My First 90 Days
At Delta Phi Epsilon we have an outstanding group of eight women who are described as, “The feet on the ground”. These eight women are a part of the International Leadership Consultant Program and they spend their working days assisting all 109 chapters with their daily operations. With the new virtual operation that the ILC Program has taken, these eight women could now be described as, “The hands on the mouse”. I am honored to be one of the eight. My experience as an ILC has brought me highs, lows, lessons learned, and opportunities for growth along the way, in just my first 90 days.
One constant that helps me feel accomplished each day is goal setting. The point of setting these goals is to ensure I do not lose motivation throughout the work day. When I write out these daily goals, it encourages me to continue working throughout the day until my goals are accomplished. Likewise, when working directly with collegiate members, it is important to acknowledge when they accomplish their goals. Directly helping collegiate members reach their goals, becoming their support system at a professional level, and encouraging them to strive for excellence has been a very rewarding part of my ILC journey thus far.
Being and ILC, comes with some struggles to overcome. Self-doubt is one obstacle I am working on and the program is helping me to overcome. Of course with any job, or day for that matter, you have bad experiences. I have been very pleased however, that none of my bad experiences have come from any of my colleagues or any collegiate members. My bad experiences have come from two different things; wifi troubles and self-doubt. First let’s talk about the wifi troubles. Unfortunately, where I live does not have good service or a reliable wifi connection. The issue hasn’t affected my ability to get my work done, but it has been an added stresser into my work day.
Secondly, I think I speak for many people when I say that self-doubt is a common struggle. My doubts stem from feeling like I do not know enough on certain topics. Many chapters come to me with the different challenges they are facing and sometimes, I am unsure of how to help them. When I am unsure, I go to a supervisor for advice. I have been working on becoming more comfortable with slowing down my response times to find the most helpful and accurate information to send back to my chapters. This is something that I will have to continue to work on and not let my lack of knowledge in some areas determine how I feel. No one can know every nuance of sisterhood readily. I am starting to understand that the support system is there to lift me up and move me forward.
Even though I have only been an ILC for just over a month, I have already learned many lessons that I will be able to carry with me. The first lesson that comes to mind is setting boundaries. My work day is typically 9:00-5:00 during the weekdays. Of course recruitment workshops, LT meetings, and one-on-one with chapter officers can create the need to be flexible with my schedule. But, by setting these boundaries it gives me time to do things that I need to do for myself, things like go to the store, go on a run, or just relax in front of the TV. Almost every day that I have been an ILC, I have learned something new about myself, about the operations of Delta Phi Epsilon, and about a collegiate member with whom I am working. Learning is growing and I am sure having quite a bit of personal development in this program!
The last thing I will touch on is the opportunity for personal and professional growth that I have begun to embrace through my experience. We were able to attend a wide range of workshops during our month of training. These workshops gave me information and a perspective that I would not have received without this program. The workshop range varied from a two part Mental Health First Aid training, to a Hazing Prevention Webinar, to a workshop about Expanding Beyond the NPC Worldview. All of those listed workshops, and many others, have helped me grow professionally, but also personally.
All things considered, I would say that throughout this next year I am in for a treat. From working and guiding collegiate members, to working on my confidence, remembering to set boundaries, and to appreciating all of the opportunities for growth that I will encounter, I am excited for this opportunity that I have been given. Throughout this next year, I hope to make a positive impact on the hundreds of sisters I will meet. I hope to improve their collegiate experience. Lastly, I hope that by giving my all to this position I will be able to grow and develop daily, professionally and personal, and as a sister in Delta Phi Epsilon.
Madison Pecht is an alumna member of the Alpha Epsilon chapter at Kennesaw State University and a current International Leadership Consultant. Madi currently lives in Georgia.
Applications are now being accepted for the 2021 – 2022 International Leadership Consultant Program. You can learn more information and apply, by clicking here. Interested in learning more about the program and have questions answered? Join us on November 12 for an interactive webinar, “Want to be an ILC?” You can register for that here.
