Request for Proposal Girls Inc. seeks proposals to develop measurable national and network-wide strategic goals for diversity, equity and inclusion and the sequenced tactical plans to support achievement of those goals. As we implement the new strategic plan that will guide the work of the Girls Inc. national office, and our support of the Girls Inc. network from April 2021 through 2025, DEI was identified by the strategic planning team as one of the “Underlying Truths” imperative to weave throughout our work, and mission-critical to our success. The relevant sections of the Girls Inc. 2021 - 2025 Strategic Plan are included in the appendix of this RFP. Currently, Girls Inc. has taken the following action:

● Drafted a working Diversity, Equity and Inclusion (DEI) Vision that has been shared

among the national staff, the national board and a group of Girls Inc. affiliate executives;

● Solicited feedback on the strengths and areas of improvement for our DEI efforts from

national staff and executives, and conducted a new (2021) survey on the intersection of

DEI with their professional and leadership development

● Developed and delivered limited training to the national team and network. (Some

affiliates in the network have developed and are delivering on-going DEI training to their

individual teams.)

● Created a working strategic framework that identifies key stakeholder audiences, DEI

roles and core mechanisms for instituting the plan.

We are seeking a consultant to partner with us to do the following:

● Articulate the baseline values and vision that pertains to the national office and to the

network, support the change management efforts needed to achieve network adoption.

● Identify the priority areas for concentration:

○ What are the areas in which is it most critical to make progress?

○ Is that the same for national team members, affiliate teams, and the national

and affiliate boards?

● Develop strategic goals and recommended tactics to implement over the course of the

plan, and where applicable, methods to measure progress, change over time and define

incremental success

○ We envision that some of these goals and tactics will be organizational in nature:

setting or clarifying policies and procedures, codifying processes.

○ Other goals and tactics will be adaptive in nature: offering or requiring learning

by the individual or a group, establishing methods for evolving the culture of the

organization.

OVERVIEW OF EXPECTATIONS Parameters of the Project:

● Discovery

○ Understanding of knowledge that exists: past surveys, work done

○ Coordination with existing work in leadership development

○ Outreach to key stakeholders - acknowledging past outreach and establishing

what real gaps in knowledge exist

● Agreed upon vision - for the National office and Girls Inc. Network - should reflect

○ Hiring, support and development practices

○ Power and partnership from and with board and volunteers

○ Local and national responsibility and accountability

○ Pervasive organizational culture and values

○ Individual and collective commitments to achieve our vision

● Development of a DEI blueprint, including measurable, specific strategic goals to

advance us towards the vision, and recommended plans

○ Recommendations of tactical steps to take to achieve change

○ Recommendations of tactical steps to take to maintain progress and identify

additional areas of work

○ Recommendations for the appropriate staffing and other resources to

implement the blueprint

● Support in charting parallel change management plans within the national office, for

affiliate leaders, and within the network as a whole

The national office team has engaged in formal DEI training or facilitated conversations periodically. Strengthening the national team should not only promote a stronger work culture amongst and between this group of 50+ people, but also better equip this team to work directly with the 78 affiliates that make up the Girls Inc. network. Some of those individual affiliate organizations have done a good-to-superior job of incorporating DEI values and practices into their work with girls, their hiring, on-boarding and ongoing training of staff, their recruitment of board members and overall board culture, and the role they play in their community in modeling DEI practices externally. Team members at other individual affiliate organizations report a toxic work environment and a lack of attention to DEI values and practices. And, we

know the reality is that there are organizations that fall everywhere along the continuum in between. Finally, this scope should help us collectively - as 78 affiliates and a national office - to identify, set and achieve some collective goals toward a shared commitment to DEI. PRIORITIES FOR SUCCESSFUL PARTNERSHIP A successful proposal will demonstrate the ability to work with the Girls Inc. team to promote the capacities we already have:

● Knowledge of the strengths and needs of the network

● Commitment to and understanding of girls - those we directly serve and those we want

to impact via advocacy and environmental change

● Federated system with infrastructure dedicated to advancing mutual priorities

Partner with the Girls Inc. national team to support internal capacity for:

● Talent Acquisition/Management/Development

● Supporting/guiding/collaborating with affiliates on their local DEI planning &

implementation

Provide lead support for:

● Engaging stakeholders in vision and plan development

● Development of comprehensive holistic vision and desired future state

● Setting measurable DEI goals

● Delivering and/or identifying DEI content/training

Preference will be given to firms / teams who:

● are women or minority owned businesses;

● bring expertise in DEI and knowledge of adult learning practices;

● have experience working in the non-profit sector, particularly with federated

organizations or large systems.

