Diversity & Inclusion Strategy


Tom Vandenberk "Our diversity initiative has absolutely transformed our agency. I have finally found a very meaningful way to discuss important issues with staff with a whole new insight into fully seeing people pursue their best."  -Tom Vanden Berk, President & CEO, UCAN

UCAN's multi-faceted approach to Diversity & Inclusion is built on four key ingredients that we believe are the foundation for a culturally proficient agency:  leadership commitment, diverse representation at all levels, community engagement, and open, honest and respectful communication.  

 

UCAN's Diversity & Inclusion goals are:

  1. To increase visibility of and engagement in diversity initiatives throughout UCAN
  2. To integrate diversity and cultural proficiency into client services
  3. To recruit, train, develop and retain a diverse and culturally proficient workforce
  4. To increase external visibility of UCAN's Diversity & Inclusion commitment, strengthening UCAN's reputation and external partnerships 

The nine components of our strategy are as follows:

  • Leadership commitment: UCAN's Senior Leadership Team owns and leads our Diversity & Inclusion efforts.  This starts with CEO commitment, which includes establishment of an EVP of Diversity position, development of annual Diversity & Inclusion goals in the agency's strategic plan (each with a senior leadership team sponsor), and continual analysis of employee diversity numbers.
  • Board involvement: Diversity & Inclusion is placed at the forefront of board activities, and a concerted effort has been made to increase the diversity of board members.  We are proud to be governed by a Board which is minority-led.
  • Supplier diversity: UCAN aims to build greater financial and advocacy support from diverse community leaders, and seeks to increase the number of and percentage of spend with women and minority-owned business partners.
  • Community engagement:  UCAN has formed a Diversity Advisory Board, comprised of external leaders from the business, civic, foundation and advocacy communities.  UCAN also works to advocate and promote diversity & inclusion at other service organizations and with our partners. 
  • Employee engagement and development: UCAN has integrated Diversity & Inclusion efforts into recruitment efforts, new employee orientation, training plans and performance reviews.  Staff members are equipped to manage cross-culture/gender relationships, and venues are created to allow employees to have open dialogue.
  • Diversity & Inclusion committee: Formed based on UCAN's commitment to value and lead Diversity & Inclusion in a substantive, consistent manner, this internal employee committee has two goals:  First, to keep Diversity & Inclusion visible and top of mind, and second, to drive agency-wide initiatives such as employee self-assessments and training plans.
  • Agency Assessment: First conducted in 2005, the results of this regular survey help shape UCAN's strategic plan and inspire agency-wide initiatives.  Surveys have also been done in 2007 and 2010.
  • Client Programming: Diversity & Inclusion integration plans have been tailored for each of our programs, and UCAN regularly solicits client and alumni input and recommendations.
  • Affinity Groups: UCAN proudly supports six employee affinity groups, which are self-initiated, voluntary, internal groups formed by employees who have similar interests or characteristics.  These groups provide members with support and the voice to influence agency goals and objectives. 
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