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
Page 3
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
Page 5
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
Page 8
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