Belonging and Inclusion Task Force Recommendations by Gamma Phi Beta Sorority

BELONGING AND INCLUSION TASK FORCE RECOMMENDATIONS Submitted: October 9, 2019

EXECUTIVE SUMMARY The Belonging and Inclusion Task Force began working in early 2019 to provide detailed recommendations to International Council based on data, research, and member experiences. The diverse makeup of the task force was inclusive of Gamma Phi Betas, two members of other NPC organizations, and one NIC fraternity member who also works as a staff member at International Headquarters. The charge for the task force was to recommend a strategy to increase members' competency and Sorority practices related to diversity, belonging, and inclusion. The recommendations in the following report are made based on our experiences and professional learning, listening tour results, individual appointments made to discuss the topic, as well as our general knowledge of current sorority culture, practices, policies, and relationships. In January 2019, the task force began hosting monthly conference calls. Using the charge as a guide, the task force reviewed the following resources: results of surveys, sisterhood demographic data, current Sorority policies and practices, and relevant articles related to diversity, higher education trends and adjusted undergraduate makeup, diversity and belonging, social justice materials, and member insights. In January, it was also determined that there is a desire to provide an opportunity for member feedback, and to address that need, a listening tour was selected as a way to collect qualitative/ethnographic data. In February, Co-Chairs Victoria Lopez-Herrera and Maribeth Flakes met in Boston to determine the framework of the task force and the next steps for the same. Small group teams were created and assigned tasks. One team was assigned to audit current statements and definitions existing within Gamma Phi Beta and work on creating working terms of diversity and inclusion for the task force, the other team worked on creating questions, scripts, and scheduling for a listening tour. A listening tour was advertised via email to members from International Headquarters. Members of the task force led 6 listening tour sessions for members who registered, 57 people participated in those 6 tours. A listening tour was facilitated for staff by a member of the task force, and parts of the listening tour were facilitated by the Co-Chairs with members of the International Council. In June, members of the task force attended the Real Leadership Institute for volunteers and were able to share the charge of the task force with many interested volunteers as well as actively participate in the Institute. At the conclusion of RLI members of the task force stayed in Colorado for an extremely productive meeting at International Headquarters. After the in-person meeting, task force members worked in pairs in each of the framework areas for final edits on recommendations. All recommendations were guided by two primary theoretical models (Appendix A). The task force used a 4-part framework to organize recommendations: Knowledge: Defined as “what do we know and what can we learn.” Relationships: Defined as “who do we connect with and how can we build new relationships.” Research: - Defined as “how can we gather reliable and insightful data” and/or how can we implement a robust, systematic and holistic program of data collection to ensure that actions and programming around belonging and inclusion are supported by reliable data about our membership and workforce. 2

Communication: What can we communicate to connect with, learn from, and advance the collective aims of the fraternal experience, as it relates to belonging and inclusion. The Belonging and Inclusion task force presents three initial recommendations that can be enacted quickly to establish a sense of disciplined effort, diligent attention, urgency, transparency, structure, and a long-term commitment to this work: 1. Distribute this document widely and without delay. Share recommendations with the membership, staff, and key stakeholders of Gamma Phi Beta. This document should be made easily accessible via various methods. 2. Establish a structured system of accountability, motivation, and collaboration within the Sorority to ensure a continual commitment to the forward progress of this work. The task force recognizes these recommendations are not a one-time, short-term, or limited scope solution. This meaningful work will require commitment and assistance from all parts of the Sorority for many years to come. 3. International Council makes belonging, equity, diversity, and inclusion a key organizational priority in the next strategic plan of the Sorority. Belonging is something the task force feels is crucial. Krys Burnette of August Consulting states, “Belonging is the outcome of holding space where everyone truly feels empowered to speak up, make change, and shift the culture.” Throughout the work of the task force, there have been many people interested in participating in this work. Collegiate members, alumnae, volunteers, staff, as well as members from outside organizations have expressed a vested and earnest interest in the work Gamma Phi Beta is doing. We recognize that changing culture takes time and intentional effort. It is our earnest hope that, perhaps, 5 years from now Gamma Phi Beta will be working within a multi-year approach that works within all aspects of the Sorority. Without malintent, our current way of being has intentionally excluded and hurt people, including our current members, and acknowledgment of that will be important for Gamma Phi Beta to move forward in our strategic planning process to create a more diverse, equitable, and inclusive sisterhood. The following recommendations are submitted to International Council for consideration and endorsement. Respectfully, Maribeth Flakes, Co-Chair, Epsilon Eta Chapter Victoria Lopez-Herrera, Co-Chair, Alumnae Initiate Dexter Busch-Scott, Beta Theta Pi Fraternity Kasey Jordan, Sigma Sigma Sigma Sorority Lynnette Phillips, Alpha Beta Chapter Kelsi Wall, Alpha Lambda Chapter Cori Wallace, Delta Gamma Fraternity Rachel Ward, Zeta Lambda Chapter