Next Stop: Law School
When I entered college my freshman year, I knew I wanted to attend law school. I spent my senior year focused on applying, studying, gathering recommendations and finalizing my resume. My goal became a reality when I was accepted into the St. Mary’s School of Law in San Antonio, Texas. After my acceptance, I realized that it made sense for me to defer my acceptance until the Fall of 2021 due to financial reasons. I took the opportunity to work for a year as an International Leadership Consultant for Delta Phi Epsilon to spend the year preparing for my next step, law school. For this year, I set out to gain real world experience and build a network of professionals.
As an International Leadership Consultant, I gained professional skills that directly translate to my future career as a lawyer. I treat each chapter I work with as my clients and have learned to serve them in a timely manner while providing them the tools they need to be successful. I work directly with the millennial and gen z generations and have learned the impact the present day climate has on each demographic. As a lawyer, it is imperative to have commercial awareness and know what affects current affairs will have on a client. I have learned to gauge my communication style between generations and better understand where a client is coming from.
Each meeting as an ILC requires research and project management skills. By researching prior to each meeting, I am prepared to have a productive appointment and can anticipate my clients needs. Individual meetings and group projects taught me excellent project management skills. The experience of taking a project from conception to execution is a skill that will be helpful throughout my entire professional career. I must also ensure the wording, layout, and presentation is thorough and conveys the correct message when creating resources. My experience as an ILC has shaped me for the next steps in my future by giving me practical professional skills.
Delta Phi Epsilon provided me a wide network of professionals and mentors. The support from my bosses, my fellow consultants, and my mentor Linsay Wolf have all empowered me to continue to reach for my goal. My experience as an ILC has made me feel capable and confident for the next step in my career. Joining Delta Phi Epsilon my freshman year was by far the best decision I made. I took every opportunity the organization offered me and it has given me back more than I could have imagined.
Jessie Leal is an alumna member of the Gamma Gamma chapter at Schreiner University and a current International Leadership Consultant. Jessie lives in Texas and has plans to attend Law School next year.
Applications are now being accepted for the 2021 – 2022 International Leadership Consultant Program. You can learn more information and apply, by clicking here. Interested in learning more about the program and have questions answered? Join us on November 12 for an interactive webinar, “Want to be an ILC?” You can register for that here.
Reflections on my Heritage
As a younger generation Mexican American, I have struggled in different ways than most. In the movie Selena, which tells the life story of Mexican American music artist Selena Quintanilla, her father says it best. He said “Being Mexican American is tough. And we gotta prove to the Mexicans how Mexican we are, and we gotta prove to the Americans how American we are. We gotta be more Mexican than the Mexicans, and more American than the Americans; both at the same time. It’s exhausting! Man nobody knows how tough it is to be Mexican American.”
Growing up it was not advantageous to be diverse. I grew up not fully immersed in my Mexican culture. People looked down on you if you spoke Spanish, had an accent, dressed a certain way, or were Mexican. As we head into a more diverse world, this has been a struggle for me. Though there has been progress, there is still not enough representation of Latinx in politics and in various industries across the board.
As a young Mexican American, I want to be an example to young hispanic women. I also know that I am not an expert or the most accurate representation of my culture. I continue to learn about, experience, and lean into my heritage to grow. If you want to learn more, or are curious, I created this resource document.
Delta Phi Epsilon’s mission of diversity and inclusion encourages me to further my purpose in this area. Being a first generation college student and Mexican, my family and I had absolutely no clue what a sorority was when I first joined DPhiE.
How can we take all of our cultural core values and translate them into DPHIE? How can we all educate PNMs on what a sorority actually is,instead of just assuming it is common knowledge? Acknowledging, talking, and creating small change is an incredible way to start educating our members on all of our different cultural experiences.
Jessie Leal is an alumna member of the Gamma Gamma chapter at Schreiner University and a current International Leadership Consultant. Jessie lives in Texas and has plans to attend Law School next year.
Hispanic vs Latinx
The terms were adopted in the United States in an attempt to loosely group immigrants and their descendants that arrived in the US from Latin America. The terms were and sometimes still are used interchangeably. The categories only refer to a person’s origin and ancestral background. The terms have since evolved. In an overly simplistic way, the term Hispanic refers more to language while Latinx refers more to culture.