PROPOSAL SPECIFICATIONS Proposals should include:

● Scope of Work and timeline

● Clear definition of roles and responsibilities for Girls Inc. National and firm within the

scope of work

● Team members involved, roles, and biographies

● At least three client references

● Pricing: inclusive and a la carte options

Proposal Evaluation Criteria

● Cost 25%

Bidders will be evaluated on the cost of their solution(s) based on the work to be performed in accordance with the scope of this project

● Overall proposal suitability 25%

Proposed solution(s) must meet the scope and needs and be presented in a clear and organized manner

● Management judgement 50%

Organizational Experience: Bidders will be evaluated on their experience as it pertains to the scope of this project Previous work: Bidders will be evaluated on examples of their experience as well as client testimonials and references

Girls Inc. National welcomes phone calls with questions. Please contact Janet Moore, Director of Diversity, Equity, and Inclusion at jmoore@girlsinc.org. Proposals should be submitted by COB ET on Friday, May 28, 2021 with pricing commitments valid for the next six months. ABOUT GIRLS INC. Girls Inc. inspires all girls to be strong, smart, and bold. Our comprehensive approach to whole girl development equips girls to navigate gender, economic, and social barriers and grow up healthy, educated, and independent. These positive outcomes are achieved through three core elements: people - trained staff and volunteers who build lasting, mentoring relationships; environment - girls-only, physically and emotionally safe, where there is a sisterhood of support, high expectations, and mutual respect; and programming - research-based, hands-on and minds-on, age-appropriate, meeting the needs of today’s girls. Informed by girls and their families, we also advocate for legislation and policies to increase opportunities for all girls. OUR COMMITMENT TO DIVERSITY AND INCLUSIVENESS

Diversity and inclusiveness is defined as the acceptance, tolerance, honoring and valuing of differences in culture, lifestyles, heritage, and knowledge. This includes all the similarities and differences that make us diverse internally, externally, or situationally and may include, but not be limited to: age, appearance, communication style, economic status, educational background, employer, gender identification, geographic location, job type/title, language, race/ethnicity, learning style, management status, marital status, mental abilities, nationality, parental status, physical abilities, political affiliation, religion, seniority/tenure, sex/gender, veteran status, work experience, or work location.

Girls Inc. recognizes that it is essential for the organization to include the values of diversity and inclusiveness as part of our strategy to achieve our vision and mission. Our commitment to these values will be demonstrated through training of all our people, cultivation of these principles, and on-going periodic review of our progress in the following:

Thought, decisions, strategies and resources;

Our people (which includes management, staff, volunteers, and funders), in a way that is reflective of the girls and communities we serve; and,

The delivery of our programs and other services.

It is only through the sustained and ongoing commitment and effort to this value that we can bring unique, creative, and vital people with varying differences and views to the organization.

