TO: Consultants on DEI Strategy Implementation for Not-for-profits

FROM: American Friends Service Committee (AFSC)

SUBJECT: Review and Advancement of Anti-Racism & Social Justice Practices

PERIOD OF PERFORMANCE: June 2024 - August 2024

CLOSING DATE & TIME: 5:00 PM Eastern US/Canada Time on Thursday, May 30, 2024

 REQUEST FOR PROPOSALS: AMERICAN FRIENDS SERVICE COMMITTEE

Review and Advancement of Anti-Racism & Social Justice Practices for AFSC Governance

1. Background and Purpose

Guided by the Quaker belief in the divine light of each person, the American Friends Service Committee (AFSC) works with people of all faiths and backgrounds to challenge unjust systems and promote lasting and just peace. To learn more about our work and history, visit our website: afsc.org.

The governance of the AFSC involves the Corporation, the Board of Directors, and Regional Groups. The Corporation, comprising members from the Religious Society of Friends in the United States, appoints the Board and amends bylaws, ensuring AFSC adheres to its mission, and sets the organizational culture. The Board oversees strategic direction, budget approval, policy establishment, and provides programmatic oversight, while also appointing the General Secretary. Regional Groups, delegated by the Board, manage regional programming, bringing in local expertise.

The AFSC is currently engaged in a transformative journey towards further enhancing its commitment to diversity, equity, inclusion, and belonging (DEIB). The organization has recently acknowledged facing challenges within its leadership and governance structure and practices concerning DEIB, marking a critical juncture for AFSC. This admission is a crucial first step and was made alongside a sincere commitment to substantial improvements that seek to foster an organizational culture that is deeply rooted in anti-racism and liberation values; values that are interwoven with the Quaker faith and testimonies.

Emphasizing the importance of continuous learning and improvement, the AFSC leadership is committed to integrating DEIB more deeply into all aspects of its operations and governance. Central to these efforts is the implementation of targeted training and development initiatives for its Board members and leadership team. These initiatives are designed to deepen understanding, build skills, and promote practices that reflect the organization's core values of equity and inclusivity. In pursuit of these goals, we are in search of a DEI/equity consultant to provide a thorough anti-racism and social justice review, interactive training, and continuous education program for our governance members.

2. Rationale and Objectives:

AFSC defines anti-racism as a spiritual and practical concern and commitment to actively oppose and dismantle systemic and institutional injustice in all forms. This understanding

reflects the fundamental belief in the inherent worth of every individual. The practice of anti-racism is about actively confronting and reshaping systems of power that not only uphold physical and systemic violence but also propagate discrimination and inequality, therefore acknowledging the deep interconnections of social justice issues across various domains such as policing, education, foreign, and social policy.

Through this understanding, AFSC acknowledges the necessity of integrating these anti-racist principles into its governance fabric. This integration is not only a reflection of its commitment to Quaker values but also a recognition of the need to address and dismantle systemic racism within its own structures. The rationale for this approach is to ensure that AFSC’s internal governance practices are aligned with its advocacy for peace and justice, enhancing its credibility and effectiveness as an agent of change. We envision a comprehensive strategy that fosters a culture where equity, accountability, and empowerment are paramount, enabling the organization to better serve and advocate for marginalized communities while staying true to its spiritual and ethical foundations.

The objective of this initiative is to develop and implement a training program centered on a racial and social equity lens. This will include raising awareness of implicit bias to enhance cultural sensitivity and developing strategies to restore community following conflicts rooted in Quaker abolitionist practice. This initiative can be outlined as follows:

1. Governance Structure and Culture Evaluation: The primary aim is to assess the governance structure, composition, and culture, examining how existing procedures, policies, and the overall culture contribute to either promoting anti-racism or perpetuating racism, with a specific focus on communication, transparency, conflict transformation, and other related aspects.
2. Needs Assessment and Recommendations: The project seeks to identify the specific training needs of Board members based on the evaluation's findings. This includes determining the types of training required and why particular Board members may need them. Additionally, it involves identifying areas where group training sessions can be beneficial.
3. Training Implementation: The project includes the development and delivery of training programs designed to address the identified needs and enhance the capacity of Board members in anti-racism through the lens of Quaker values.
4. Provision of Follow-Up Resources: After the training, the project will offer follow-up resources and materials to support ongoing learning and development. Additionally, it will establish procedures for inducting new governance members into this initiative.
5. Scaling Success: If the initial phase of the project proves successful, based on the Board and Community, Equity, and Justice Board Committee’s (CEJBC) endorsement, the intention is to implement a similar process for the rest of the governance structure, ensuring a consistent and organization-wide commitment to anti-racism and Quaker values.
   3. Scope of Work and Responsibilities

The AFSC will engage a consultant or team of consultants to guide, inform, and support our organization in crafting and implementing a long-term strategy for equity work. This endeavor calls for a deep commitment to collaboration and relationship building with our Board members, emphasizing the integration of equity practices in alignment with Quaker principles throughout our organization. The consultant(s) will be entrusted with the responsibility of fulfilling a scope of work and deliverables, as specified in a contract.