Latino is from the Spanish (or Portuguese) latino americano and refers to those from Latin American countries who speak romance languages like Spanish, Portuguese, or French. Hispanic is generally accepted as a narrower term that refers to people who descend from Spanish speaking countries.
As with any personal identifying factor the individual can choose to identify as both, either, or none even if they meet the “textbook definition” of either term.
National Hispanic Heritage Month / Mes Nacional de la Herencia Hispana
Celebrated in the United States from September 15 to October 15
Celebrado en los Estados Unidos el 15 de septiembre al 15 de octubre
“National Hispanic Heritage Month traditionally honors the cultures and contributions of both Hispanic and Latino Americans ...” (www.hispanicheritagemonth.gov)
El Mes Nacional de la Herencia Hispana celebra las contribuciones de los hispanos y latino americanos.
Hispanic heritage month had its origin in 1968 when Congress passed Public Law 90-498 designating a Hispanic Heritage Week. The week was then extended to a month in 1988 by a superseding law.
El mes de la herencia hispana comenzó como la semana de la herencia hispana en 1968 cuando el congreso pasó la ley pública 90-498. La semana fue extendida a un mes en 1988 por un ley que reemplazó la ley anterior.
September 15 was picked because it was the independence day for a large number of Hispanic countries – Costa Rica, El Salvador, Guatemala, Honduras, and Nicaragua. Additionally, Mexico’s Independence on September 16. Today the list includes the independence days of Brazil and Chile celebrated on September 7 and September 18 respectively.
Inicialmente la fecha del 15 de septiembre fue escogida por la independencia de Costa Rica, El Salvador, Guatemala, Honduras y Nicaragua en esa fecha y la independencia de México el 16 de septiembre. Hoy incluimos la celebración de la independencia de Brasil celebrado el 7 de septiembre y de Chile celebrado el 18 de septiembre.
Canada celebrates Latin American Heritage Month in the month of October.
Canadá celebra el Mes de la Herencia Latino Americana en el mes de Octubre.
Sources/ Fuentes de información:
https://www.hispanicheritagemonth.gov/
https://www.loc.gov/law/help/commemorative-observations/hispanic-heritage.php
https://laws-lois.justice.gc.ca/eng/acts/L-6.4/page-1.html
Delta Phi Epsilon Sorority And Educational Foundation Announce Social Justice Engagement Program
Philadelphia, PA – Delta Phi Epsilon Sorority and the Delta Phi Epsilon Educational Foundation unveiled the inaugural season of their Social Justice Engagement Program. A groundbreaking series of 10 events per year, each focused on a different theme or issue and featuring a notable keynote speaker. The Social Justice Engagement Program brings the entire sorority – collegiate and alumni – together virtually to learn about, explore,
discuss and take action in support of important ideas.
“We are proud to launch our inaugural Social Justice Engagement Program, giving our membership special access to events and speakers who will share their knowledge and inspire us to debate and action,” said Nicole DeFeo, Delta Phi Epsilon’s CEO. “Justice is one of our pillars, and these events spark cross-generational engagement, excitement and a sense of purpose for our members. We are living our values, and we are exploring new ways of coming together to create virtual community around many different initiatives and ideas.”
In keeping with Delta Phi Epsilon’s Anti-Racist Policy, at least two events per year will be focused on education around fostering a more racially equitable organization and society. To kick this off, in October the sorority will host noted author Dr. Beverly Tatum for an evening of discussion about her book “Why Are All The Black Kids Sitting Together In The Cafeteria And Other Conversations About Race.”
In September, Delta Phi Epsilon will welcome Suzanne Nossel, CEO of PEN America and author of “Dare To Speak”, who will share ideas about protecting free speech on college campuses and how to keep the First Amendment alive and well in a fractious society.
Other programs are scheduled throughout the school year and tentatively include an evening with award-winning Playwright, Filmwriter, Author and Director Theresa Rebeck, who will screen her new movie for the sorority membership and talk about breaking the glass ceiling in Hollywood; U.S. Senator Barbara Boxer (Delta Phi Epsilon member) on public service; and actress Mariska Hargitay on the important work being done by her foundation, The Joyful Heart, with sexual assault victims and ensuring their evidence is processed swiftly and fully.