Appendix A From the 2021-2025 Strategic Plan Diversity, Equity, and Inclusion As we look ahead to the next five years, the leadership at Girls Inc. recognizes that it must lead an increasingly active engagement with diversity, equity, and inclusion (DEI) throughout the Girls Inc. organization. The nature of Girls Inc.’s work brings an added layer of significance and pressure to ensure that DEI remains top of mind for the organization. In that spirit, National will convene a best-practices conversation across the entire network in the development of specific strategies, so that Girls Inc. can more thoroughly engage the girls and communities we serve as well as the staff and boards across the organization. This work is done not just through anti-racist programming, but also through other core programming like those focused on body wellness, STEM, and SEL work as well as through training, recruiting, and developing a more diverse and inclusive workforce. Below is a set of definitions for a diverse, equitable, and inclusive culture. These should serve as starting points, not endpoints, to propel forward critical conversations and essential actions that will shape Girls Inc. as an organization. Diversity / Diverse: A quantitative output of the staff’s various identities–and how these identities intersect with each other–within Girls Inc. This should include race, gender, religious affiliation, economic stability, current community, and geographic childhood location, among others. From a business perspective, sustainable organizations build resilient cultures by embracing diversity, searching out diverse perspectives to benefit decision-making, and having a diverse staff that thrives. Equity / Equitable: Equity refers to the supports put in place to ensure that each individual is given resources that match their needs. To understand equity, an organization must recognize that some identities are currently and historically treated unfairly, and therefore require different supports to be equal. A more equitable society works to create policies, practices, and a culture that provides people the resources needed to thrive. Inclusion / Inclusive: A qualitative output based on the culture created and felt by the employees of Girls Inc.. An organization is inclusive when employees feel that they belong and also believe that they are an integral part of an organization where they, and all other employees, can thrive. Diversity, equity, and inclusion impact every aspect of the Girls Inc. organization. To address the opportunity gaps and systemic inequities that Girls Inc. girls face, the

organization must consistently develop practices that build a more diverse employee base and a more inclusive environment that leads to a more equitable organization and world. Current and potential partners, communities, employees, and the girls themselves, will not only expect, but need this explicit focus. To reap the social and financial rewards of DEI, Girls Inc. must integrate this thinking into its own operations. A cultural shift must take place at every level of the organization. This starts with taking the time to define explicitly what these three terms mean within the organization and in the context of the work that it does. We have included the following outputs for Girls Inc. to consider as it embarks on the next stage of its DEI journey. National, along with Affiliate leaders, will need to dedicate necessary resources and time to evaluate these outputs and develop corresponding activities: Output 1: National will create a thorough, agile, and ever-evolving process for developing a more concrete DEI strategy for the entire organization as well as how Girls Inc. selects and engages with external partners. Output 2: National will propose the development and implementation of accountability strategies for hiring, promotion, and inclusion for utilization across the entire organization, including in establishing relationships with vendors. Output 3: National will develop external partnerships with organizations that further social justice initiatives and aim to build a more equitable world.

Appendix B

The Vision for DEI at Girls Inc. (working draft as of May 2021)

At Girls Inc. we create a diverse, inclusive, equitable environment where all can thrive, as that is what is required to inspire all girls to be strong, smart, and bold.

Girls Inc. seeks to hire, retain, and personally and professionally support talented people who

come from a wide range of races, ethnicities, cultures, nationalities, ages, gender identities, sexual orientations, religions, socioeconomic backgrounds and abilities.

We believe that when we bring together a diverse employee community and make a sincere and intentional commitment to equitable and inclusive policies, practices, and actions, we are a better organization. Seeking out a range of ideas and perspectives leads to better problem-solving. Working in diverse teams broadens dialogue and promotes creativity, ultimately being more effective as we executive our mission and model the world we want to see

Members of the Girls Inc. community therefore make the following commitments:

· We will create and sustain a culture and brave spaces that amplify and center marginalized and underrepresented voices.

· We will be intentional about the policies and practices that underpin the workplace we are creating, and we will invest time, energy, and human and financial resources that will get us to and maintain the desired state,

understanding that there will be tradeoffs in all cases.

· We will continue our professional growth and learning, and we participate with

open minds and hearts in the collective work of becoming an inclusive and appreciative community.

· We will hold ourselves accountable to measurable outcomes, and the

environments necessary to make them possible, by continuously tracking progress toward goals.

· We will acknowledge that everyone is on a learning journey, and allow space for mistakes and growth; we will assume good intentions on the part of our colleagues.

· We will apply a lens of respect and appreciation as we have the hard conversations that will move the work forward.

· We acknowledge that the work is dynamic and ongoing and that we will at times be uncomfortable on this journey, and we embrace this discomfort for the sake of

achieving the workplace we envision.

Through this work, we are better able—individually and collectively—to advance the Girls Inc. mission.

Reviewed, discussed and amended by the National Staff DEI Task Force, Girls Inc. National Board, and the DEI Peer Community.

