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JEDI Council

Advancing Racial Justice, Equity, Diversity, and Inclusion at Planned Parenthood Great Plains.

JEDI Council

Mission: The Justice, Equity, Diversity, and Inclusion (JEDI) Council at Planned Parenthood Great Plains (PPGP) is resolutely dedicated to creating a workplace where all individuals are treated fairly, respected, and empowered to bring their authentic selves to work. While continuous improvement is a constant goal, the JEDI Council is unwavering in its commitment to advocate for and support all PPGP employees.

Vision: The vision of the PPGP JEDI Council is to foster a workplace culture that embraces inclusivity and creates a safe space where every employee feels comfortable sharing their experiences. We believe this is achieved by:

  • Demonstrating and Expecting Transparency and Accountability
  • Educating and Supporting the Development of our PPGP Community
  • Practicing Effective Communication
  • Fostering Trust by Being Responsive to the Needs of our PPGP Community
  • Demonstrating the Use of Inclusive Practices
  • Displaying the Ability to Cultivate Belonging

JEDI work is a transformative, people-focused, emotionally driven change management process.

The Role of the DEI Council:
The DEI Council plays a pivotal role in providing leadership with staff perspectives on workplace and workforce health in relation to DEI. The council recommends DEI priorities to the Senior Leadership Team (SLT) and fosters leadership accountability. It informs the DEI vision and contributes to the objective of creating a great place to work. The DEI Council serves as the organizational conscience for measuring progress in DEI work, drives DEI goals through subcommittee workgroups, and acts as a sounding board for new ideas.

Racial Equity:
Racial equity is the pathway to achieving racial justice. It seeks measurable milestones and outcomes in the journey toward racial justice. However, while racial equity is necessary, it is not sufficient for racial justice alone. Utilizing a racial equity lens involves purposefully focusing on race and ethnicity while analyzing issues, finding solutions, and defining success.

“The true meaning of life is to plant trees; under whose shade you do not expect to sit.” - Nelson Henderson

2024 - 2025 Commitments 

Promote Equitable Hiring Practices and Representation in Leadership Roles: 

  • Overview: PPGP acknowledges the diversity in its staff but recognizes the need to ensure BIPOC employees also hold leadership positions.
  • Strategic Objective: Addressing hiring bias by providing training and coaching to hiring managers, focusing on equitable practices for management roles.

Foster an Organizational Culture Where Inclusivity and Equity are Championed:

  • Overview: While progress has been made, PPGP commits to addressing bias incidents and microaggressions actively.
  • Strategic Objective: Establishing a Bias Incident Response Team (BIRT) and standardizing investigation processes to respond effectively to racialized incidents and oppression.

Enhance Data Transparency and Analysis for Effective Decision-Making on DEI Initiatives:

  • Overview: Acknowledging systemic oppression, PPGP aims to clarify the impact of these systems through data analysis.
  • Strategic Objective: Creating a DEI data dashboard to consolidate relevant data for streamlined decision-making.

Ensure Equitable Policies and Practices Among External Partners and Vendors:

  • Overview: PPGP seeks equity not only internally but also in external partnerships and vendor relationships.
  • Strategic Objective: Developing a vendor selection rubric that incorporates DEI values to assess vendors' commitment to equity.

Advance JEDI and Cultural Humility Training:

  • Overview: PPGP mandates DEI training for new hires and conducts regular JEDI training for all employees.
  • Strategic Objective: Measuring the influence of training on employee mindsets using cultural assessment tools like the Intercultural Development Inventory®. 

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