CREATE OPPORTUNITIES FOR ALL
GIVE. ADVOCATE. VOLUNTEER.
2012 DIV ERSI T Y A N D IN CLUSIO N A N N UA L REP ORT
EQUITY OPPORTUNITY PERSPECTIVES
Diversity and Inclusion in the United Way Network United Way Worldwide strives to be a model of diversity and inclusion, with our Board of Trustees, staff and volunteers reflecting the many faces, cultures and walks of life. We respect, value, and celebrate the unique attributes, characteristics and perspectives that make us who we are. We also believe that bringing diverse individuals together allows us to collectively and more effectively address the issues that face our communities. It is our aim, therefore, that our partners, strategies and investments reflect these core values.
di·ver·si·ty, noun the quality of being different or unique at the individual or group level. This includes age; ethnicity; gender; gender identity; language differences; nationality; parental status; physical, mental and developmental abilities; race; religion; sexual orientation; skin color; socio-economic status; work and behavioral styles; the perspectives of each individual shaped by their nation, experiences and culture — and more. Even when people appear the same on the outside, they are different!
in·clu·sion, noun a strategy to leverage diversity. Diversity always exists in social systems. Inclusion, on the other hand, must be created. In order to leverage diversity, an environment must be created where people feel supported, listened to and able to do their personal best.
DIVERSITY IN THE
Our Mission United Way improves lives by mobilizing the caring power of communities around the world to advance the common good.
Our Value Proposition We galvanize and connect a diverse set of individuals and institutions, and we mobilize resources to create long-term change.
About United Way United Way Worldwide is the leadership and support organization for the network of nearly 1,800 community-based United Ways in 41 countries and territories. We advance the common good by focusing on IMPROVING EDUCATION, helping people achieve FINANCIAL STABILITY, PROMOTING HEALTHY LIVES, and mobilizing millions of people to give, advocate and volunteer to improve the conditions in which they live.
Business Case for Diversity and Inclusion The business rationale for increasing our strategic diversity and inclusion management capability derives from our mission to strengthen local communities and change lives. By engaging the power of collaborative partners in richly diverse environments, United Way can bring transformative solutions and sustained change to complex community issues.
MESSAGE Dear Friends: With great pride we share United Way Worldwideâ€™s 2012 Diversity and Inclusion Annual Report. Our commitment to advancing the common good through diversity and inclusion starts at the top and extends throughout our network. Our accomplishments would not have materialized without the extraordinary effort of many people. We want to first thank all of the United Way executives and volunteers and our external partners who support this work in their communities and around the world. Special thanks go to the Inclusion Council for the United Way Network Chair Eric McDonnell, Chief Operating Officer, United Way of the Bay Area in San Francisco for his leadership. We also appreciate the commitment of the Inclusion Council members and the staff who participate in our Business Resource Groups. Their engagement in this work is integral to our ongoing success. We hope you will celebrate the successes shared here and be inspired by these efforts to advance the common good through diversity and inclusion.
Brian A. Gallagher
Stacey D. Stewart
Deborah W. Foster
President & CEO United Way Worldwide
President United Way U.S. Network
Chief Diversity Officer United Way Worldwide
Creating Opportunities for a Better Life for All
We all win when a child succeeds in school, when families are financially stable, when people are healthy. As our work in the areas of education, income and health continues to grow, inclusive strategies and frameworks are critical to creating opportunities for a good life for all. Drawing on research and collaborating with a broad range of partners, United Way issued these Goals for the Common Good: •
CUT BY HALF the number of YOUNG PEOPLE who DROP OUT OF HIGH SCHOOL
CUT BY HALF the number of LOWER INCOME FAMILIES that lack financial stability
INCREASE BY A THIRD the number of YOUTHS AND ADULTS who are HEALTHY and avoid risky behaviors
To achieve these goals, United Way Worldwide is committed to developing and implementing culturally competent strategies that engage the diverse populations of our communities and address gender, racial, socioeconomic and other disparities.