Our Board has discerned critical training areas essential for nurturing a culture of accountability, empathy, and empowerment within our organizational context. This training will explore the roles of Board members in championing equity and social justice, alongside managing transformation within our organizational culture, fostering innovation, and building resilience in a manner consistent with Quaker testimonies.

Open to guidance from the consultant(s), we anticipate that the scope of work will include a realistic timeline and embody:

• The creation and facilitation of a customized training program, anchored in racial justice and social equity, viewed through a Quaker spiritual lens. This training should initially focus on current Board members but may later be developed to the onboarding of new Board members as well and eventually expanded to the rest of governance (Corporation and/or Regional Groups).
• Assessing existing governance policies and practices for their alignment with equity and social justice principles and recommending enhancements or new strategies where needed.
• Developing procedures and practices to foster a culture of accountability and restorative justice that seek to mend and strengthen relationships and community after conflicts, reflecting the organization’s Quaker values.
• Integrating a structured program for the Board that embeds continuous learning and evaluation into its regular activities to ensure that the Board remains dynamic and responsive to evolving understandings of equity and justice.

Further project aspects could include designing additional equitable and inclusive processes and services, facilitating difficult conversations about racism, equity, and inclusion, and employing

an equity and social justice perspective in organizational decision-making, all in a manner that resonates with Quaker beliefs and practices.

4. Proposal Submission Guidelines

All proposals should be submitted by 5:00 PM Eastern US/Canada time on Thursday 30 May. Proposals submitted after this date will not receive primary consideration. Please use the subject line "RFP Submission: Review and Advancement of Anti-Racism & Social Justice Practices for AFSC Governance Proposal." Kindly send your proposal via email to Álvaro Alvarado, Clerk of the Board, at AAlvarado@afsc.org. Please also CC Steve Fortuna, Assistant Clerk, at SFortuna@afsc.org; Aaron Alarcon, CEJBC Co-Clerk, at alarconaaron@gmail.com; and Dana Watson, Governance Associate, at dwatson@afsc.org. Your proposal should comprehensively address the scope of work and deliverables, and must include the following sections:

a. Organization/Evaluator Background

State the name of the organization and/or consultant. If an organization, describe the general nature of its work and specifically name the team member(s) that will be conducting the work. Describe the education, skills, and experiences that uniquely qualify them for this work. Proposals must include two examples of related work completed with contact information for the organizations served.

a. Statement of Proposed Work

State in succinct terms an understanding of the work to be completed. Describe the methodologies proposed to complete the project including a timetable for completion of specific tasks, the personnel and/or governance members needed to complete tasks, follow-up resources and actions, as well as expectations for support and assistance from AFSC. Proposals may also include other activities deemed necessary by the evaluator and specified within the work plan.

The consultant(s) should include consultation with the Community, Equity, and Justice Board Committee (CEJBC) throughout the process. Specific consultations should include a meeting with the CEJBC early in the process to present the project’s design. Consultations to review milestones, draft reports, and the final training should be anticipated, as well.

While the consultant(s) is expected to work independently, the CEJBC and other personnel and Board members, as appropriate, will assist in facilitating access to stakeholders, providing needed information, evaluating success, and solving problems and concerns that may develop throughout the course of the project. The consultant(s) is expected to care for general support in the act of carrying out the project. Logistics such as travel and accommodations are the evaluator(s) responsibility and will be reimbursed by AFSC according to policy, and with prior approval of the Clerk of the Board.

b. Budget and Deliverables

Provide a detailed budget as well as a description of the specific deliverables that will be submitted, the timeline (with specific dates), and expected schedule of compensation.

c. Additional Information and Comments

Include any other information deemed important, but not specifically required elsewhere.

5. Proposal Evaluation Procedures

The consultant(s) will be hired by the Board. The Clerk of the Board will provide direct contract supervision.

The consultant(s) should demonstrate:

• An understanding of Quaker faith and practice, and how they resonate with AFSC’s mission and actions. Past work experience with Quakers and/or Quaker organizations is preferred but not required.
• Experience in evaluating and training governance and boards, particularly within a faith-based nonprofit context, on equity and social justice issues.
• A strong intersectional analysis and experience leading and developing processes that navigate privilege and power within a non-profit organization.
• Extensive experience in racial equity & social justice training within a governance context including cultural bias training and restorative practices.

Criteria for evaluating proposals will include:

• Strength of qualifications
• Understanding of the work to be completed
• Strength of work plan
• Cost
• Timeline

Consultants selected for further consideration will be contacted for a potential interview call by Friday 28 June.

6. Inquiries

Questions that help clarify the work to be completed may be submitted to Álvaro Alvarado, Clerk of the Board, at AAlvarado@afsc.org. Please also CC Steve Fortuna, Assistant Clerk, at SFortuna@afsc.org; Aaron Alarcon, CEJBC Co-Clerk, at alarconaaron@gmail.com; and Dana Watson, Governance Associate, at dwatson@afsc.org. Please use the subject line "Question Regarding Review and Advancement of Anti-Racism & Social Justice Practices for AFSC Governance Proposal." Inquiries by email are preferred; telephone calls can be arranged via email if necessary.