Board Member Toolkit

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MARCH 2023

ILLINOIS ASSOCIATION

OF COURT APPOINTED

SPECIAL ADVOCATES

BOARD MEMBER

TOOLKIT

A Resource Guide for the Board Member on the GO

Illinois CASA

Board Member Toolkit

Page 2

Board Member Toolkit

Table of Contents

Illinois CASA Equity Task Force Vision ..............................4

National CASA Local Program Standards ......................... 5

DEI Philosophies for Organizations .................................... 7

DEI Philosophies Activity ....................................................9

Reviewing CASA Foundational Documents

Through DEI Lens ............................................................... 10

Board Recruitment Checklist ..............................................11

Additional Resources............................................................12

Illinois CASA

Board Member Toolkit

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February 21, 2023

Dear Illinois CASA Network Board Member,

The Illinois CASA Network has been working diligently to ensure Diversity, Equity, and

Inclusion (DEI) is at the forefront of the network. Illinois CASA’s Equity Task Force has met

regularly for the past few years. During the past few months, the network has voiced a

need for a DEI tool specifically for board members. The Illinois CASA Equity Task Force has

compiled resources that provide some framework to network board members on DEI. We

hope that the tool kit will be used regularly while making decisions.

We also understand that this is just a tool and not meant to train board members on this very

complex topic of DEI at the Local CASA program level.

Sincerely,

Illinois CASA

Equity Task Force

Illinois CASA

Board Member Toolkit

Page 4

Illinois CASA Equity Task Force Vision

We collectively envision a network of Court Appointed

Special Advocates (CASA) where children and families

that have experienced abuse and/or neglect, are at the

forefront in every aspect of our advocacy. Acting as

the voice of a child who has experienced abuse and/

or neglect is a great responsibility that can only be

effectively executed when an advocate can holistically

uplift every child by exercising cultural responsiveness. 

We recognize that it is our responsibility to speak

on behalf of children, not for them, acknowledging

that they have historically not been seen or heard by

society while empowering and amplifying their voices. 

Illinois CASA

Board Member Toolkit

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Diversity, Equity and Inclusion

Commits to diversity, equity and inclusion and demonstrates these qualities in its own

operations, governance, management and quality advocacy for children.

Elements of Practice

A

Works to diversify its staff, volunteers and governing board to reflect the

population and meet the needs of the children served.

1

Written plan and action steps are adopted to diversify the program’s staff, volunteers

and governing board to reflect the population of children served.

2

Written plan and action steps are adopted to promote equity and inclusion of diverse

staff, volunteers and members of the governing board.

3

Written plan is measurable and reviewed by the governing board to assess progress,

at least annually, as part of the program evaluation process and the goals and

measures are updated every three years.

4

The governing board identifies strategies and outcomes for diversity, equity and

inclusion for program planning.

5

The program engages in collaborative efforts with its state CASA/GAL organization to

foster diversity, equity and inclusion.

6

The program staff, volunteers and governing board participate in, at least annually,

education and training approved and documented by the program related to diversity,

equity and inclusion.

7

The program engages individuals who can:

a Help the program identify and understand the needs of the children served.

b Identify the action steps the program can take to address these needs in

governance, recruitment, training, supervision, retention, evaluation and advocacy.

B

Promotes equity and inclusion through its governance, management,

operations, recruitment, continuing education, retention and advocacy

policies and practices.

The following is an excerpt from the National CASA/GAL Association Local Program Standards Standard #3

Diversity, Equity and Inclusion and outlines the expectations of National CASA/GAL Association

Illinois CASA

Board Member Toolkit

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C

Commits to understanding disproportionality and disparate outcomes.

1

Collects and reviews data which may include: race, ethnicity, nationality,

socioeconomic, gender, sexual orientation, and disability for the children served to

inform the program about disproportionality and disparate outcomes.

2 Engages in activities to increase the awareness and understanding of volunteers,

staff and governing board members regarding issues of disproportionality and

disparate outcomes within its local child welfare and court systems.