2012â€“2015 DIVERSITY AND INCLUSION STATEMENT OF PRINCIPLE More than 125 years ago, the diverse community leaders who founded United Way crossed cultural, religious and economic boundaries to make a difference through collective action. Today, diversity and inclusion remain vital to achieving our mission, living our values and advancing the common good. United Way Worldwide fosters and promotes an inclusive environment that leverages the unique contributions of diverse individuals and organizations in all aspects of our work. We know that by bringing diverse individuals and viewpoints together we can collectively and more effectively create opportunities for a better life for all. United Way takes the broadest possible view of diversity, going beyond visible differences to affirm the essence of all individuals including the realities, background, experiences, skills and perspectives that make us who we are. Engaging the power of diverse talent and partners results in innovative solutions and the community ownership necessary to address complex community issues. Diversity and inclusion are at the heart of what it means to LIVE UNITED. Approved by the United Way U.S.A. Board of Trustees on September 19, 2012
NETWORK INITIATIVES FOCUS AREAS
MOBILIZATION GROUPS United Way Mobilization Groups engage diverse individuals, organizations and other stakeholders to improve conditions around issues the community truly cares about. From 2010 through 2012, 18 United Ways participated in intensive, locally grounded mobilization groups focused on education and income. This mobilization included almost 700 community conversations in English, Chinese, Mandarin, Spanish and Vietnamese. Nearly 7500 local residents from close to 1600 zip codes across America shared aspirations for their families and communities. Where participant data was tracked, more than 50 percent were of diverse backgrounds: 19 percent Hispanic, 16 percent African American, 8 percent Asian, 2 percent Native American and 5 percent other ethnicities. Themes from these conversations are guiding community coalitions as they work to solve the most pressing problems. Across these hundreds of conversations, people hope for and are concerned about the same things, regardless of where they live: a better future for their children, a safer neighborhood, more family stability. And they are ready to work together if invited to do so. Hundreds of United Ways, in formally organized cohorts or on their own, are using community conversations to gain deeper understanding of their communities, their issues and the solutions available if everyone works together. These teams then take this information to the broader community and invite individuals and institutions to collaborate on solutions.
ONE MILLION VOLUNTEER READERS, MENTORS AND TUTORS Research shows that caring adults working with students at every stage of their education â€“ from the early grades to graduation â€“ boosts their academic achievement and puts them on track for a bright future. United Way has launched an ambitious effort to recruit one million new volunteer readers, tutors and mentors throughout the United States.
This effort requires support and participation from a diverse cross section of communities and benefits a diverse group of students. Diversity and inclusion are key considerations for the recruitment and placement of volunteer readers, mentors and tutors. This outreach includes faith-based communities, women, youth and athletes all working to bolster academic achievement.
EDUCATION – LUMINA PARTNERSHIP United Way Worldwide partnered in 2012 with The Lumina Foundation, which has a goal to increase the number of Americans, particularly Latinos, who obtain a post-secondary degree or credential. This grant invests in building the capacity of United Ways to serve local backbone organizations to increase college access, preparation and completion. United Way Worldwide is providing $60,000 in grants and technical assistance over two years to three local United Ways who will field test strategies. Intended results for each community include: • Growing visibility and shared understanding of the importance of postsecondary completion, shown by engaging an increased number of community residents • Improved support for students that explicitly focuses on attending and succeeding in college • Sustained, collective efforts by community coalitions, facilitated by local United Ways and focused on long-term change
UNITED WAY OF COASTAL GEORGIA (BRUNSWICK, GA) and UNITED WAY OF TULARE COUNTY (TULARE, CA) are current grant recipients. An additional
grantee will be identified by fall 2013.
INCOME – OPPORTUNITY NATION PARTNERSHIP In 2012, United Way Worldwide continued its strategic partnership with Opportunity Nation, a national campaign to mobilize a diverse cross-section of business leaders, nonprofit organizations, educational institutions, faith communities and citizens to create innovative policies and programs that promote opportunity and economic mobility. At the 2012 Opportunity Nation Summit, United Way Worldwide and Manpower hosted a discussion where corporate partners explored how education and workforce systems can align more effectively to prepare young Americans for jobs that provide financial stability and economic independence.
