The vision of JFCS is that ALL in Greater Louisville live with dignity and purpose.
This vision is not possible without prioritizing diversity, equity, inclusion, and a trauma informed approach. We believe it is central to our mission to not only meet the immediate needs of individuals but break down the systemic barriers that can prevent individuals from realizing their full potential.
In 2022, JFCS established a Belonging & Engagement Committee comprised of staff and board members to evaluate and improve our internal and external practices. We believe in continuously improving and striving to be a model in our community for equitable service.
We are committed to an environment in which all staff, board, volunteers, and clients can thrive. We strive to foster equity, remove barriers to access and opportunity, recruit, retain, and grow a diverse and inclusive workforce and board of directors that reflect the communities we serve. Join us in building an accessible and inclusive environment for staff, clients, and Greater Louisville.
JFCS welcomes people with a growth mindset to our team and in return offers a generous and comprehensive compensation and benefits package including paid annual leave and sick time, medical and dental insurance, 403B, life, short-term and long-term disability insurance and generous paid holidays.
Jewish Family & Career Services IS AN EQUAL OPPORTUNITY EMPLOYER and does not discriminate against any person or group of persons on the grounds of race, ethnicity, age, color, religion, sex, national origin, sexual orientation, gender identity, veteran status or physical or mental disability as defined by Title VII of the Civil Rights Act of 1964; 1991 Civil Rights Act amendments; The Americans with Disabilities Act; the Age Discrimination in Employment Act; the Kentucky Civil Rights Act; or in any manner prohibited by the laws of the United States, the Commonwealth of Kentucky, or local ordinance, in the recruitment, selection, promotion, evaluation or retention or any terms and conditions of employment for employees or volunteers.
The employee is expected to adhere to all company policies while employed. Responsibilities and tasks outlined in this document are not exhaustive and may change as determined by the needs of the company.
Belonging & Engagement Strategic Plan
Establish an agency culture where Belonging & Engagement principles are valued, celebrated, and prioritized
Objective 1- Strengthen representation among staff, board, volunteers, and donors to match the communities we serve.
- Train staff, board, and volunteers on trauma informed care and cultural humility of specifics needs in the community
- Expand the recruitment process of staff, board, donors, and volunteers through analysis of recruitment process, research of diverse recruitment efforts, and implementation of such efforts.
- Specifically with staff, prioritize lived experience to reflect the community we serve and ensure pay scale is listed on job applications
- Create Belonging & Engagement agreement that will be signed by all staff, board, and volunteers and discussed in the interview process to ensure values align
Objective 2- Prioritize staff retention and professional development through a lens of DEI+/TIC principles
- Explore opportunities for staff to engage in volunteer opportunities throughout the Louisville Community to expand partnerships and knowledge of the work of other organizations
- Ensure leadership and professional development at all levels of the organization
- Ensure Performance reviews are informative, fair, and timely
- Conduct Learning Collaboratives to help employees explore and embrace differences (cultural responsivity, cultural humility, and trauma-informed care)
- Provide Mentoring and intentionality at social outings to provide support and a stronger sense of belonging
- Assess racial climate with intentional check-ins through engagement surveys and stay interviews
Objective 3- Ensure governance at the leadership level is prioritizing belonging & engagement principles
- Board will review pertinent documents and policies of JFCS including cultural, historical, and gender specific policies
- Ensure JFCS is functioning through a Trauma Informed Care lens through governance and oversight
- Belonging & Engagement chair will sit on executive leadership and be a critical member and decision maker for the organization
Prioritize client inclusion and voice throughout JFCS
Objective 1-Ensuring clients feel welcomed and celebrated
- Re-evaluate inclusivity of physical space to ensure individuals with disabilities are able to equally access services without barriers
- Review paperwork for clients to ensure it is trauma informed, capturing necessary information, and filtered through an asset-based lens.
- Increase accessibility on the JFCS website to include various languages and is accessible for visually impaired
- Remove language barriers, where possible, and ensure clients who are not English speakers have options of how to access services
Objective 2-Center client voice
- Evaluate current client experience surveys and ensure questioning reflects inclusive language.
- Prioritize client representation during recruitment of various committees
Communicate through asset-based lens and report out to the Louisville Community
Objective 1- Build and grow relationships with external partners who also prioritize belonging & engagement initiatives
- Choose vendors with intentionality and attention to belonging & engagement principles
- Attract and secure a pool of diverse donors to support JFCS mission
Objective 2-Provide regular updates to community partners about our progress and continued efforts
- Update plan on website regularly to communicate progress of the belonging & engagement committee
- Ensure all Communications reflect our belonging & engagement efforts and is representative of the clients and community we serve
Objective 3-Prioritize belonging & engagement in communication and marketing materials
- Ensure all communication and language is welcoming, trauma informed, and strength based, especially when highlighting client stories