3 Participates and works in partnership with child welfare providers and court

representatives in identifying, understanding, and addressing their community’s

issues of disproportionality and disparate outcomes.

D

Promotes a diverse, equitable and inclusive workplace.

1

The program is inclusive and actively recruits qualified staff reflective of the

children served.

2 The program administers its human resources practices to all persons without

discrimination based upon age, race, ethnicity, national origin (ancestry), color,

religion (creed), gender, gender expression, sexual orientation, disability or

physical challenge.

3 The program’s staff recruitment and selection practices are in compliance with

applicable laws and regulations.

4 The program is in compliance with the Equal Employment Opportunity Act.

5 The program has written equal opportunity, anti-discrimination and antiharassment

policies which clearly state its practices in recruiting, selecting and promoting staff.

6 The program publicizes its equal opportunity policy in their staff recruitment

materials.

7| The program makes reasonable efforts to ensure the workplace is free of barriers

for staff, volunteers and others.

Illinois CASA

Board Member Toolkit

Page 7

DEI Philosophies for Organizations

Below is a summary of the DEI Philosophies for organizations that was extracted from

the “Diversity, Equity and Inclusion for Trainers: Fostering DEI in the Workplace” by Maria

Morukian. We encourage all board members, leadership and trainers at the Local CASA

program level to further explore these topics and how they apply to your particular program.

SOCIAL JUSTICE

“It’s time to right the wrongs of the past.”

Social justice is strongly focused on equal rights, equal access, equal treatment. It’s about

acknowledging and working to right the wrongs of the past in terms of people who have

been systematically marginalized, mistreated, or oppressed in society. (Diversity, Equity, and

Inclusion for Trainers)

ADVOCACY AND ALLYSHIP:

“We each have to be a voice for others.”

The advocacy and allyship philosophy is the counterweight to compliance. It is all about

taking a proactive approach and refusing to settle for compliance as the entire solution.

The advocacy and allyship philosophy embraces the notion that every individual bears an

obligation to be a vocal proponent of DEI and actively challenge and disrupt the existing

structures that impede DEI progress. (Diversity, Equity, and Inclusion for Trainers)

VALUING DIFFERENCES

“Our differences are what define us.”

The valuing differences philosophy is rooted in the notion that our differences make us

stronger. It centers around exploring divergent experiences that make us stronger. It centers

around exploring divergent experiences, perspective, and beliefs. It celebrates and calls forth

uniqueness. This philosophy prioritizes the multiple dimensions of identity that make each of

us different from one another.

COMPLIANCE

“Follow the rules and we will have equity”

The compliance philosophy focuses primarily on following regulations, policies, and

practices related to fair and equitable treatment. The US Equal Employment Opportunity

Commission (EEOC) enforces federal requirements for organizations in the US. The

compliance philosophy is valuable in that it provides a solid foundation of parameters that

indicate what behaviors and practices are permitted and what is prohibited.

Illinois CASA

Board Member Toolkit

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DEI Philosophies for Organizations continued

ONENESS AND UNITY

“We’re all in this together.”

The oneness and unity philosophy is rooted in the notion that our common humanity binds us

together. This philosophy focuses on emphasizing common goals, highlighting basic human

needs and behaviors over differences, and building harmony among individuals and groups.

BUSINESS RESULTS

“DEI makes good business sense.”

The business results philosophy is about profit and productivity. It relies on research showing

the financial gains of companies with more diversity at each level. The business results

philosophy is backed up by years of research in organization development and behavior

indicating that organizations with cultures that value DEI:

Are innovative

Have more engaged employees

Are able to hire and retain top talent

Have teams capable of better complex problems solving

Have higher financial performance

Have fewer EEO complaints

(Diversity, Equity and Inclusion for Trainers, Ch. 1)

Illinois CASA

Board Member Toolkit

Page 9

DEI Philosophies Activity

The following activity is designed for participants to understand the six distinct but interrelated

Diversity, Equity, and Inclusion philosophies and their importance in being incorporated into

the work that the local program CASA Board does.