By working with diverse partners to create better jobs, better skills and better communities, United Way is achieving its goal of advancing the common good by creating opportunities for a better life for all.
HEALTH – REDUCING DISPARITIES THROUGH FOTONOVELLAS Many factors combine to affect the health of individuals and communities. Whether people are healthy or not is determined by their social and economic circumstances and physical environment – factors that reflect relative advantage or disadvantage in various populations. • Poverty and dropout rates have as big an impact on poor health outcomes as smoking and other high-risk behaviors.1 • Poverty rates for African Americans and Hispanics greatly exceed the national average. In 2010, 27.4 percent of African Americans and 26.6 percent of Hispanics were poor, compared to 9.9 percent of non-Hispanic whites and 12.1 percent of Asians.2 • Compared to the general population, African Americans, Hispanics and Native Americans suffer disproportionately from chronic diseases – diseases that are largely preventable.
1 U.S. Surgeon General Dr. Regina Benjamin, 2012 Summit on the Science of Eliminating Health Disparities 2 National Poverty Center at the University of Michigan Gerald R. Ford School of Public Policy
Yes, hi. I was interested in getting more information about your tax program? My husband saw a flyer at his job.
Yes. Ok, so a total of $39,000. Does that sound about right?
Sure thing, I would be happy to help. I just need to ask you a few questions.
Do you live in Hunterdon County?
United Way of Hunterdon County has tax preparers who have been trained and certified by the Internal Revenue Service (IRS). We will file your taxes for free! For more information or to schedule an appointment, call United Way of Hunterdon County at 908-782-3414.
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United Way of Hunterdon County
Well, my husband makes about $32,000 a year. I worked for part of the year, and I made about $7,000.
To find social services that may be able to help call 2-1-1
UNITED WAY OF HUNTERDON COUNTY, NJ The United Way of Hunterdon County, New Jersey, developed a diversity and inclusion strategic plan for reducing health disparities in the Latino community. Their framework focused on three pillars: health literacy, cultural competency and prenatal care. In this innovative initiative, UWHC produced a series of fotonovellas on subjects affecting the local Latino community. Fotonovellas are short stories commonly used in the Latino community to inform readers through the characters’ dialogues, rather than through an impersonal, detailed brochure. Typical stories present information through a step-by-step “how to” that follows the characters as they find and access services and shows how their lives improve afterwards. This format helps overcome not only language barriers, but cultural barriers that often stand between the Latino population and the health and human services they need.
Education, income and health are intricately connected. A sound foundation in all three means that people have a fair chance for a good quality of life.
DIVERSITY INCLUSION United Way’s diversity and inclusion work continues to focus on four major strategies. These strategies leverage inclusion to achieve United Way’s goals to
• Manage talent and develop leaders
• Build strategic relationships • Build cultural competency in the United Way network • Strengthen presence and engagement
Take a moment to review the exciting work that has been done in these areas over the past 12 months.
Talent Pipeline Management and Leadership Development Attracting diverse talent, as well as retaining and developing both staff and volunteers, is critical to achieving our mission. TALENT MANAGEMENT STRATEGY At the heart of United Way’s vision is a community of interconnected individuals, groups and institutions working together for the benefit of all. The success of these efforts depends on the skills and abilities of the leadership and staff of United Ways. Competition for talent continues to be one of the most widely reported business challenges among all organizations.
The United Way talent management strategy includes five strategic pillars: • Diversity • Positioning United Way as the Mission of Choice • Aligning around core competencies • Building and nurturing relationships • Planning for succession Identifying and retaining diverse talent is central to talent management and furthering organizational strategies. United Way has started addressing both ends of the employee life cycle in this effort: • Recruitment addresses the front end. We focus on using the right competencies and casting the wide net needed to source a diverse candidate pool, and we intentionally reach out to media that promote jobs to diverse populations. We also plan to develop a Recruitment Guide and Toolkit with specific recommendations on reaching diverse audiences and talent pools. • Retention addresses the back end of the employee lifecycle. We identify our talent and provide opportunities that help retain them. Our focus here has shown impact in the 2012 nomination process for the Fellowship Program for United Way mid-career high-performing talent. The resulting cohort of 29 individuals reflects over 40 percent diversity, compared to past cohorts reflecting 25-30 percent diversity (U.S. participants).