BELONGING AND INCLUSION TASK FORCE RECOMMENDATIONS Throughout this document, the Belonging and Inclusion task force will be referred to as “BIT”. The group of terms “Belonging, Equity, Diversity, and Inclusion” will be referenced as “BEDI”.

KNOWLEDGE Evaluate and expand the knowledge within Gamma Phi Beta to create integrated and sustainable practices that become part of the culture of the Sorority. Knowledge is defined as, but not limited to, policies, procedures, resources, education, and training. Review of current knowledge We recognize work is already being done in this area. To deepen existing knowledge, we recommend the following actions be taken: ● Develop and execute a document/curriculum/ritual and program/policy audit of language, alignment, and strategic direction of One Gamma Phi Beta to ensure our work product and policy language is contributory and reflective of the inclusion of all members and staff. ○ Example: The FMC mission is, “To ensure safe, inviting Gamma Phi Beta facilities”. How are the terms “safe” and “inviting” interpreted and actualized by the three entities of the Sorority? How are these terms interpreted by different members and staff? The term “safe” could be interpreted differently when looking at it from a facility perspective, as a woman of color or a gender non-conforming member. ● Benchmark and evaluate the International Headquarters workplace environment and staffing structure to remain attractive and relevant as an employer to aggressively and consistently meet and exceed current and future workforce expectations. Specifically: ○ Review future trends in higher education, the workforce forecast, and workplace environments to inform changes. See attached: ASAE Drivers of Change. ○ Survey other fraternal organizations and non-profit management associations to explore virtual/remote employment, workplace environments, and IT infrastructure. ○ Explore the feasibility of shared human resources where multiple groups pay into an FTE, consultant, or contract work. ● Evaluate the opportunities to create a meaningful workforce experience that is inclusive and establishes a sense of belonging. Specifically: ○ Create targeted strategies and practices to attract, recruit and retain a diverse workforce. ○ Review financial and practical accessibility to volunteer roles, experiences, and events. To include communication, costs associated with high levels of volunteering, and participation in Sorority events. ○ Review current employee resources and how they can be leveraged to create virtual working experiences and enhance the productivity of the Sorority. 4