The program kicked off in August with a private screening of the documentary “Capturing the Flag” and a conversation about voter suppression and protecting voter rights with producers Laverne Berry and Elizabeth Hemmerdinger.
“Our Social Justice Engagement programming works holistically with so many of our goals – for the continued education of our membership, the active engagement of alumni and collegiate alike, fostering a sense of belonging among members, and living our values,” said Roxanne Donovan, International President.
“I’m so proud to work with our Educational Foundation and our Diversity, Equity and Inclusion Committee to develop a robust, impactful calendar of special events with exclusive access to amazing resources and people who will inspire and raise us up,” expressed Social Justice Engagement Program Committee chair Lynna Do, Alpha Iota Chapter at the University of San Francisco.
Underwritten by the Educational Foundation, the Social Justice Engagement Program is available free of charge to all members. Organized on a virtual platform, each event will enable thousands of Delta Phi Epsilon sisters to share experiences and ideas with leading experts and each other.
“Raising the bar on conversations and broadening understanding on important topics is the key to equipping our membership with leadership skills they need to succeed, from the dorm rooms to the board rooms of the world,” said Gina Curtis, President of the Educational Foundation of Delta Phi Epsilon. “Funding the Social Justice Engagement Program through campaigns like #DPhiEUnited, it critical at this time. We cannot thank our
donors enough for having the vision to bring forth the resources needed to make this program a success.”
About Delta Phi Epsilon, Inc.
Delta Phi Epsilon Sorority was founded on March 17, 1917 at New York University Law School as a social organization for women. The mission is to provide a sisterhood experience rich with tradition, innovation and opportunities for growth. Learn more about Delta Phi Epsilon at www.dphie.org.
Delta Phi Epsilon Sorority Philosophy on Health & Wellness
In October of 2019, the International Governing Board accepted the following philosophy on health and wellness.
Delta Phi Epsilon strives to create a sense of belonging for all members.
Belonging is a human need, just like food, water, and safety. Delta Phi Epsilon recognizes true belonging can only occur if one's basic needs-primarily one's health and safety-are met.
Delta Phi Epsilon centers its membership experience on cultivating an environment where collegiate and alumnae members thrive physically,
mentally, emotionally, academically, spiritually, and authentically.
The collegiate experience calls for understanding and commitment to healthy decision making, peer accountability, and operating within the policies, procedures, and laws Delta Phi Epsilon chapters exist within. It re9uires individual members to challenge the status quo and uphold the founding principles of Justice, Sisterhood, and Love the organization is built upon.
The alumnae volunteer experience calls for positive role modeling, ongoing training and development, and informed commitment to challenging the
process.
The International Governing Board and Headquarters staff must cultivate effective partnerships with host institutions and peer organizations, root the undergraduate membership experience in co-curricular context with an emphasis on student learning, and commit to ongoing development of
preventative policies, procedures, programs, and resources that facilitate safe and respectful environments for all members.
We know college environments can pose challenge to healthy decision-making. We also believe in honest reflection when mistakes occur and lifelong learning. Delta Phi Epsilon believes in empowering members to take ownership for their actions-positive and negative-and aims to instill a culture of responsibility through standardized accountability processes at the undergraduate, alumnae, and international levels.
Holistic health, wellness, and safety are critical for establishing belonging. Delta Phi Epsilon is committed to the ongoing education, enforcement, and
evolution of data-driven risk prevention and harm reduction practices to ensure all members can thrive.
Delta Phi Epsilon Health & Wellness COVID-19 Commitments
From the Delta Phi Epsilon Sorority Philosophy on Health & Wellness:
“Delta Phi Epsilon strives to create a sense of belonging for all members.
Belonging is a human need, just like food, water, and safety. Delta Phi Epsilon recognizes true belonging can only occur if one’s basic needs – primarily one’s health and safety – are met.