While all philosophies are distinct from one another, they come together to form a holistic

approach to DEI work. Additionally, each philosophy has a counterpart to balance it out. Social

Justice is balanced by Business Results. Advocacy and Allyship is balanced by Compliance.

And Oneness and Unity is balanced by Valuing Differences.

The board will be split into six groups and each group will be given a handout with the

description of a particular philosophy to discuss. When discussing the philosophy, each group

should look at the merits, value, and accomplishments they believe approaching DEI work

through their philosophy will achieve. Every group will be given 5-10 minutes to prepare an

argument as to why they believe their philosophy is the best approach and will then present

it to the whole group. Presentations should only last a few minutes. Once every group has

presented, corresponding groups will be given 5-10 minutes to discuss with each other how

their philosophies balance each other. Once this is complete, the combined groups will take

turns sharing to the whole board how their philosophies balance one another.

By the end, hopefully all board members will have an understanding of the value each

philosophy provides and why all six are incorporated into DEI work.

Illinois CASA

Board Member Toolkit

Page 10

Reviewing CASA Foundational Documents

Through DEI Lens

Several of the Local CASA program foundational documents are crucial in leading the path of

the organization and the manner in which it operates. Leadership including the board should

be reviewing these documents through a Diversity Equity and Inclusion (DEI) lens which

informs amendments and revisions.

ARTICLES OF INCORPORATION

Do our articles of incorporation include

language that is inclusive and person first

when referring to children and families?

BYLAWS

Do our bylaws include gender neutral

language, inclusive language and person

first first language?

Do our bylaws include any mention of

representation of the children being

served at the board level?

MISSION/VISION

Does our mission and vision include

inclusive language?

Does our mission and vision include

person-first language?

Do they reference families and support?

Has our board adopted a DEI statement

in addition to a mission and vision

statement? If not, what steps do we need

to take to move in that direction?

DEI STRATEGIC PLAN

Does our strategic plan take into account

measurable goals to address diversity?

Do we have a clearly outlined written

plan for diversifying volunteers, board

members and staff?

Does our DEI strategic plan incorporate

Standard 3 of the Local Program

Standards?

Is the board familiar with this standard?

If not, do we have an action plan for

presenting to the board?

BOARD MEMBER JOB DESCRIPTION

Does our job description include inclusive

language?

Does your job description include a

commitment to support DEI?

CONFLICT OF INTEREST

Does your conflict of interest include

inclusive language?

Does it include person-first language?

Illinois CASA

Board Member Toolkit

Page 11

Board Recruitment Checklist

q Remove bias from board member job description-paying attention to wording

of job description -using masculine or feminine words may deter some

applicants from applying

q Expanding sourcing networks- partnering with diverse organizations; expand

beyond elite organizations/institutions and focus on equitable under-

represented groups; including staff/volunteers in on knowledge of process

that may lead to potential candidates; not necessarily sourcing from within the

board circles; LGBTQIA communities/events; Greek Organizations/Panhellenic

Organizations; Community Associations/Leagues; Bar Associations;

Educational Associations; Rotary Clubs;

q Conducting blind resume screening: Gender and ethnicity of names are

known to have an impact on resume screening. Removing names can enable

reviewers to avoid potential bias. Logistically including a third party; (As

necessary, depending on organizational goals)

q Define objective recruitment criteria: Get recruitment committee on the

same page

q Size of board-representative of population served unless hindered by bylaws

q Making all staff aware of the recruitment process in order to allow for potential

avenues that are outside of typical circles

q Pictures and names of current board members for all staff to be familiar with

board members to help with team building and support recruitment

q Create diverse board interview teams (e.g. sought after skills). Structure

teams on who can evaluate objectively and who would make the candidate

feel comfortable. Be aware of affinity bias-preference for people “like me.”

Consider mock interviews.

q Ask potential board member candidates the same questions. Create a script

that is used for each candidate.

q Create more pathways for candidates to become board members from all

walks of life and connections to the organization.

Illinois CASA

Board Member Toolkit

Page 12

Additional Resources

EGAL DEI Checklist

USC-Aiken Inclusive Language Guide

APA Language Guidelines

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