○ Identify key elements of the workforce culture that could be a barrier to creating an experience that is inclusive and establishes a sense of belonging. ● Assess, address, and ultimately expand the accessibility of Gamma Phi Beta to provide connective resources to differently-abled, multi-lingual members and volunteers. Specifically: ○ All communication from the Sorority (print, online, video, social media, etc.) should include various accommodations for persons with disabilities. ie. caption all videos, voice-overs, large font, resources to access assistive technology for members. ○ Review the accessibility of all Sorority facilities and events. Provide recommendations for improvements or changes. ○ Provide access to request assistive technology and services at Sorority events (sign language, captioning, ramps, larger font size on PPT, etc.) ● Assess and expand the current integration of BEDI in training and education (materials, curriculum, visuals, presenters, etc.) provided by Gamma Phi Beta and guests. Specifically: ○ Ensure a diverse representation of facilitators, keynote speakers, presenters, etc at Gamma Phi Beta events and in all materials (ex. Fidelity, PPTs, print). ○ Include a statement for all speakers, presenters, and facilitators to acknowledge Gamma Phi Beta’s expectations of diverse and inclusive programming. ○ Add the metric for Extension: The campus climate and institutional priorities are congruent with Gamma Phi Beta's commitment to BEDI (i.e. Hispanic Serving Institution). ○ Create additional chapter resources focused on BEDI. ○ Provide instructions/guidelines for inclusive language in training, curriculum, keynote speakers, PPTs, etc. (examples- ACPA, NASPA, etc.) ● Provide curated shared learning experience across the organization on various BEDI topics (Appendix B). Expansion of knowledge We have identified opportunities for growth and further exploration and recommend the following: ● Expand the use of the terminology “Belonging & Inclusion” to include “ Equity and Diversity”. Example: ○ Adopt a new model that is inclusive of Belonging, Equity, Diversity & Inclusion (BEDI). The BIT has referenced Krys Burnette of August Consulting (Appendix A). ● Create shared definitions for Belonging, Equity, Diversity, and Inclusion. ● Review the BIT strategy on a regular schedule with the workforce and volunteer corps. Specifically: o Annually review BIT strategy and progress at a meeting of each Board and incorporate it into the onboarding of leadership at the highest levels. ● Answer the question: Given the changing demographics of higher education, how do we shift the current NPC system of recruitment and retention to be more inclusive? ● Answer the question: What role do NPC, College Panhellenics, and Gamma Phi Beta play in creating and supporting diverse communities and chapters?

RELATIONSHIPS Leverage the relationships built in a true and constant fashion of Gamma Phi Beta to encompass a multilevel approach inclusive of collegiate members, alumnae members, volunteers, and hired workforce members. The following recommendations provide a framework to leverage relationships considering the socio-ecological model including individual, interpersonal, organizational, community, and public policy. Our efforts in this area have the following desired outcomes: 1. Incorporate strategies promoting a sense of belonging, equity, diversity and inclusion from Bid Day and beyond for the women of Gamma Phi Beta. 2. Influence the National Panhellenic Community to review existing and future approaches and act upon relevant change with a mindset of Belonging, Equity, Diversity, and Inclusion within the Fraternal System. Internal Relationships Strategies and tactics that directly impact members and staff should promote and sustain an environment and tangible experience of belonging and inclusion. ● Develop a multi-tiered approach to education and development of relationships at various member stages. ○ Potential New Member to Member ○ Active Collegiate to Alumnae ○ Alumnae to Leadership ● Establish an accountability partner to ensure the BEDI focused strategies and tactics are implemented and assessed. Specifically: ○ Create a BEDI Committee co-chaired by a staff member and volunteer that reports directly to International Council. ■ BEDI committee is charged with creating a work-plan each year based on IC endorsements. ■ BEDI committee establishes KPIs and milestones for progress. ■ Develop a Collegiate Chapter officer responsible for BEDI programming and education. ● Create a Scholarship in the name of a woman of color and/or other marginalized identities. ● Review existing practices related to Legacies and Recommendations in the member selection process. ○ The current practice and implied expectations of obtaining “recommendations” for Recruitment or being a “legacy” favor potential new members who already possess an understanding of the process. First-generation college students are more likely than not negatively impacted by these practices. ● Establish perpetual financial support for the professional and leadership development of volunteers, staff, and collegiate members in the areas of BEDI.