Delta Phi Epsilon centers its membership experience on cultivating an environment where collegiate and alumnae members thrive physically, mentally, emotionally, academically, spiritually, and authentically.
The collegiate experience calls for understanding and commitment to healthy decision making, peer accountability, and operating within the policies, procedures, and laws Delta Phi Epsilon chapters exist within. It requires individual members to challenge the status quo and uphold the founding principles of Justice, Sisterhood, and Love the organization is built upon.”
Membership Commitments in the Context of COVID-19:
To align with Delta Phi Epsilon’s Collegiate Expectations of Membership and Philosophy on Health & Wellness, and to ensure health and safety is a top priority in creating a true sense of belonging for all, collegiate members are asked to commit to the following during the 2020 – 2021 academic year:
1. I will adhere to guidelines provided by the CDC, state and local health departments, college/university officials, and Delta Phi Epsilon international and local leadership regarding attendance at events and/or participation in activities that are not required by my academic coursework.
2. If requested, and if required by my college/university, I will wear a mask any time I am not able to maintain social distancing; including during any in-person Delta Phi Epsilon events or activities and at all times when I am in common or communal Delta Phi Epsilon-associated living spaces with fellow members or nonmembers.
3. If my chapter has a facility, suite, or lodge, I will adhere to new rules and procedures regarding food service, sleeping quarters, hosting of guests (including non-resident members), scheduling of study spaces, and other changes as required and/or listed in the Delta Phi Epsilon COVID-19 Facility Operations and Guidelines to help keep myself and my sisters safe.
4. I will strive to embody Delta Phi Epsilon’s Collegiate Expectations of Membership and separate Human Dignity Policy, and as part of that, respect the health and safety concerns of all individuals associated with Delta Phi Epsilon including fellow members, chapter advisors, college/university staff, international leadership and headquarters staff, and non-members that come into contact with the chapter.
5. I understand that while Delta Phi Epsilon International Sorority and my host college/university will take precautions to provide health and safety guidelines and procedures to assist with social distancing, it will be up to me and my chapter sisters to follow these guidelines to protect against the spread of COVID-19.
6. As a collegiate member of Delta Phi Epsilon, I commit to sharing this responsibility of sisterhood to create a healthy and safe chapter experience where all members can find belonging and thrive.
Delta Phi Epsilon Trans Woman and Non-Binary Gender Policy
Consistent with our Founder's courageous vision, Delta Phi Epsilon International Sorority’s Policy on trans women and gender non-binary individuals supports the sorority’s three core pillars of justice, sisterhood, and love, and reflects our commitment to anti-discrimination practices.
Gender and sex-based equity are, and have always been, a fundamental element of justice. Our motto states “to be, rather than to seem to be.” We cannot profess to be inclusive, and yet exclude or render silent our trans and/or non-binary members. As the public understanding and definition of gender identity and expression evolves, so must our understanding and definition of what makes a person eligible for inclusion in sisterhood. We believe this policy continues our long legacy of leadership relating to our commitment to sisterhood itself.
The purpose of this policy is to establish an environment that is safe, free from stigma and discrimination, and welcoming for all potential new members, sisters, volunteers and staff, regardless of sexual orientation or gender expression.
Delta Phi Epsilon welcomes members who identify as women, including transgender women, and gender non-binary individuals, regardless of their sex assigned at birth. All members must uphold and represent Delta Phi Epsilon’s values and philosophies.
Trans women and non-binary individuals, therefore, may be included as members in all areas of the organization, provided that they accept and share in the collective values and experiences of the sisterhood. Under the auspices of self-governing chapters and alumnae associations, the ultimate decision to extend a bid for membership is solely that of the chapter or association members.
Notwithstanding that this is Delta Phi Epsilon’s Policy on trans women, and gender non-binary individuals, we trust and empower each one of our Chapters to make decisions that are the best for their Chapters and the Sorority in their recruitment activities. Members must not obstruct recruitment, create hostile environments for transgender and/or non-binary members, or inhibit leadership or scholarship opportunities for those members.