LATINO AND AFRICAN AMERICAN CEOS ENGAGEMENT MEETINGS In 2012, United Way Worldwide met with CEO leaders of our Latino and African American segments. Attendees shared their perspectives on the network’s challenges and desired outcomes. Andres Tapia, former President, Diversity Best Practices, attended the Latino CEO meeting to share trends and advise. Both groups committed to: • Leading the mainstream conversation by articulating the network’s point of view and commitment to both segments and weaving this into core strategies on education, income and health • Exploring how as working groups they could provide support and resources to build ownership and accountability for leading this work • Connecting these strategies to the Inclusion Council’s Latino and African American Business Resource Groups’ discussion and work • Exploring partner/collaboration opportunities
LEADERSHIP DEVELOPMENT In 2012, United Way partnered with the Center for Creative Leadership and a highly diverse group of United Way leaders to design an innovative, world-class leadership development program for United Way CEOs. The 14-month multidisciplinary experience will further participants’ abilities to build trust and performance by advancing community impact through collaborative leadership. The program launches in mid-2013.
DEMOGRAPHICS AT-A-GLANCE 78%
United Way Network
United Way Worldwide
United Way Network
Black or African American
14% 8% 1%
Black or African American
Asian, Hawaiian or Native Pacific Islander American
United Way Network
United Way Worldwide
Two or more
Asian & Pacific Islander
American Indian or Alaska Native
United Way Worldwide
Building strategic relationships both internally and externally is vital to every aspect of our business. We work to build mutually beneficial relationships within the United Way network and within the communities we serve. The following highlights show how United Way continues to provide diversity and inclusion leadership.
PARTNERSHIPS AND SECTOR LEADERSHIP United Way works with many new and long-term partners to promote diversity and inclusion within the nonprofit sector. In 2012, we collaborated with other organizations in three ways: • Sharing knowledge, experience and expertise • Serving as sponsors and collaborators • Contributing to thought leadership around diversity and inclusion
CONTRIBUTING TO ONGOING WORK AROUND DIVERSITY AND INCLUSION
Build Strategic Relationships
The National Human Services Assembly is an association of the nation’s leading national non-profits in the fields of health, human and community development, and human services. Many of the member organizations are national offices of large networks of local health & human service organizations. Others are national research or resource organizations or national programs. The National Human Services Assembly (NHSA) produced Advancing Diversity & Inclusion through Talent Management, a toolkit that includes contributions from United Way Worldwide and other NHSA members. This guide includes recommendations for nonprofits and offers readers best practices and mini-cases on three areas of talent management and development: onboarding, employee mentoring and succession planning. NHSA’s Diversity and Inclusion Council continues to be chaired by United Way Worldwide’s Chief Diversity Officer, Deborah Foster. To learn more about the NHSA and to access to this publication, go to http://nationalassembly.org/Knowledge/ documents/RetainingAndDevelopingHighPotentialTalent_NHSAToolkit.pdf
TARGETED SEGMENT RELATIONSHIP DEVELOPMENT United Way Worldwide has developed vibrant and varied initiatives to build relationships with specific target markets. These include students, the faith community, women, labor and teachers.
Affinity Groups in the United Way Network 2011
COLLEGE STUDENT ENGAGEMENT PROGRAMS United Way reaches young adults through these popular programs that engage students in giving, advocacy and volunteering. STUDENT UNITED WAY During the 2011â€“12 academic year, Student United Way expanded from 60 to 75 college campuses. These studentled clubs piloted reading, tutoring and mentoring programs to increase graduation rates in their local communities. Groundwork for the first Student United Ways outside of the United States was laid as well.
