Over the past several years, we have seen a myriad of headlines around the issues of Diversity, Equity, Inclusion and Belonging (DEIB). But DEIB is more than just a headline or something to debate. It should be a core component of how we operate – as organizations and as communities.
As we continue our efforts to create a more inclusive, equitable environment for our staff and the community we serve, we have entered into a partnership with True Empowering to create a DEIB Strategic Plan. Over the last several months, our staff and leadership have worked alongside Dr. Tyrone Bates and his team to identify areas of strength and opportunity. We then brought together a diverse steering committee with representatives from all across our family of organizations to define our vision, set goals and develop a comprehensive plan for achieving them.
Our DEIB Strategic Plan focuses on five key areas: Perception of Safety and Belonging, Reducing Discrimination and Microaggressions, Community Internships and Apprenticeships, Improving Trust Perception, and Team Recognition and Celebration. Each of these areas of focus is based on feedback gathered through surveys and listening sessions with staff. Together, we believe the goals we have established within these areas will lay the foundation for growth and change across our organization.
Our overarching goal is to ensure that Wyandot BHN remains a place where everyone—staff, partners, and those we serve—feels a deep sense of belonging and trust. Through targeted initiatives such as anti-discrimination training, transparent communication, clear reporting and feedback systems and internship opportunities for young people from diverse backgrounds, we aim to reduce barriers and foster a culture of inclusivity and respect.
While our DEIB Strategic Plan will guide us in concrete terms throughout the next 3 years, I believe it will also lay the groundwork for sustainable and lasting change that will extend far beyond 2027.
