Racism and discrimination

Racism and discrimination have no place in the FAN4Kids organization or the schools and communities where we teach. In 2004, FAN4Kids CEO and Founder Rob Oliver saw the staggering statistics demonstrating the disparate rates of childhood obesity in communities of color and founded FAN4Kids to level the playing field for those children. Today FAN4Kids is deeply committed to equity in all institutions – particularly in health and education. We have launched programming designed to improve health equity by improving access to healthy food, reducing food insecurity, and empowering and working with our students and families as change makers in their communities.

Diversity and Inclusion

FAN4Kids is committed to modeling diversity and inclusion for the non-profit sector focused on youth and family fitness, nutrition, and to maintaining an inclusive environment with equitable treatment for all. Throughout our work, we support diversity across all lines of difference, including age, economic circumstance, ethnicity, sex, race, range of ability, religion, sexual orientation, and gender identity/expression. We are committed to a culture of inclusion in all aspects of the organization, including: Board Membership, Programming, Policies and Procedures, Employment, and aligning with Funders and Donors who support our core values.

Our Commitment

To provide informed, authentic leadership for cultural equity, FAN4Kids is committed to:

• See diversity, inclusion, and equity as connected to our mission and critical to ensure the well-being of our staff and the communities we serve.
• Acknowledge and dismantle any inequities within our policies, systems, programs, and services.
• Advocate for and support board-level thinking about how systemic inequities impact our organization’s work, and how best to address that in a way that is consistent with our mission.
• Commit time and resources to expand more diverse leadership within our board, staff, committee, and advisory bodies.
• Pursue cultural competency throughout our organization by creating substantive learning opportunities and formal, transparent policies, communications and interactions.

• Pool resources and expand offerings for underrepresented constituents by connecting with other organizations committed to diversity and inclusion efforts.
• Develop a system for being more intentional and conscious of bias during the hiring, promoting, or evaluating process. Train our hiring team on equitable practices.
• Include a salary range with all public job descriptions.
• Advocate for public and private-sector policy that promotes diversity, inclusion, and equity. Challenge systems and policies that create inequity, oppression and disparity. (not sure if you’d want to include this, but thought it would be great in an ideal world).