Common use of Anti-Racism, Anti-Oppression and Multicultural Awareness Clause in Contracts

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. 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 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 Minister(s) 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 call 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.