Goosefoot Chooses Renewal, Not Retreat

Announcing a Shift in our Diversity, Equity & Inclusion Work

Reflecting on what it means to recommit ourselves has also made us consider ways that we might do things differently. As ARTF strategized its next steps, a member came across a 1/1/2025 blog titled “Reframing, Rebranding, but not Retreating on DEI” by The Inclusion Firm. Here are the passages that made the most impact on the group:

For us, operationalizing DEI means embedding inclusive principles and equity-focused learnings into every aspect of an organization’s operations. This involves developing actionable strategies, modernizing engagement and philanthropic practices, creating practical toolkits, and providing ongoing training. It’s about applying an equitable lens to decision-making and policies, modeling behavior change, and aligning values across the board.

One common hurdle for organizations struggling with DEI is treating it as an “add-on” activity or a stand-alone agenda item. When DEI is siloed instead of integrated into the core of organizational processes and fundraising campaigns, it fails to achieve meaningful, measurable outcomes.

An idea began to form. First, we decided we wanted to add “Justice” to DEI, making the acronym “JEDI,” in order to convey our commitment to upholding justice as an essential component in working to dismantle all forms of discrimination. Then we considered how we might better integrate our collective responsibility for JEDI work into our internal operations. Recognizing the important role board committees play in the oversight of and decision-making within non-profit organizations, we recommended that each of our committees—Executive, Finance/Operations, Charitable Giving, and Programs/Communications—assign a member to be responsible for centering JEDI (which very much includes accessibility) into all aspects of that committee’s activities. This would mean that whatever is being considered—whether policies, programs, or financial decisions—JEDI principles would be a central part of the discussions.

At their May meeting, the Goosefoot Board of Directors wholeheartedly endorsed this action, agreeing that this was a good way to better integrate our JEDI efforts into the core of our organizational processes and decision-making. There was also strong agreement that the board and staff would continue to educate ourselves individually and on an organizational level through shared readings and videos, trainings, and field trips to places like the Hibulb Cultural Center. We look forward to keeping you posted on this new trajectory of our work!