MMA Board Demographics & Equity Practices

MMA requests your responses to this Diversity Survey. It is modeled after a survey made available by GuideStar, a non-profit resource. All responses are anonymous. More information:
https://learn.guidestar.org/hubfs/demograhics%20pup%20guide%2011102020.pdf. 

 
Sign in to Google to save your progress. Learn more
DEMOGRAPHICS
*Definitions*

-- Publicly self-identify: The information you are providing is how you would identify in each category to the public.

-- Transgender: An umbrella term people may use to describe their gender identity and/or gender expression as different from the sex they were assigned at birth. People who identify as transgender might describe themselves using one or more of a wide variety of terms including genderqueer, non-binary, and transgender. Transgender people may claim/affirm their gender identity through hormones and/or surgery. Transgender identity is not dependent on surgery. Transgender identity is not a sexual orientation.

-- Cisgender: A term used to describe a person whose gender identity is the same as the sex assigned to them at birth.

-- Nonbinary (also non-binary): Preferred umbrella term for all genders other than female/male or woman/man, used as an adjective (e.g., Jesse is a nonbinary person). Not all nonbinary people identify as trans and not all trans people identify as nonbinary.

-- Disability: A disability can be physical, learning, cognitive, sensory, mental or chronic health or other disability that is a barrier to everyday living.
1. Race & ethnicity: How do you publicly self-identify?
Gender Identity 1: How do you publicly self-identify?
Gender Identity 2: How do you publicly self-identify?
Sexual Orientation: How do you publicly self-identify?
Disability: How do you publicly self-identify?
EQUITY PRACTICES
In this section, you’ll rate the policies and practices your organization uses to build a culture of equity and inclusion. These strategies are developed by Equity in the Center and provided by GuideStar.

Learn more through Equity in the Center or its publication Awake to Woke to Work: Building a
Race Equity Culture, which provides insights, tactics, and practices to measurably shift culture
such that one’s race identity has no influence on how they fare within the organization. Link: https://equityinthecenter.org/aww/.

To what extent do you think MMA is using the following Equity Strategies?

1 - Not at all
2 - Considering deploying
3 - Starting to Implement
4 - Performing
5 - Performing & Evaluating
We analyze root causes of race disparities that impact the organization’s priorities and programs.
Clear selection
We use data to inform and adjust organizational goals to keep pace with changing needs of the stakeholders we support.
Clear selection
We employ non-traditional ways of gathering feedback on programs and trainings, which may include interviews, roundtables, and external reviews with/by community stakeholders.
Clear selection
We have strategic plans and measurable goals for creating a culture such that one’s race identity has no influence on how they fare within the organization.
Clear selection
We use a vetting process to identify vendors and partners that share our commitment to race equity.
Clear selection
We seek individuals from various race backgrounds for board, leadership and staff positions within our organization.
Clear selection
We have diverse community representation at the board level.
Clear selection
We engage everyone in the organization, in equity work and ensure that individuals understand their roles in creating culture such that one’s race identity has no influence on how they fare within the organization.
Clear selection
Thank you!
Submit
Clear form
Never submit passwords through Google Forms.
This content is neither created nor endorsed by Google. Report Abuse - Terms of Service - Privacy Policy
Google Forms