● Create systems and spaces (affinity groups) for women who identify with marginalized groups to gather virtually and at Gamma Phi Beta events. ● All appointing and nominating teams incorporate education, practice, and application of BEDI competencies. Establish the expectation that BEDI is discussed as part of the appointment/nomination process. External Relationships Strategies and tactics that strengthen the position of the Sorority within the fraternal system and positively impact members and staff. ● Identify potential partnerships with organizations or companies for consultant based work on BEDI. Organizations, like the Haas Institute (https://haasinstitute.berkeley.edu/), are within higher education but outside of the fraternal world and can offer greater depth and breadth of knowledge. ● Include in Gamma Phi Beta’s NPC strategy, a call for action by NPC to position the Conference and its members as Champions of BEDI. Specifically: ○ Propose a Chief Diversity Officer position within NPC ○ Ask NPC to further define the tactics it will use to support focused on encouraging diversity in the 2019-2022 Strategic Plan, thus developing accountability on a systemic level. The plan states, “Develop and support Panhellenic efforts to increase outreach to prospective members, with a focus on encouraging diversity in concert with changing demographics. “ (https://www.npcwomen.org/wp-content/uploads/sites/2037/2019/02/2019-22-NPCStrategic-Plan.pdf) ● Revisit the support of and relationship with the Fraternity and Sorority Political Action Committee (FSPAC). Utilizing the BEDI framework, identify opportunities to better align the FSPAC agenda with this work or withdraw from the FSPAC. ● Assess the resonance of our philanthropic partnership with Girls on the Run for Canadian and more remote chapters that are not connected to the organization through a local chapter. ● Identify philanthropic efforts accessible to all members and opportunities to align resources that support Gamma Phi Betas domestically and internationally. Specifically: ○ Identify a Canadian partnership that connects to Building Strong Girls since Girls on the Run does not exist in Canada. ○ Explore opportunities for additional partnerships or strengthening current ones that support Building Strong Girls and includes a focus on BEDI. ○ Strengthen current pathways and explore new opportunities for young girls to connect with Gamma Phi Beta prior to entering college.

RESEARCH Implement a robust and holistic program of data collection to ensure that actions and programming around BEDI are supported by reliable data about our membership and workforce. Considerations of BEDI should permeate all research that Gamma Phi Beta undertakes about the organization so that we can begin to rely on our own data rather than turning to outside sources. Existing Data To enrich and expand data that has already been collected, or build upon data that is not yet being utilized effectively, we recommend the following actions be taken: ● To add context to sisterhood research that has already been undertaken and begin to identify patterns or trends, conduct focus groups with chapters who are performing well and not performing well based on the parameters of that study. ● Further, explore the sisterhood research findings specific to women who work while in school, pay their own membership fees, and race. ○ Trends indicate that a larger percentage of future collegians will fall into one of the above categories. Additional exploration of the findings could reveal opportunities to better support these women. Explore the following questions: ○ Do white members have a stronger emotional commitment to the organization than both Asian and “Other” members? If so, why? ○ Do students who work to pay at least a portion of their dues have a more meaningful Sorority experience than those members whose dues are paid by someone else? If so, what are the factors that contribute to those attitudes? ● Conduct focus groups with chapters whose current demographics are reflective of the projected future trends in higher education to begin to identify attributes of these chapters, Panhellenic systems, and campuses that are enabling a more diverse and inclusive membership. ● Assess alumnae demographics to determine active vs. inactive alumnae (using broader parameters than solely paying dues) and undertake focus groups to gain additional insight into the sense of belonging for these members. ● Incorporate Canadian demographic and post-secondary enrolment trends into the projections that are being considered for the future growth of the organization to help better inform decision-making around whether we will continue to grow as an international organization. ● Gather and analyze campus climate survey data about LGBTQ2IA and self-identified marginalized identities from any campuses where Gamma Phi Beta chapters exist. Document and Policy Review To ensure that considerations of belonging, equity, diversity, and inclusion are reflected consistently in our practices, we recommend a review of the following documents and/or policies: ● Complete an audit of the ritual manual and related documents to identify and understand areas or practices that may impede belonging and inclusion within the organization.

