2022-398-E-Health-Table Ministries-Outside Agency Agreement

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Program information P a g e 12 o f 28 time Family Engagement Coordinators; the PT staff person is also a beneficiary. Through surveys, phone calls, texting, focus groups, and an upcoming parent advisory committee, we hear and process feedback and make applicable programmatic changes. We also began a series of meet-and-greet events for Family Engagement Coordinators and families to interact. Hiring our two coordinators, one a fluent Spanish speaker, has greatly increased parent/guardian’s comfort level and frequency in reaching out. b. How has your organization incorporated racial equity goals into your organizational goals? TABLE has taken an active approach to improving our organization’s structure and programs to be more inclusive, equitable, and diverse. Some specific ways we are d oing that include: • Accomplishing our strategic plan goal of moving to a new phone and text system to offer a variety of languages. • Developing & implementing core values into TABLE’s everyday operations & actions. One of those goals is prioritizing people - valuing those who serve and are served by TABLE, treating them with kindness, dignity, and respect. This includes developing a parent advisory board and engaging with families more. • Setting a goal of building a base of regular, returning, diverse volunteers. • Setting a goal of developing policies and procedures that promote a diverse, committed, and supported staff, including having 2 people who participate in our program on staff within 3 years. • Setting a goal of incorporating equity indicators into next year’s strategic plan. • Prioritizing partnerships with local farmers, specifically farmers of color, to order produce so 1) the farmer’s income is stabilized and th ey are able to depend on a certain amount of profit (and the profit stays local/invested in the BIPOC community); 2) our participants have access to the best quality produce available; and 3) TABLE better utilizes donor dollars. • Adapting job postings to include a variety of skills and prioritize lived experience where possible. • Highlighting restaurant owners/chefs of color in a series for our kids on how to get involved in the kitchen. • Continually reviewing our policies and programs to adapt and improve in the area of racial equity. c. Please fill in the below questions and provide any additional context on the racial composition of the organization and board leadership: i. % of staff that are Black, Indigenous, or People of Color (BIPOC) : 28% ii. % of board that are BIPOC: 50% iii. % of staff that have attended racial equity training: 86% (one person was not on staff at the time this was held) TABLE is committed to reflecting those we serve. Our participants are >90% children of color. Our staff of 7 is 28% BIPOC, 72% white; our board is 50% BIPOC, 50% white. Related policies in place are 1) a board member of color participates in hiring processes and 2) we advertise job openings at HBCUs, among our participating families, and with Refugee Community Partnership. We have had 3 TABLE parents on staff over the years. EXHIBIT A: PROVIDER'S OUTSIDE AGENCY APPLICATION DocuSign Envelope ID: 5334673A-3749-4438-A4C5-1C05EECD11F3