Names and Pronouns
Supporting this policy, Delta Phi Epsilon believes that every individual has the right to be addressed by a name and pronouns that correspond to the individual’s gender identity. Whether or not a transgender or gender nonconforming individual has legally changed their name or gender, Delta Phi Epsilon will allow individuals to use a name and gender pronouns that reflect their identity. It is recommended that all members be asked how they want to be addressed.
Recruitment
We welcome all women as they self-identify, regardless of gender expression. This includes cisgender women and transgender women. Those individuals who identify as gender non-binary may be considered for membership, provided they are committed to the advancement of womanhood.
Individuals who identify as male are not eligible for membership regardless of their commitment to the advancement of womanhood and/or identification with women’s issues and concerns.
No member is required to provide documentation regarding their gender.
International Governing Board Of Delta Phi Epsilon Adopts New Anti-racist Resolution
Philadelphia, PA – The leadership of Delta Phi Epsilon Sorority released a new Anti-Racist Resolution today. Working with the Diversity, Equity and Inclusion Committee led by International Governing Board Member Vashtina Boyce, the International Governing Board adopted the important document unanimously earlier this week.
According to International President Roxanne Donovan, “This Resolution is an important step in bringing change to our ever-evolving sorority, with initiatives that will help us accomplish our goals for improving the member experience and living our values of justice, sisterhood and love.”
Formed first as a task force in 2016, the Diversity, Equity and Inclusion(DEI) Committee has been working toward creating an equitable environment in which members who identify as Black, Indigenous, People Of Color(BIPOC) can lead and thrive. This resolution states the sorority’s position and outlines a comprehensive plan.
“We have been working on broader diversity initiatives "behind the scenes" the past couple of years, but we felt that we needed to make a bold and deliberate statement to address the concerns of our membership. While we can't fix all the problems of our society with this resolution, we will use it to make a positive impact within our Sisterhood.”, says Boyce.
DE&I Committee Anti-Racist Resolution - 2020
Whereas, Delta Phi Epsilon, having been founded with the core value of justice, cannot stay silent while members of our Sisterhood and their loved ones feel the impact of hate. Both past and recent acts of brutality against Black bodies are reprehensible. Our organization strongly condemns racism, injustice, and the abuse of power in no uncertain terms; and
Whereas, Delta Phi Epsilon is committed to providing a space for membership to be heard, valued, and appreciated. Knowing we cannot address these issues alone; we will continue to seek meaningful partnerships to ensure our actions and words are well informed; and
Whereas, the Diversity, Equity, and Inclusion (DE&I) Task Force (July 2018 - May 2019) began as part of the (2018-2020) Strategic Plan outlined by the International Governing Board (IGB); and
Whereas, the current DE&I Committee was created from the goals and ideas set forth from the Task Force, the Committee has been meeting monthly since December 2019; engaging in a broad range of equity work as it relates to Delta Phi Epsilon and it’s operations; and
Whereas, we understand our current efforts are just the beginning. We will continue to work to dismantle the inequalities in our organization and the systems of oppression that exist beyond. Creating change can happen at many levels, and we ask all our members to speak out against racism and acts of hatred; and
Whereas, we acknowledge, that those efforts must start by ending racism in our chapters, associations, international headquarters, and volunteer spaces; and
Whereas, we recognize that these efforts are long past due and that much more needs to be done on behalf of our Black Sisters, as well as our other Sisters of Color. We recognize that for far too long the voices of Sisters decrying our silence and inaction have done nothing but add to the trauma and anguish of their lived experience. It is the sincerest expectation of this Committee, with the unequivocal support and engagement of the International Governing Board, that we will move past performative justice towards a more authentic example of our founding principles;
Therefore, Be It Resolved;
That the International Governing Board has issued a call to action for the DE&I Committee to execute work more focused on racial equity, and to a finer point work in support of our Black members and we suggest the following actions.
Resolved, That a grant from the Educational Foundation will be executed to support the funding of the educationally focused endeavors listed within this resolution.
Resolved, That all three Boards of the Delta Phi Epsilon Enterprise will make individual donations to organizations that work internationally and locally on behalf of the Black community with 100% participation of said board members.
