Guiding Principles for Diversity, Inclusion, and Cultural Competency at the Amherst H. Wilder Foundation

The Wilder Foundation will deliver on its mission with a diverse, inclusive, and culturally competent workforce that provides effective service to persons of all cultures and backgrounds. This will be achieved when those who contribute to Wilder’s mission can:
  • adapt their thinking and behavior to see and accept the differences that exist because of the varied life experiences that each person brings.
  • challenge and grow in awareness about their own social groups and biases.
  • handle intercultural conflict and address insensitive behaviors.
  • have access to resources and opportunities that advance their professional growth.
  • communicate with trust and respect toward others inside and outside of the Foundation. feel encouraged and supported, with their culture seen as “value added”.
These guiding principles reflect Wilder’s intentions and commitment to be a diverse, inclusive, and culturally competent organization in the roles outlined below. We use these principles as a guide for how we operate in the community.

As a service provider:

  • The cultural experience of those served will be respected, valued, and used in meeting their needs.
  • The diversity of those served will be considered in improving the effectiveness of the entire organization.
  • We review the situations and circumstances of those who lack access or are from new, different or underserved groups, and make changes to service delivery to respond to those not currently served.

As an employer:

  • The cultural experience and diversity of employees is respected, valued and leveraged in providing responsive, innovative and effective service.
  • The organization regularly reviews employment policies and practices to maintain compliance with laws and regulations and to reflect alignment with Wilder’s principles and goals for diversity, inclusion and cultural competence.
  • Employees are respectful of each other and understand that harassment, discrimination and intolerance are not accepted in our workplace.
  • Employees of all backgrounds have access, formal support, and opportunity for growth and advancement.
  • Employees reflect the demographics of the greater St. Paul area and those being served.
  • Employees have opportunity for continuous learning about cultural competence and inclusiveness, and will be provided with resources and support to help them feel comfortable in expressing their own culture as well as understanding and engaging with other cultures.

As a community participant:

  • The Foundation is a part of the diverse fabric of the community and will be an engaged community based organization.
  • The Foundation shares with the larger community how it is doing related to internal diversity, inclusion, and cultural competency efforts.
  • The Foundation uses its stature and resources to visibly promote and support diversity, inclusion, and cultural competency.

As an economic entity:

  • The Foundation promotes the inclusion of businesses owned by people of color, persons with disabilities and/or women in its purchases of outside services/materials/consulting and contracts.
  • The Foundation regularly assesses the economic impact of Foundation policies on its lowest paid employees.
  • The Foundation regularly assess how of the use of its resources can help to meet the needs of a diverse community.
  • The Foundation enlists donors, volunteers, and others who have the capacity to give and support the Foundation in its work with diverse communities.
 

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