality ignores historical and structural factors that benefit some social groups and disadvantages other social groups in ways that create differential starting points (Source: YWCA – Our Shared Language: Social Justice Glossary).

 

Equity: The effort to provide different levels of support based on an individual’s or group’s needs in order to achieve fairness in outcomes. Working to achieve equity acknowledges unequal starting places and the need to correct the imbalance (Source: YWCA – Our Shared Language: Social Justice Glossary).

 

Diversity: The overall mix of differences and similarities among all groups including but not limited to race, gender, class, age, sexual orientation, ethnicity, physical and mental abilities, national origin, veteran status, religion/spiritual beliefs, education, occupation, personality characteristics.

 

Inclusion: The extent to which cultural and social processes within a community allow for all groups to utilize their full potential and access the full benefits of community membership…If diversity is the mix, then inclusion is about making the mix work – it reflects the ability of leaders to create an environment, through their own behavior and through the establishment of policies, practices, and procedures, where people are comfortable showing up as themselves; are valued and respected; and experience being fully at the table (Source: The Center for the Study of Social Policy).