Resolved, That the DE&I Committee will draft policy, directly addressing the experience of our Black Sisters and all women of color within our organization, not unlike our Transgender and Non-Binary Policy.
Resolved, That the DE&I Committee will review, update, and redevelop the Standards Board manual and procedures for undergraduate and alumnae membership consistency, accountability, and instill anti-racist and restorative justice practices in our judicial process.
Resolved, That the DEI committee will review and put forth suggested revisions to the entire DPhiE Policy Manual to remove barriers for members to join and enjoy the full benefits of Sisterhood, to identify policies that negatively impact Sisters of Color and to ensure that a regular review of the Manual happens no less than once a biennium.
Resolved, That holidays that are outside of the dominant culture will be observed by our IHQ and membership. We will manage and maintain a DE&I calendar to support recognition of and education in diverse holidays.
Resolved, That in concert with the Human Resources Committee and International Executive Director the DEI committee will review and update Talent Management hiring and placement processes, including the Employee Manual.
Resolved, That as the Nominating Committee has been actively engaged in diversification of our volunteer leadership on the International Governing Board for the past ten years, we will heighten these practices to increase the diversity of our boards, volunteers, and staff in the coming biennium - this Diversity will include individuals who identify as Black, Indigenous, and People of Color.
Resolved, That the International Headquarters staff in conjunction with specialists in the area of diversity, equity and inclusion will review and update our educational programs, including: New Member Orientation, Team Excellence, and alumnae initiate to incorporate an anti-racist, equity lens into all facets of Sorority membership, with a special focus on development or procurement of recruitment specific training to ensure inclusive, equitable, and non-discriminatory recruiting practices.
Resolved, That we will thoroughly review our financial structure and identify ways in which every level of participation is more affordable and accessible. We will do our part to address the lasting impact of racially-based economic inequality and will work to eliminate barriers of access in all levels of our organization.
Resolved, That we will provide required annual educational training to undergraduate members, chapter advisory board members, volunteers (including Enterprise Board members), and staff on critical conversations and Intergroup Dialogue.
Resolved, That the DE&I Committee will extend at least one slot for an undergraduate Sister to ensure the voice of active membership is included in ongoing work.
Resolved, That the International Headquarters will assign a staff member who is dedicated to the implementation and integration of anti-racist initiatives into our daily operations and culture. This individual will lead an annual Equity Audit, will source and recommend materials, vendors, trainers, and speakers for the Sorority. This individual will also work directly with the DE&I Committee to facilitate constant feedback between our Sisterhood and International Headquarters.
Resolved, That the International Headquarters will release communications endorsing this resolution, for multimedia distribution (i.e. social media, mail, email, etc.) for our members to share, celebrate and integrate.
Resolved, That we will release biannual reports on the DE&I initiatives taken by our organization. These will be made available to the entire membership to ensure transparency, visibility, and accountability of our ongoing efforts.
Resolved, That we will gather and retain demographic information for every Sister, volunteer, and staff to better facilitate evidenced-based decision making in relation to equal representation and anti-racist policies.
Resolved, That we will have at least two of our social justice programming endeavors focused solely on the experience of our Black members.
Resolved, That we will ensure that the leadership of our organization (all boards, staff, and Chapter Advisory Boards) will deepen their knowledge on racism, micro aggressions, and inclusion, and we will hold the first of many post-read listening sessions in September 2020, where the themes will be discussed after reflection on a related book.
Resolved, That we will add Diversity, Equity, & Inclusion specific programming to the International Leadership Forum (ILF) sessions to bolster our work in this area. We will provide our membership with opportunities to engage in dialogue and expand their knowledge around these topics.
Resolved, That we will create a Leadership Team role of Vice President of Diversity, Equity & Inclusion; with the expressed understanding that it is the work of every member, volunteer, and staff to ensure we maintain our principle of justice.
About Delta Phi Epsilon, Inc.
Delta Phi Epsilon Sorority was founded on March 17, 1917 at New York University Law School as a social organization for women. The mission is to provide a sisterhood experience rich with tradition, innovation and opportunities for growth. Learn more about Delta Phi Epsilon at www.dphie.org.