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driving change

We are committed to Equity, Diversity and Inclusion

At The Family Partnership, we are committed to sustained actions over time to advance equity, diversity and inclusion in our society and organization.

Our Actions

We know systemic inequities, especially based on race, pose real and significant barriers to people and communities working to reach their full potential.

The Family Partnership strives to develop, model, and influence policies and systems to ensure that diversity, inclusion, justice, and equity flourish in our organization, city, state, and country.

Awake to Woke to Work Framework

The Family Partnership uses the Awake to Woke to Work framework to move our EDI work forward.

Equity, Diversity, and Inclusion (EDI) Council

The EDI Council includes board members and employees representing different levels and departments across the organization. The council provides guidance and incorporates an EDI lens into agency policy and practices.

Staff EDI Conversations

The Family Partnership regularly and intentionally sets aside time for staff to participate in race and equity discussions, creating an engaged, learning environment.

Leadership Development and Recruitment

The Family Partnership strives to increase employee, management, and board representation of Black, Indigenous, People of Color (BIPOC) because decisions, policies, practice and outcomes are better when diverse points of view inform them.

Staff and Management Diversity

The Family Partnership met or exceeded the number of women and BIPOC of the available workforce in all employment categories in our most recent AA/EEO report to the state of Minnesota. Our report from June 1, 2019 to May 31, 2020 included the following:

  • Availability in the Total Civilian Labor Force in the Minneapolis-St. Paul Metro Area is 48% female and 16% BIPOC. The Family Partnership meets or exceeds the number of women and BIPOC in the available workforce in all employment categories as they are reported to the state.
  • TFP started the 12-month reporting period with a 57% BIPOC workforce, and ended the reporting period with 60% of staff being BIPOC. 
  • TFP started the 12-month reporting period with 39% BIPOC managers and ended the reporting period with 47% BIPOC managers. Leadership percentages continue to increase because of intentional decisions to promote emerging leaders from within the organization.

Data pulled from our AA/EEO report to the state of Minnesota (from June 1, 2019 to May 31, 2020).

The Family Partnership values diversity and representation that goes beyond the AA/EEO report. During the same time period four of 19 leadership team members identify as members of LGBTQ communities, three staff members identified themselves as people living with a disability, and many staff live in the Minneapolis communities we serve.

Social Determinates of Health

Research and brain science inform The Family Partnership’s EDI work.

Researchers across the country and the World Health Organization have found that social determinates of health create societal stratification – responsible for health and economic inequities among different groups of people. Impacts include not having access to safe, stable housing; healthy food or quality health services; or, to avoid exposure to environmental pollution. 

Our work addresses the disparities created by social determinates of health for Minneapolis families who experience poverty and trauma, often for multiple generations.

Latest Updates and Resources

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