Student leaders can take part in our annual conference each September to further hone their skills as change-makers and fellowship with like-minded young people. ALTERNATIVE SPRING BREAK In 2012, hundreds of student volunteers traded swim wear for tool belts and teamed up with United Way in education, income, health and long-term disaster relief projects. For the last eight years, due in large part to corporate sponsors like Deloitte, more than 2,500 students have given back during through the Alterative Spring Break program, volunteering more than 77,000 hours of service in dozens of communities. Alternative Spring Break empowers these young people to make a difference during their week of service and beyond: • 87 percent of participants report they are more likely to volunteer in the future • 92 percent are more convinced that young people can improve their communities • Some participants continue their service by starting Student United Way clubs on their campuses
NATIONAL FAITH LEADERS INITIATIVE Inclusion Council Chair Eric McDonnell hosted a United Way Worldwide initiative to convene national faith leaders from targeted segments. In April 2012, these faith leaders joined local United Ways, other nonprofits working with the faith community and representatives from several federal government Centers for Faith-Based and Community Partnerships to share best practices and insights on engaging the faith community in United Way’s education, income and health work. Joshua DuBois, Director of the White House’s Center for Faith-Based and Community Partnerships, shared his perspective on the direction of this work and how nonprofits and churches can work effectively with the presidential administration. The meeting proved invaluable in helping United Ways learn how to best engage the faith community. Following this meeting, a Faith Based Partnerships Guide was created and released to the field. The guide highlights the significance of engaging this important community in United Way’s work. It also provides best practices from the field and strategies to engage and collaborate with the faith community. The creation of the guide stems from the United Way goal to cut the U.S. high school dropout rate in half.
UNITED WAY OF GREATER ST. LOUIS – FAITH ENGAGEMENT (AFRICAN AMERICAN CHURCH PARTNERSHIP) Since 2001, United Way of Greater St. Louis has partnered with the St. Louis Metropolitan Clergy Coalition, linking their congregational resources with partner agencies and their services. One initiative paired young men and women with adult
professionals who served as mentors to help them develop character, make better decisions, set and achieve goals and enhance educational aspirations. The pairs worked together throughout the students’ high school careers. At the end of their junior year, the “adopted” class of 2011 showed: • GPA increase in 82 percent of students • 35 percent increase in students considering college • 82 percent decrease in days of suspension for drug possession • 81 percent decrease in days of suspension for fighting The most impressive gain, however, was in the graduation rate. NINETY PERCENT OF THE CLASS OF 2011 GRADUATED, compared to 41 percent of the class of 2007, before the program started. United Way and New Life Church are now offering mentoring to the class of 2014, and have created the Metro East Mentoring Cares collaboration, where three additional churches will serve elementary and middle school students.
LABOR Since 1946, the American Federation of Labor and the Congress of Industrial Organizations (AFL-CIO) and United Way Worldwide have enjoyed a cooperative relationship. United Way provides services to members of organized labor, their families and their communities. Through the Joseph A. Beirne Community Services Award, United Way Worldwide honors the memory of one of the remarkable labor leaders of our time. Presented annually since 1974, the award recognizes labor leaders who have rendered outstanding volunteer service to the United Way movement. The 2012 recipient is William McCarthy, President, Minneapolis Regional Labor Federation, AFL-CIO and member, UNITE HERE, Local #17.
AMERICAN FEDERATION OF TEACHERS United Way is collaborating with the American Federation of Teachers (AFT) to promote and expand the FirstBook program, selecting 10 cities to pilot Virtual Book Drives. Local United Ways will engage donors, volunteers, affinity groups and workplace campaign partners online for a two-week “book raising” campaign. Every dollar raised is used to purchase bulk books. In conjunction with the UNITED WAY FOR SOUTHEASTERN MICHIGAN, United Way participated in the 2012 convention of the American Federation of Teachers in Detroit. United Way literature highlighting the priorities of education, income and health was made available for attendees.
WOMEN’S LEADERSHIP COUNCILS The United Way Women’s Leadership Council (WLC) is a global network of more than 55,000 women in more than 130 communities united to advance the common good in their communities and create a better life for all. Founded over a decade ago, there is no greater example of what can be accomplished when a diverse segment comes together and is mobilized into action. In 2012, the United Way Women’s Leadership Council raised $161 million, with more members giving more money than any other similar women’s group. While the dollars raised by United Way Women’s Leadership Councils is impressive, what really sets their effort apart is that members actively drive the change they want to see in their communities. Beyond an annual financial contribution, members invest their time, professional expertise and talent to advance causes they care passionately about, while also connecting with other powerful, committed women in their community.
