Diversity, Equity, and Inclusion

Equity work with meaning and impact begins with a personal learning journey. The USBC places a premium on meaningful opportunities for all voices to be heard. A commitment to diversity and equity infuses our work and decision-making. The USBC believes centering racial equity helps us to maximize our impact in this critical work to build a "landscape of breastfeeding support." The USBC offers a selection of webinar recordings to support individuals' learning journeys with a foundation in racial equity. Please access our Learning Opportunities page for more information about the Racial Equity 101 Series and ongoing sessions. 

USBC Definition of Equity
Our working definition of equity is compiled from the examples of the W.K. Kellogg Foundation, Center for Social Inclusion, Collective Impact literature, and others. It views equity as three interwoven components: a lens, a mirror, and an outcome.

• It is a lens through which we view the world to inform and guide the design of our strategies and activities to build a "landscape of breastfeeding support." 
• It is also a mirror through which we view ourselves and our organizations, examining our internal structures, culture, and policies and their impact on how the lens is applied and the outcome achieved. 
• Lastly, it is the outcome we seek to achieve, i.e., equity is realized when life outcomes are equal, in a statistical sense, regardless of one’s identities. 

Equity work can take the form of actions designed to address historic burdens as well as to remove present-day barriers to equal opportunities. It can be accomplished by identifying and eliminating systemic discriminatory policies and practices, but also by transforming structures towards access, justice, self-determination, redistribution, and sharing of power and resources. Above all, it requires an inclusive approach that maximizes the engagement of the communities impacted. The equity journey is a constant work in progress, and as such our definition will continue to evolve as we learn and grow.

USBC Diversity Values Statement
The USBC commits to inclusion, diversity, and equity as core values, embracing meaningful participation by diverse stakeholders, and actively soliciting varied viewpoints. We deconstruct all barriers to full participation in the USBC on the basis of identity.  

Our definition of diversity includes diversity by position, gender, race, creed, age, sexual orientation, national origin, disability, family status, gender identity, formal education, life experience, religion, communication styles, geographic location, and work-related skill sets and experience. We ground our work in inclusion, diversity, and equity to facilitate the achievement of our mission and vision. 
Leading by example, as the national coalition empowered to protect, promote, and support breastfeeding in the United States, we model inclusion, diversity, and equity for member organizations, breastfeeding coalitions, and all populations we serve. (original approved 11/3/2011; revision approved 8/6/2015; modifications approved 3/27/2020)

USBC CRASH Committee & Transformation Teams
In August 2013, the USBC Board of Directors formed the CRASH Committee to enhance USBC governance, membership, personnel, and coalitions' ability to build structures, systems, and a culture of inclusiveness and mutual support for all peoples. The committee's name comes from the name of a cultural competency training program for medical professionals. "CRASH" is a mnemonic for the following essential components of culturally competent health care: consider Culture, show Respect, Assess/Affirm differences, show Sensitivity and Self-awareness, and do it all with Humility. 

The CRASH Committee has developed a set of recommendations for the USBC in each of its four areas and is serving as the driver of cultural change within the organization by forging a national-level dialogue with an emphasis towards action on diversity, equity, and inclusion. It is working in Transformation Teams to prioritize and implement policy and structural changes in each of its four domains: governance/leadership, membership, staff/personnel, and coalitions.