● Complete a ritual and document/manual audit to ensure a cohesive and consistent expression of inclusive language/images and member identity representation for BOTH collegians and alumnae. ○ In order to combat deficiencies, it would be helpful to create additional education that contextualizes the historical time when the ritual was created and add footnotes that provide more context for our membership. Rather than changing the meaning of ritual, we can foster belonging in the organization through sharing information and acknowledging practices and/or beliefs that may have evolved over time. ● Conduct a historical data search to identify significant changes in member demographics and celebrate it. Example: o Identify the first non-Christian or woman of color to be initiated. (It is critical to understand if we can accurately determine this information with the data that we have available or whether we would be making assumptions if we undertook a project of this nature.) ● Conduct an audit of Human Resources policies to ensure that Gamma Phi Beta’s workforce is treated with equity and in a manner that promotes inclusion. Specifically: ○ A review of parental leave policies for all staff ○ Ensure all employee policies are applied equitably across the sorority (IH staff, Facility Directors, CLCs, etc.) ○ A review of the employability of Canadian applicants ○ Consideration of remote work and flexible work arrangements ○ Assessing the monetary cost of volunteering and the barriers it presents to accessing leadership roles within the organization (consideration of travel expectations, cultures of giving, gifting, etc.) ● Evaluate all external partnerships and programming that Gamma Phi Beta is affiliated with and/or pays for to determine whether these relationships support our value of BEDI. This information should be used to assess whether these partnerships should continue. ● Assess processes for Canadian sisters to understand their unique barriers to participating fully in the organization. Specifically: ○ Does different access to BillHighway and the resultant expectation of carrying balances on credit cards create an impediment for women who want to become a chapter or volunteer leaders? ○ Barriers to participation in fundraising efforts and giving to the Foundation from a country outside the United States. ○ Local government ordinances impacting housing options for chapters. Additional Data Required To fill gaps in knowledge and provide information that will help guide the organization to enhance BEDI, we recommend the following new data be collected: ● Initiate a more robust collection of data of members to inform current realities, prepare for environmental and demographic shifts, and track progress. 9

● ● ●

●

● ●

○ Undertake a sorority-wide research study, similar to a climate survey, inclusive of areas of BEDI. Consider issuing the survey on a regularly scheduled basis (ex. Every 3-5 yrs). Undertake a similar sisterhood research study focused on alumnae. Ensure that membership and workforce surveys include questions on BEDI. Request expansion of the Fraternity and Sorority Experience Survey to include questions that expand on the diversity of the organization. Example: o Generation entering college o Working while in school Implement an exit survey for graduating members as part of the senior celebration to include questions around BEDI. This would also assist in tracking alumnae demographics and membership data more generally. Example: ○ Race ○ Sexual orientation ○ Ability/disability ○ Socioeconomic status ○ Generation entering college Collect and maintain accurate membership data for all members (alumnae and collegians) and enhance tracking and storage. Assess the dues landscape across all chapters. Analyze fee structures and policies to assess whether they support women who face socioeconomic barriers to membership and/or work while in school. o The sisterhood research indicates that women who pay at least a portion of their dues are “less concerned with the social aspects of the sorority, are more likely to attain transcendent levels of sisterhood, and are more likely to be committed to Gamma Phi Beta’s philanthropic focus”. Collect and review data on the current accessibility of all Sorority facilities. Survey the organizational landscape for existing frameworks (such as a framework for tracking organizational progress) that can be applied to BEDI work within Gamma Phi Beta.

