Anti-Racism, Anti-Oppression and Multicultural Awareness. The Congregation and the Minister affirm our mutual commitment to address the systemic prejudices and biases found within all parts of society by, among other things, working to ensure that the Minister(s), members of the Congregation, and staff are trained to understand, welcome and better serve a multiracial, multiethnic, increasingly diverse community and enhance the ability of each individual to live our values of justice, equity, and interdependence.
Anti-Racism, Anti-Oppression and Multicultural Awareness. In engaging in this critically important work, the Congregation may begin by examining its own policies and practices that have hindered living our Unitarian Universalist values. Such an examination might include an analysis of lessons learned from past efforts to become more equitable and diverse, a review of Congregational hiring decisions, development of hiring practices, and procedures for mitigating bias, and a commitment to increase the capacity of all staff and leaders to serve a diverse Congregation with emotional intelligence, cross- cultural humility, and equity. Various resources are available through the UUA including Congregational Life staff and the Multicultural Growth and Witness Office. In addition, the congregation should explore resources available in the broader community particularly communities of color or other historically marginalized groups. identities, the congregation understands that the minister must be free to determine the extent to which they are called to lead in dismantling injustices in which the minister holds a target identity.6
Anti-Racism, Anti-Oppression and Multicultural Awareness. The Board and the Minister commit to addressing the systemic prejudices and biases found within all parts of society. This work includes ensuring that the Minister(s), staff, and members are trained to understand, welcome, and better serve an increasingly diverse community. The Board and Interim Minister will continually address the ways that systems of oppression within and beyond our Congregation are perpetuated and agree to collaborate on a joint process of reflection to ensure progress. This includes, but is not limited to, the ways in which the characteristics of dominant cultures live in our practices, systems, procedures, and lives. When congregations hire ministers who themselves hold historically or currently marginalized identities, the minister will be free to determine the extent to which they are called to lead in dismantling injustices related to the minister's own identities. Historically and currently marginalized identities include, but are not limited to, those held by Black, indigenous, and people of color, people who are trans, genderqueer, or nonbinary; LGBTQ people; women; fat people; poor and working class people; neurodivergent people; people living with disabilities; and many others. The Congregation may begin by examining its own policies and practices that have hindered living our Unitarian Universalist values. This might include an analysis of lessons learned from past efforts to become more equitable and diverse, a review of Congregational hiring decisions, development of hiring practices and procedures for mitigating bias, and a commitment to increase the capacity of all staff and leaders to serve a diverse Congregation with emotional intelligence and cultural competence. Resources are available through the UUA Congregational Life staff. The congregation should also explore local resources, particularly those from communities of color or other historically marginalized groups.
Anti-Racism, Anti-Oppression and Multicultural Awareness. The Congregation and the Interim Minister are committed to understanding the ways systems of oppression within and beyond our Congregation are perpetuated and agree to collaborate on the development of a joint process of reflection and growth to ensure progress. This includes, but is not limited to, the ways in which the characteristics of dominant cultures live in our practices, systems procedures, and our very lives.5
Anti-Racism, Anti-Oppression and Multicultural Awareness. In engaging in this critically important work, the Congregation may begin by examining its own policies and practices that have hindered living our Unitarian Universalist values. Such an examination might include an analysis of lessons learned from past efforts to become more equitable and diverse, a review of Congregational hiring decisions, development of hiring practices, and procedures for mitigating bias, and a commitment to increase the capacity of all staff and leaders to serve a diverse Congregation with currently marginalized identities, the congregation understands that the minister must be free to determine the extent to which they are called to lead in dismantling injustices in which the minister holds a target identity.5
Anti-Racism, Anti-Oppression and Multicultural Awareness. The Congregation and the Minister commit to addressing the systemic prejudices and biases found within all parts of society. This work includes ensuring that the Minister(s), staff, and members are trained to understand, welcome, and better serve an increasingly diverse community. The Board and Minister(s) will continually address the ways that systems of oppression within and beyond our Congregation are perpetuated and agree to collaborate on a joint process of reflection to ensure progress. This includes, but is not limited to, the ways in which the characteristics of dominant cultures live in our practices, systems, procedures, and lives. When congregations call ministers who themselves hold historically or currently marginalized identities, the minister will be free to determine the extent to which they are called to lead in dismantling injustices related to the minister's own identities.