ENGAGE STRATEGY 3
Build the Cultural Competency of the Network Success in engaging increasingly diverse communities requires taking different approaches and considering the diverse cultural values, beliefs, experiences and unique perspectives that individuals and organizations bring. CULTURAL COMPETENCY TRAINING United Way Worldwide provided numerous opportunities for individuals to improve their cultural competency skills and build a more inclusive environment within United Way organizations. A training program was created to help United Way staff develop a deeper understanding of their own individual view of the world, what they value, how they process information and how they interact with others. In addition to being offered to individuals from throughout the network at the United Way Staff Leaders Conference, the training was presented at the national, local and state levels for multiple organizations.
UNITED WAY OF CENTRAL OHIO (COLUMBUS, OH) United Way of Central Ohio (Columbus, OH) developed Cultural Competence Standards to serve the increasingly diverse Central Ohio community and work more effectively in cross-cultural situations. These standards have helped this United Way and its member agencies and programs respond to rapidly shifting demographic patterns that make it challenging to provide culturally and linguistically competent services.
Cultural Competence Standards give United Way and its member agencies and programs another opportunity to demonstrate their added value. The standards assist in planning and decision making, setting priorities, building capacity, maintaining accountability and allocating resources. The standards have also improved quality of services, increased customer/consumer satisfaction, enhanced retention/recruitment, increased access to services and contributed to outcome goals.
THE INCLUSION COUNCIL FOR THE UNITED WAY NETWORK The Inclusion Council for the United Way Network serves as a key component for building relationships. More than 400 United Way staff members assist in executing the overall diversity and inclusion strategy. Council members also lead United Way’s nine Business Resource Groups: • African American • Asian/Pacific Islander • Latino/Hispanic • Lesbian, Gay, Bisexual and Transgender • Native American • Persons with Disabilities • White Engagement • Women • Young (under 40) Members of the Inclusion Council and Business Resource Groups represent and promote diversity and inclusion as participants in multiple committees and task forces working on critical network issues. In 2012, the Inclusion Council was led by Eric McDonnell, Chief Operating Officer, United Way of the Bay Area in San Francisco.
THE DIVERSITY AND INCLUSION SELF-ASSESSMENT In 2012, the Inclusion Council for the United Way Network created the Diversity and Inclusion Self-Assessment to measure a community’s view of their local United Way organization’s level of diversity and inclusiveness. Many local United Way organizations contributed to this virtual toolkit, which is available to all member organizations through United Way Online. The Diversity and Inclusion Self-Assessment’s flexible, turnkey approach makes it easily customizable for surveying staff, boards and communities. The toolkit includes a survey, step-by-step instructions, background documents, templates and case studies from the pilot. Using the survey results, an organization can then define plans and priorities to cultivate greater inclusion within their organization and community.
Greater Presence and Engagement Increasing United Way visibility and building relationships with selected segments is the final key to United Way’s diversity and inclusion strategy. As United Way strives to reach the Goals for the Common Good and other goals around the world, it is critical to seek diverse opportunities to tackle community challenges in education, income and health. GLOBAL REACH In 2012, a portfolio of photos with diverse groups of people was created for the network. These photos were also featured in tools and templates created for local United Way use. United Ways also expanded its reach outside the U.S. through a media partnership with CNN to air LIVE UNITED Public Service Announcements throughout the world. In addition, CNN helped United Ways outside the United States adapt the LIVE UNITED campaign to their audiences.
TURNING OUTWARD AND ENGAGEMENT Increasingly United Way is being seen as a diversity and inclusion leader in the nonprofit sector. Recent speaking engagements and other involvement where the experiences of United Way where shared included: • World Trade Center Institute • U.S. State Department’s U.S. Foreign Policy meeting on diversity and inclusion • University of North Carolina’s Corporate Diversity Advisory Committee • Board Source’s national conference • DMV (DC, Maryland and Virginia) Diversity Leadership Conference • Sister Cities International • World Diversity Leadership Summit • Diversity Woman Leadership Conference • International Society of Diversity and Inclusion Professionals
NATIONAL FOOTBALL LEAGUE PARTNERSHIP For more than 35 years, the National Football League — owners, coaches, players and staff — has been working with United Way to strengthen America’s communities. This partnership gives United Way a broad reach into diverse markets that might not hear United Way’s message without the power of the NFL behind it.
