Chair: Maricela de Rivera
Diversity, Equity and Inclusion (DEI)
Adapted from the AAUW CA 2023-2027 Strategic Plan
Tobi Balma
DEI is very important to AAUW. It appears to be under threat in the upcoming administration. AAUW CA has a 2024-2027 Strategic Plan. While this is a state strategic plan, it is important to the maintenance and growth of our branch that we incorporate the goals of the state plan in our programing, meetings, interest groups and projects, including an action component. We want a diverse membership that is equitable and where members feel included.
We are doing a good job, but we can always do better! We need to consider all modalities/areas of diversity, including but not limited to age, generation, ability, faith, sexual and gender identity, language, as well as race/ethnicity.
AAUW California is a membership-based organization with approximately 9000members, united to promote education and equity for women and girls. The current membership is primarily composed of white women over the age of 65. Declining membership is an issue, as is finding leaders within branches and the state organization.
The state DEI Committee wants to have an inclusive and diverse organization that attracts younger generations, as they tend to bring in more diversity. Our work to secure rights and a better life for women is far from over, and that work cannot be accomplished without becoming more diverse and inclusive We envision a day when equity is embedded in all that we do as AAUW members and branches.
The state DEI Vision is to build an empathetic, supportive, and inclusive environment for the present and sustainable future of AAUW California and its branches. The state DEI Mission is to increase the growth, diversity, and relevance of branch membership, activities, outreach, and collaboration with othersThe hope is that branches will focus on increasing accessibility for all to participate as well as strengthening the connection between programs and the AAUW Mission. It is hoped that increasing knowledge and awareness of DEI practices will allow members and branches to create welcoming spaces of belonging for all.
AAUW Long Beach fully supports AAUW’s mission of “advancing equity for women and girls through advocacy, education and research.” The branch also fully supports AAUW’s Diversity Statement: “In principle and practice, AAUW values and seeks a diverse membership. There shall be no barriers to full participation in this organization on the basis of gender, race, creed, age sexual orientation, national origin, or disability.”
We also support AAUW’s commitment to educate our members about Diversity, Equity and Inclusion (DEI). We invite you to explore AAUW’s DEI Toolkit, including Key Terms and Concepts
AAUW Long Beach is committed to diversity & inclusion in all their forms. This living document contains resources for members and the community at large to learn, unlearn, question, and grow. If you would like to recommend additions to this list, please email aauwlongbeach@gmail.com.
From the toolkit:
”AAUW seeks to promote inclusion and awareness for all members to create an equitable, sustainable and inclusive membership reflective of today’s world.
We recognize the need to attract and retain members and to celebrate the diversity that all individuals bring. Members of AAUW have long raised awareness through their impactful initiatives, programs and research.
AAUW is dedicated to helping members become more comfortable sharing their perspectives outside of diversity trainings and to address diversity, equity and inclusion (DEI) in all aspects of their work and lives. We seek to encourage ongoing dialogue that will inspire all members to bring these values to their personal and professional interactions. Within AAUW, our goal is to turn these conversations into actionable goals and strategies for each branch. We seek to help members understand how inclusion factors into every decision made in the branch and in their lives. AAUW hopes to bring inclusion to the workplace, including transparent advancement and opportunities for development.
The AAUW Diversity, Equity and Inclusion (DEI) resources aim to identify best practices for promoting diversity, equity and inclusion within AAUW. These resources present guidelines for how AAUW branches, national members, student members and individual members can demonstrate an understanding of AAUW’s mission, values, goals and strategic plan. It is meant to start the inclusion conversation. We encourage all members to seek ways to incorporate inclusive practices into their branches and daily life.“
LBGTQIA2S+ and Gender Justice
AAUW of Oregon held two exceptional programs on Gender Justice in January and February 2024. They have generously agreed to share these programs with us. The presenter was Emily Evans, principal in Emily Evans Consulting Practice (https://www.evanspractice.com/), who has dedicated her career to unearthing and dismantling the many ways gender injustice harms us all. The links are below:
Gender Justice: The Basics : basic definitions of gender, myths, and allyship possibilities in helping make the world more equitable for all
Gender Justice: Continuing the Conversation : concepts from the first session and then expands on the information.
LGBTQIA2S+ Definitions
Power & Privilege Exercise Wheel
Emily’s Slide Deck
GLAAD Media Reference Guide
LGBTQ-Inclusive Dos & Don’ts
Diversity Branch Program
September 10, 2022
Dr. Sharifa Batts
Dr. Sharifa Batts
We were thrilled to have our very own member, Dr. Sharifa Batts, serve as speaker for our meeting. Dr. Batts currently serves as Vice President of Safety and Environment at Ports America and oversees operations in the Port of Los Angeles and across the United States. She holds a Doctor of Business Administration degree from the Pepperdine Graziadio Business School.
A native of Long Beach, Dr. Batts has been very involved with the LBUSD schools and the Long Beach community for over 20 years. Promoting excellence and equity have been important themes in her professional and community work. Dr. Batts discussed how AAUW can evolve and become a more inclusive organization with intentional recruiting. She shared aspects of her research that relate to women’s equity and our branch goals. View her presentation HERE.