Anti-Racism, Anti-Oppression and Multicultural Awareness. In engaging in this critically important work, the Congregation may begin by examining its own policies and practices that have hindered living our Unitarian Universalist values. Such an examination might include an analysis of lessons learned from past efforts to become more equitable and diverse, a review of Congregational hiring decisions, development of hiring practices, and procedures for mitigating bias, and a commitment to increase the capacity of all staff and leaders to serve a diverse Congregation with emotional intelligence, cross-cultural humility, and equity. Various resources are available through the UUA including Congregational Life staff and the Multicultural Growth and Witness Office. In conducting this self-analysis, the congregation is encouraged to explore resources available in the broader community particularly within communities of color or other historically marginalized groups. In conversation with congregational leadership, the Interim Minister will determine the role they wish to play in addressing injustices where they, themselves, hold a target identity. Historically and currently marginalized identities include, but are not limited to, those held by people of color, people who are trans or genderqueer, LGBTQ people, women, poor and working-class people, people living with disabilities and many others. be a factor in any conflict. The Board and Interim Minister will be guided by our Unitarian Universalist Principles and will hold themselves accountable to our shared values. To help create a path forward, the Board or Interim Minister may seek an outside facilitator from the UUA or other mutually agreeable organization.6
Anti-Racism, Anti-Oppression and Multicultural Awareness. The Congregation and the Minister affirm our mutual commitment to address the systemic prejudices and biases found within all parts of society by, among other things, working to ensure that the Minister(s), members of the Congregation, and staff are trained to understand, welcome and better serve a multiracial, multiethnic, increasingly diverse community and enhance the ability of each individual to live our values of justice, equity, and interdependence. The Board and Minister(s) are committed to an ongoing process to address the ways systems of oppression within and beyond our Congregation are perpetuated and agree to collaborate on the development of a joint process of reflection and growth to ensure progress. This includes, but is not limited to, the ways in which the characteristics of dominant cultures live in our practices, systems procedures, and our very lives.5 When congregations call ministers who themselves hold historically or currently marginalized identities, the congregation understands that the minister must be free to determine the extent to which they are called to lead in dismantling injustices in which the minister holds a target identity.6
Anti-Racism, Anti-Oppression and Multicultural Awareness. The Congregation and the Minister affirm our mutual commitment to address the systemic prejudices and biases found within all parts of society by, among other things, working to ensure that the Minister(s), all members of the Congregation and staff are trained to understand, welcome and better serve a multiracial, multiethnic, increasingly diverse community and enhance the ability of each individual to live our values of justice, equity, and interdependence. The Board and Minister(s) are committed to an ongoing process to address the ways systems of oppression within and beyond our Congregation are perpetuated and agree to collaborate on the development of a joint process of reflection and growth to ensure progress.
Anti-Racism, Anti-Oppression and Multicultural Awareness. In engaging in this critically important work, the Congregation may begin by examining its own policies and practices that have hindered living our Unitarian Universalist values. Such an examination might include an analysis of lessons learned from past efforts to become more equitable and diverse, a review of Congregational hiring decisions, development of hiring practices, and procedures for mitigating bias, and a commitment to increase the capacity of all staff and leaders to serve a diverse Congregation with emotional intelligence, cross- cultural humility, and equity. Various resources are available through the UUA including Congregational Life staff and the Multicultural Growth and Witness Office. In addition, the congregation should explore resources available in the broader community particularly communities of color or other historically marginalized groups.
