Diversity, Equity, and Inclusion Statement

Believing that the wide array of perspectives resulting from diversity and inclusion allows all organizations to be more effective and recognizing that Children’s Law Center of Minnesota (“CLC”) serves a diverse community, CLC is committed to promoting diversity and inclusion. CLC is also dedicated to greater diversity and inclusion within its own organization and provides equal opportunity to people of all races, ethnicities, religions, genders, sexual orientations, gender identifications, abilities, incomes, marital statutes, ages, geographic locations, philosophies, and veteran statuses in all levels of staff and governance.

Diversity Principles

The principles and practices outlined here are not meant to be prescriptive; rather they represent a collective, affirmative effort to lift our organization to a higher standard of operating practice.

Our Principles: CLC seeks to embrace the following principles intended to promote diversity as a matter of fairness and effectiveness in our organization with the persons, organizations and governmental agencies with whom CLC interacts.

Mutual Respect:  Within the parameters of CLC’s core values and bylaws, we are committed to diversity, equity, and inclusion; and we fundamentally value and respect experiences that are different from our own.

Knowledge and Creativity:  By increasing diversity, equity, and inclusion, CLC believes it will access more expansive and varied ideas, information, and perspectives, making us more creative, informed, and effective.

Strategic Approach: To achieve our aims, we believe it is necessary to be strategic and intentional in formalizing and pursuing meaningful diversity goals as central aspects of our governance and programming.

Transparency: CLC believes it has a responsibility to society and our sector to achieve our goals with honesty and transparency, regularly reporting progress and lessons learned along the way.

Promising Practices: We seek to advance CLC’s effectiveness by implementing diversity practices – including periodic self-assessments of board and staff appointments, grantmaking and contracting that better enable CLC’s leadership to identify and act on strategic opportunities to increase the inclusivity and public problem-solving leadership of the organization.  Following are exemplary practices CLC will seek to implement:

• Internal Diversity Assessments: Conducting periodic assessments of board and staff appointments, grantmaking, and contracting to help institutional leaders identify priorities, recognize strategic opportunities, and enhance their diversity performance.
• Diversity Plans: Developing and implementing diversity plans to help our leaders design specific and concrete steps to expand representation and engagement from diverse communities in their mission and work.
• Field Development and Coordination: Supporting more integrated and coordinated planning, investment, and action to expand the field’s overall capacity for change.
• Peer Support: Building peer networks, both formal and informal, to help individuals, their institutions, and the larger field achieve greater diversity.
• Periodic Progress Reporting: Tracking progress, communicating accomplishments, and sharing lessons learned to establish performance benchmarks and enhance transparency and accountability.
• Public Leadership: Exercising visible leadership by encouraging others to join, publicly promoting the benefits of diversity, and identifying new strategies that lead to greater effectiveness.