Statement on
Cultural Equity
& Inclusion
Our Perspective
Cultural Equity and Inclusion is an active and dynamic process. Greetings from South L.A. is engaged in advocating for and distributing resources with the students, parents, educators, and artists of the community we serve.
Action Plan
We believe that in order to genuinely address cultural equity and inclusion it is important to address the need for systemic change. We strive to incorporate tools that serve our commitment to cultural equity and inclusion by allocating time, energy and resources that develop diverse leadership within our board, staff, and advisory bodies.
Board and Governance
In order to improve the cultural leadership pipeline, we aim to create and support programs and policies that foster leadership that reflects the woven fabric of the Los Angeles landscape.
We will promote practices that consider education, race/ethnicity, gender, sexual orientation, national origin, age, disability status, religion, class, and indigenous heritage to inform board member recruitment and retainment.
We will create frameworks for board member contribution strategies that include valuation assessments of in-kind and connection-making contributions in lieu of cash board dues, providing pathways for board member service from individuals from diverse socio-economic backgrounds who are committed to the mission and vision of our organization.
Programming
Our commitment is to provide informed, authentic programming that informs cultural equity and inclusion. Greetings from South LA strives to pursue cultural mindfulness throughout our organization. It is imperative and that our teaching, learning, and those formal genuine policies are embedded within the structure of the organization.
Staffing
Our commitment is to develop job description language and hiring practices that actively overcome barriers that discourage application submissions from a diverse applicant pool in terms of education, race/ethnicity, gender, sexual orientation, national origin, age, disability status, religion, class, and indigenous heritage. We will assess organizational culture to check for and address dynamics and conditions that could hinder welcoming a diverse workforce. Once established, we will provide ongoing anti-racism, bias and cultural competency training for staff and incorporate learnings into Greetings from South L.A’s everyday organizational practices. Finally, or goal is to establish frameworks for constructive dialogue regarding identity, equity, diversity, inclusion, and access.