In conjunction with the annual Day of Action on June 21, 2012, United Way Worldwide officially launched the United Way TEAM NFL initiative with a Youth Empowerment Summit at American University in Washington, DC. TEAM NFL is a core group of college-educated, civic-minded NFL players committed to helping United Way recruit one million volunteer readers, tutors and mentors. During the event, 18 NFL players, 39 diverse high-performing students from challenged high schools across the country and 21 United Way TEAM college interns joined for three days of learning, inspiration, ideation and advocacy to discover ways to engage more people as readers, tutors and mentors.
United Wayâ€™s commitment to diversity and inclusion, shown through these initiatives, leads to heightened capability in our network, greater innovation and a broader base of resources and support to achieve our mission to achieve a better life for all.
2012 Inclusion Council for the United Way Network
Chair Chief Operating Officer United Way of the Bay Area San Francisco, California
Young (Under 40)
Director, Resource Development United Way of San Diego San Diego, California
President and CEO United Way of Greater Portland Portland, Maine
Young (Under 40)
Vice President, Strategy and Engagement, United Way of Greater Cleveland, Cleveland, Ohio
Vice President/Controller Valley of the Sun United Way Phoenix, Arizona
NORIE DEL VALLE
Director, Strategic Investment and Stewardship, United Way of Miami Miami, Florida
Vice President, Community Impact United Way of the Capital Area, Inc. Jackson, Mississippi
Director, Major Donor Relations United Way Worldwide Alexandria, Virginia
Director, Network Capacity, Africa and Caribbean United Way Worldwide Alexandria, Virginia
Gay, Lesbian, Bisexual & Transgender Executive Vice President United Way of Elkhart County, Inc. Elkhart, Indiana ELISE LEE
Young (Under 40) Director, Corporate Relations United Way Worldwide Alexandria, Virginia RANDY PUNLEY
Development Officer United Way of Central Maryland Baltimore, Maryland
Director, Corporate and Media Partnerships United Way Worldwide Alexandria, Virginia
Persons with Disabilities
Executive Director United Way of Chittenden County South Burlington, Vermont
Manager, Market Research United Way Worldwide Alexandria, Virginia
African American Senior Assistant Vice President Development United Way of Central Ohio Columbus, Ohio
STAFF ADVISORS: DEBORAH W. FOSTER Chief Diversity Officer United Way Worldwide Alexandria, Virginia
White Engagement Executive Director United Way of Lincoln & Lancaster Lincoln, Nebraska KEITH WOODS
Gay, Lesbian, Bisexual & Transgender Manager, Corporate Relations United Way Worldwide QUEENNY WU
Asian and Pacific Islander Manager, International Donor Advised Giving United Way Worldwide Alexandria, Virginia JIM YU
Asian and Pacific Islander Director of Knowledge Management and Knowledge Exchange United Way Worldwide Alexandria, Virginia
MARVEEN C. HART Director, Diversity and Inclusion United Way Worldwide Alexandria, Virginia
701 North Fairfax Street Alexandria, Virginia 22314 U.S.A. UnitedWay.org
To learn more about United Way, visit: UnitedWay.org facebook.com/UnitedWay @UnitedWay For more information about United Way’s diversity and inclusion work, please contact: DEBORAH W. FOSTER Chief Diversity Officer Diveristy & Inclusion Deborah.Foster@unitedway.org MARVEEN HART Director, Diversity & Inclusion Marveen.Hart@unitedway.org
© 2013 United Way Worldwide | SADI-0612
United Way Worldwide
Published on Oct 28, 2013
Published on Oct 28, 2013
Every year United Way Worldwide publishes their Diversity and Inclusion Annual Report to share how the organization's commitment to diversit...