FRIENDS DREI Workgroup
What is FRIENDS DREI Workgroup?
FRIENDS Diversity, Racial Equity, and Inclusion Workgroup
FRIENDS Staff and PAC members formed a workgroup to address Diversity, Racial Equity, and Inclusion (DREI) in September 2021. It was created as a catalyst to move DREI work forward within FRIENDS and to join the national movement of embracing cultural diversity. Through the Workgroup, we hope to share information and facilitate conversations that will support a culture of affirmation, acceptance, and appreciation of all individuals from every background and ethnicity. Our values and principles are grounded in our commitment to diversity, equity, and inclusion, and is informed by our ongoing journey of learning, which is enlightened by those with perspectives and lived experiences, and expertise of our staff, parents, partners, and the communities we serve.
Mission
The DREI workgroup strives to advance equity for all by learning, educating, and celebrating diversity and inclusiveness. Racial equity, cultural diversity, and inclusion are core values in our collaborative work to strengthen families and promote community well-being. We aim to acknowledge the pain of historical trauma and intentionally focus our actions to support an environment of inclusion, recognizing our differences and our similarities in race, culture, sex/gender, age, identity, religion, experience, and disabilities.
Vision
We envision fostering positive environments where all staff, parent leaders, and local, state, and federal partners are welcomed, validated, and inspired to lead and spread awareness that will impact generations to come.
Socio-Ecological Model of FRIENDS Work with Anti-Racism
Inspired by the Center for the Study of Social Policy, FRIENDS’ DREI Workgroup utilizes the socio-ecological model to examine antiracism work at the personal, organizational/institutional and systems levels.
- Individual and Intra/Interpersonal Level: The journey starts at the personal level, with individuals committed to the work. To make progress, each individual must commit to learn, reflect, and grow continually. Individuals apply what they have learned about themselves in ways that encourage and support others. For those on the DREI journey, there will be an impact on their role, their relationships, and their work at the organization. Interpersonal interactions are characterized by an appreciation for each person’s unique identity, experiences, and perspectives.
- Organizational/Institutional Level: Organizations grow and advance DREI over time, making this process a journey. More than just individuals changing their thoughts and behaviors, the whole organization must address its processes, strategies, and culture to embed DREI fully. As the organization deepens its competence in DREI, it will expand its focus beyond internal work into deeper systems change.
- Systems Level: The organization’s work happens within systems, whether it is the neighborhood, the community of like-minded practitioners, or the fields in which the work happens–such as education, child welfare, or healthcare. How the organization engages in these systems, the philosophies and models used with stakeholders, and the relationships and contracts with other organizations and governmental entities all offer space to practice DREI and work towards more profound change. As the number of competent and committed DREI organizations increases, the opportunities for systems change will do the same.