Restricting Factors (What's keeping the trend from improving?):

• Lack of advocacy (UW & other community organizations) about opportunities available
• Lack of opportunities for BIPOC to have leadership roles--organizations need to be more intentional on offering POC leadership positions
• UW being more intentional about seeking out organizations led by BIPOC
• Population of BIPOC in the county
• Holding on to control/power
• The systems in place that continue to perpetuate the status quo

Contributing Factors (What's helping the trend?):

• General national awareness
• Listening for understanding and ways to contribute to change ("listening in color")
• Being honest with where we are and how much more we need to do
• Participation in book studies/discussions (Decolonizing Wealth, We Want to Do More Than Just Survive, Biased, etc.)
• Peer-to-peer conversations
• Being willing to step aside, give up control/power

Priority Factor (Choose a factor from above to focus on):

• Listening for understanding and ways to contribute to change ("listening in color")
• UW being more intentional about seeking out organizations led by BIPOC
• Do additional research on how other UWs and key foundations track DEI and contribute to this work

Equity Issues (What disparities are contributing?):

• General lack of understanding within the community about racial equity issues
• Need for increased advocacy around equity issues in the community
• Racial disparities in education and leadership training

• Local learning circle participants
• Black Heritage Council
• Community Foundation
• Dreamkeepers--students of color
• OSU Extension

• Working with key partners to facilitate listening sessions.
• Earmarking a percentage of annual allocations for diversity and equity work.
• Partnering with the Community Foundation for leveraging of multi-year funding towards this work.
• Broadening the racial diversity of UW's network in the region.
• Further engagement of our partners in this work: offering trainings, collecting demographic information from partners regarding their boards, staff, and clientele.

• Invite key partners to the Clear Impact Racial Equity Conference in November.
• Plan a follow-up meeting with conference attendees from our network to discuss next steps.
• Through biannual partner reports, collect demographic information regarding the people they serve.
• UW will work with partners to organize at least 3 listening sessions before December 31.
• UW Board and staff will meet with Community Foundation Board and staff to discuss multi-year funding options to support diversity and equity issues by January 2022.
• Share out results of listening sessions to our network at the February partner meeting.
• Plan an equity training for partners in February.
• UW Board & staff will work to agree on a percentage of allocations to devote to this work by May 2022.