COMMUNICATION Leverage communications best practices to ensure efficient and effective distribution of the potentially powerful impact of this work. Our efforts in this area have the following desired outcomes: 1. Communicate the “why” and create a sense of organizational urgency to address these complex issues within our membership. 2. Propel the organization towards communicating both a public and an organizational commitment to creating a membership experience rooted in BEDI. 3. Express a values-driven desire to enhance the lifetime membership experience of all Gamma Phi Betas. Internal Communications Designed to speak directly to each Gamma Phi Beta in a medium that will resonate with her and speak to her questions, personal experiences, and desires. ● Make accessible to the membership, staff, and key stakeholders of Gamma Phi Beta the complete BIT report. ● Create a document, post-recommendation review with International Council, with talkingpoints designed to provide them with both emotional and rational insights that are easily shared with various constituents about the collective work of Gamma Phi Beta. ○ Include peer organizations’ “call to action” examples as a case statement/call for support. ○ See Appendix C: Alpha Delta Pi Instagram, “Discover Kappa Delta” video series ● Host presentations at 2020 REAL Leadership events and Convention to share what the task force has done, future work, and what this means to the larger membership experience in Gamma Phi Beta. With summaries and supplemental content in: ○ The Crescent ○ Digital media/emails to all ○ YouTube/Instagram Live (potentially a video with outcomes and next steps presented in a dynamic format) ● Create and disseminate a focused internal communications strategy with segmented audience content designed to share the following insights: ○ The full scope of recommendations and insights gathered with Gamma Phi Beta leadership and full member base. ○ The “why” of the BIT in a values-focused, positive and confident article in the Crescent. NOT a “letter to my sisters” of asking for permission, rather a “you have shared that these layered issues are important to you. We see your care and concern, we know you want ALL members to feel a deep sense of dignity and belonging in GPB.” ○ Should include a statement (if accurate) that communicates: “We have acknowledged and worked to include those we might have harmed in these explorations.” o Not advised to use the following as justifications: Legal call for action, “Inclusion for inclusion sake”, finances/declining member numbers or enrollment numbers, fears about recruitment or the changing landscape of our PNM pool. ○ The “what” of our desired outcomes and impacts to the member experience: 11

●

Example communication: “You might have felt “x”, and we’ve heard that some of you have found that a culture of dignity and respect encourages a healthier experience for all. We want to expand those key insights to impact ALL Gamma Phi Betas.” ○ The “how” with action steps/tactics directed to the following audiences: ● Collegians and their parents ● Foundation donors ● Residents of Sorority housing ● Staff and extended employees (house directors, etc.) ● Volunteers at every level of service ● REAL Leadership event attendees/volunteers/facilitators/speakers Create a collection of visual collateral focused on representation, celebration, promotion, and exploration of the intersecting identities of members. Examples: ○ Testimonials on Instagram (story format) and/or video on the grid ○ See Appendix D: Story Corps, Gamma Phi Beta-Syracuse Complete an audit of all REAL Leadership and Member Program curriculum and content to ensure visible and verbal representation/acknowledgment of: ○ Various socio-economic backgrounds, LGBTQIA identities, marital and relationship statuses, body-types, ability, nationality, religion, etc. Implement the practice of a Land Acknowledgement Statement at the start of every Real Leadership event and Convention. “A land acknowledgement is a formal statement that recognizes the unique and enduring relationship that exists between Indigenous Peoples and Place. By opening an event or any gathering with a land acknowledgement, you recognize your responsibility to offer recognition and respect”. The Wilderness Society- Public Lands Curriculum: https://www.wilderness.org/articles/article/public-lands-united-states-curriculum Streamline processes to increase the nimbleness of communication and action for chapters when an issue related to BEDI arises. ○ Many examples of behavior offensive to marginalized groups by members/chapters exist within the fraternal system. Technology today has increased the speed at which incidents are identified and shared. If a chapter/member is alleged to have engaged in this type of behavior in the future, the chapter will need to be given the tools and support to quickly communicate with communities that have impacted.

External Communications Designed to speak to both our membership, fraternal peers, constituents, communities, and audiences that we serve and support. ● Create a public statement of belief and commitment to the work of BEDI. The intended audience would be: peer NPC organizations, other fraternal umbrella associations (NALFO, NAPA, NIC, NMGC, NPHC), and co-curricular organizations that are aligned in our purpose (AFA, Girls on the Run, Campus PRIDE, NAACP, National Council of La Raza, Human Rights Campaign, NASPA, etc.) ● Compose an annual, public-facing and internally-distributed progress report on the BIT recommendations to transcend transitions and variances in leadership at the highest levels.

