PBN 2022 Diversity Equity & Inclusion Awards
Social Services Agency: YMCA of Greater Providence
THE YMCA OF GREATER PROVIDENCE has served as an anchor institution in Rhode Island since 1854. A key factor to achieving that longevity is the organization’s awareness of where to best serve a community of diverse abilities, knowledge, culture and ages. Its leadership and staff have a responsibility to help build relationships for sustainable growth.
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Kira Wills, the YMCA’s assistant director of diversity, equity and inclusion, says the community is not homogeneous and it will continue to become more diverse. She says organizations have to implement plans for the communities that exist, while preparing and adapting for future communities. To do that, Wills said organizations need to engage, hire and utilize individuals and groups that are from and for different segments and demographics of each community.
That, Wills says, has meant recognizing a shift in community ages, cultures and abilities, and recruiting and hiring skilled and talented individuals from those areas to promote the YMCA as a resourceful, reliable and relatable entity within communities.
“We hold that the YMCA is for all,” Wills said. “This is reflected by our staff being comprised of individuals who are neurodivergent, have disabilities, speak multiple languages, identify as LGBTQIA and are from a wide range of ages. We have made conscientious plans and taken action steps to have individuals that have been routinely marginalized or excluded to join.”
About 70% of YMCA’s 600-person workforce is comprised of individuals who identify as female. The overall workforce includes 30% minorities, with the largest groups represented being Black/African American and Hispanic/Latino.
Wills says the YMCA has increased recruitment with minority groups and organizations at local university and college institutions, as well as high school-age education and community institutions to grow staff from local multicultural populations. One particular area the YMCA has focused on involves the direct hiring of facility and maintenance support staff – something that for years was outsourced, with lackluster results.
Kobi Dennis, the nonprofit’s chief operating officer and director of diversity, equity and inclusion, says today the YMCA is intentionally trying to cultivate a new organizational culture that includes “buy-in” from all of its support staff.
“We have pivoted to hiring our own teams that have immediately become part of the new culture and organically want what’s best for the YMCA,” Dennis said. “We have hired local, young, diverse staffers that have performed well and quickly have become part of the YMCA of Greater Providence mission to build better communities for all.”
Beyond just implementing better hiring practices, the organization has made it a priority to pay closer attention to staff well-being, particularly in the wake of the George Floyd incident and the COVID-19 pandemic in 2020.
The mental health conditions of the YMCA’s staff became a primary concern, Dennis said. From there, he said the nonprofit began company “Equity Calls,” staff calls that invite all YMCA employees to join conversations on a wide range of topics, which include race relations, law enforment, community and mental health.
“After several monthly calls, we took it a step further and hired our first-ever behavioral specialists that serve the needs of the [youths] and YMCA staffers on a daily basis,” Dennis said.
Externally, the YMCA recently collaborated with businesses, vendors and service providers to work with senior citizens within one local housing community to gain access, knowledge and use of digital technology to remain connected with family, friends and medical providers. The YMCA executive staff was both active in developing this initiative and in its on-site implementation.
The YMCA also gained financial support to minimize and remove the cost barrier to access for community members by providing hundreds of free swim lessons to minority youths and families, in addition to certifying several new minority lifeguards and aquatics trainers. Also, the organization utilized its branches as hubs for food and personal protection equipment distribution during the height of the pandemic, and has continually hosted open conversations to encourage and foster positive interactions and opportunities between law enforcement and local communities.