National Board National Staff DEI PeerCommunity

AffiliateBoards

Affiliate Executive/Senior Staff

Affiliate ProgramStaff & Approach

Girl-FocusedProgramming

DEI Roles &Areas of Focus

● Approve NationalDEI Vision & CoreValues

● Approve NationalDEI Blueprint

● Ensure FinancialResources inNational Budget

● Participate in DEITrainings

● Develop/ImplementNational DEI Vision &Core Values

● Develop/MonitorNational DEI Blueprint

● Oversee/SupportAffiliateImplementation

● Participate in DEITrainings

● Review/SupportDevelopment ofNational DEI Vision& Core Values

● Provide Guidance toDEI Consultant

● Review/Identify DEIIndicators in AMAT

● Participate in DEITrainings

● Approve Local DEIVision & Core Values

● Approve Local DEIBlueprint

● Ensure FinancialResources in AffiliateBudget

● Participate in DEITrainings

● Support/expectationsof other affiliates

● Develop/ImplementLocal DEI Vision &Core Values

● Develop/Monitor LocalDEI Blueprint

● SupportCross-DepartmentalImplementation

● Participate in DEITrainings

● Support/expectations ofother affliates

● Develop Accessible& ResponsiveProgramming

● Ensure Pro-GirlApproach

● Support Educators& Volunteers

● Participate in DEITrainings

● Current ParticipantEngagement

● AlumniEngagement

● Parent/Partner(Ally) Trainings

RelevantApplications

● National BODApproved Policies

● BOD Recruitment● Strategic Priorities● Board Culture

● Network Policies● National Gathering● Staff Hiring &

Retention Practices● Vendor/consultant

selection● Fundraising Approach

& Messaging● Budgeting● Advocacy Platform● Organizational

Culture

● Network PositionStatement andFramework

● ConsultantSelection

● Affiliate QualityAssuranceStandards

● DEI TrainingSupport

● Local BOD ApprovedPolicies

● BOD Recruitment● Strategic Priorities● Board Culture

● Affiliate Policies● Staff Hiring & Retention

Practices● Vendor/consultant

selection● Program Approach &

Accessibility● Fundraising Approach

& Messaging● Budgeting● Advocacy Platform● Organizational Culture

● Partnerships● Recruitment

Strategies● Culturally

ResponsiveCurriculumDevelopment

● BIPOC/GirlCentering

● Family &CommunityEngagement

● Organization and/orProgramLeadershipOpportunities

● Near PeerMentorship

● Advocacy Activities● Girl and

CommunityAgreements

Training &ProfessionalDevelopment

New & Existing Staff Training, Annual Workshops, and Self-Guided Learning – Potential Topics:● Equity Leadership Statements (Senior Leadership)● Implicit Bias● Inclusive Organizational Practices/Culture of Belonging● Cultural Competency Continuum● Microaggressions (interpersonal, systems, policies/procedures)● Anti-Racism● Anti-Blackness/Anti-Black Racism● Exploring Power & Privilege● Allyship, Accomplices, & Intervention● Equity in Data● Intersectionality & Types of Oppression● Culturally Responsive Advocacy● Trauma Responsiveness

Program SpecificTrainings Themes:● Affirming and

Inclusive LearningEnvironments

● CulturallyResponsiveCurriculum &Mentorship

● Centering theExperience ofBIPOC Girls

● Restorative JusticePractices

Girl Specific(age-appropriate)Training Themes:● Intersectionality● Microaggressions● Anti-Racism &

Anti-Blackness● Allyship

Appendix C

MeasuringSuccess

● Board Composition● Board Survey

Results● DEI Assessment

and/or SurveyResults

● Staff Composition● Staff Retention● Staff Survey Results● DEI Assessment

and/or Survey Results

● Affiliate Feedback● DEI Assessment

and/or SurveyResults

● AMAT Data

● Board Composition● Board Survey

Results● DEI Assessment

and/or SurveyResults

● AMAT Data

● Staff Composition● Staff Retention● Staff Survey Results● DEI Assessment

and/or Survey Results● AMAT Data

● ParticipantDemographics

● Parent/Girl Feedback● Partner Feedback● Program Retention

Rates

● Girl-CenteredLeadership Roles

● Peer LearningOpportunities

● AlumniEngagement

● Parent & PartnerEngagement