● Celebrate heritage months (ex: Black History, Pride, Women's History, etc.) through all forms of communication. ● Submit a proposal for presentation at the 2020 NPC Annual Educational Conference, and other relevant conferences focused on the scope, intentions, desired outcomes, and rationale for the BIT inclusive of progress based on recommendations. ● Create downloadable parent facing resources. ○ It is important to tailor content that speaks to future demographic trends. For example, parents of first-generation college students may find an introduction to terminology, clearly outlined financial obligations, and the benefits of membership helpful. ○ Other specific audiences for consideration are Spanish speakers, Canadian citizens, Gamma Phi Beta mothers (mothers of legacies).

APPENDIX A Below are two key theoretical models used in creating these recommendations and should be referenced in developing future work. Belonging, Equity, Diversity & Inclusion Model Ms. Burnette of August Consulting states, “Each element represents a different piece of the full human experience. Addressing only one or two of these falls short on gaining, what I think is the full human experience — a sense of belonging.” The BIT adopted the language of BEDI to better describe the depth and breadth of the work needed. Burnette, K. (n.d.). Belonging: A Conversation about Equity, Diversity, and Inclusion. Retrieved from https://www.aug.co/blog/belonging-a-conversation-about-equity-diversity-and-inclusion

Socio-Ecological Model The Social-Ecological Model (SEM) is a theory-based framework for understanding the multifaceted and interactive effects of personal and environmental factors that determine behaviors, and for identifying behavioral and organizational leverage points and intermediaries for health promotion within organizations. There are five nested, hierarchical levels of the SEM: Individual, interpersonal, community, organizational, and policy/enabling environment. The BIT proposed a combination of recommendations at all levels of the model. The Social-Ecological Model: A Framework for Prevention, http://www.cdc.gov/violenceprevention/overview/social-ecologicalmodel.html

APPENDIX B Special consideration should be given to how to provide curated shared learning experience across the Sorority and at various levels (individual, groups, regions, Board level, etc.) Examples: ● BEDI training, in chapter (not online) that deepens members' understanding of social justice and honors our members. ● Curated learning for the highest levels of leadership (as defined by the Leadership Development Committee), CLCs, Collegians, Alumnae, volunteer leaders, and staff groups with specific topics. ○ Tailored learning for each group ○ Shared experience ○ Examples of application through the lens of their role ○ Ongoing assessment of outcomes Recommended areas/topics to expand knowledge include (but are not limited to): ● Understanding of white supremacy and how it created the system of oppression that we continue to perpetuate and benefit from. ● Training on using inclusive language. ○ Raise awareness about heteronormative ● Integrating implicit bias training into chapter education and workforce development Examples: o Recruitment school, Fidelity o Staff onboarding/professional development o Onboard of volunteers at the highest levels o Nominating Committee ● Acknowledging the different types of privilege that exist and how they impact the Sorority experience ● Socio-cultural conversations that include storytelling, the sharing of experiences, and the impact on behaviors ● Gender identity/gender expression issues ● GLBTQ and sexual orientation issues ● How to be an ally/advocate for marginalized identities/populations ● The experiences and perspectives of Canadian members ● Engaging in civil discourse with special attention paid to political polarization and working through differences.

APPENDIX C Kappa Delta Sorority Discover Kappa Delta Video Series Kappa Delta YouTube Channel: https://www.youtube.com/user/KappaDeltaSorority/featured Launch Video: https://youtu.be/f9nuimq7l1U Alpha Delta Pi Fraternity Instagram video regarding Convention and comments from members. https://www.instagram.com/p/BzTAjheAd59/?igshid=1ddr4q88exqns

APPENDIX D Story Corp Website: https://storycorps.org/ YouTube: https://www.youtube.com/user/storycorps

Gamma Phi Beta, Alpha Chapter Celebration of Pride Month on social media channels