Our Commitment Statement
In Kappa Delta, we value the unique perspectives and lived experiences each sister brings to our organization. When embraced through care and understanding these differences make our sisterhood truer, wiser and more loving.
Kappa Delta is committed to fostering a sorority experience where every sister feels valued and knows she belongs. We will advance an inclusive sisterhood through our initiatives and programs, policies and procedures and organizational operations. We are dedicated to offering equitable opportunities and experiences so each member can grow personally and professionally throughout her lifelong journey. We seek to build confidence in women and empower them to be active leaders, and we aim to embody that through our dedication to inclusion, equity and diversity.
- Hosted listening sessions across the organization to develop the initial strategy for change.
- Conducted chapter climate studies to gather information about each chapter’s current state and individual needs on issues related to DE&I.
- Created the Diversity, Equity and Inclusion Chair position for each chapter to appoint.
- Established the Bias Response and Intervention Team (BRIT), a group that supplements a chapter’s accountability and support board to help collegiate chapters address incidences of bias that may occur in the chapter and provide an additional layer of support for our collegiate members.
- Established multiple need-based scholarships through the Kappa Delta Foundation.
Initial educational programing & training
- Worked with experts and the DE&I Committee to further educate national leaders, local volunteers, members and staff on issues related to inclusion, equity, diversity, racial justice, implicit bias and privilege.
- Developed additional educational programming for chapters and local advisors:
- Identity Exploration workshops to engage undergraduates in conversation about diversity, social identities and privilege.
- opens in a new windowCAMPUSPEAK workshops by Dr. opens in a new window Stacey Pearson-Wharton, a respected campus professional and counselor, to provide foundational diversity, equity and inclusion training to staff, national volunteers, chapter leaders and local advisors.
- Inclusive Practices online courses through opens in a new windowPlaid, LLC for collegiate members alumnae, volunteers and staff.
- Provided local chapter advisors and collegians with additional online training related to risk management and safety based on their role.
- Facilitated a biweekly book club with staff on Robin DiAngelo’s opens in a new windowWhite Fragility and provided online training called, “ opens in a new windowSeeing the Racial Water” with the author.
Initial operational changes
- Expanded the National Vice President’s responsibilities to include integrating inclusion, equity and diversity at all levels of the organization.
- Re-evaluated the financial impact of sorority membership on members, including creation of an updated payment plan.
- Updated the sorority’s legacy practices giving chapters greater autonomy.
- Revised our Ritual to create a greater sense of belonging for our diverse membership while retaining the core tenets envisioned by our founders of a sisterhood based on true friendship.
- Enhanced the appointment process for the National Leadership Team for greater inclusivity and to draw a more diverse team to serve Kappa Delta.
- Piloted a new chapter elections and slating process.
- Updated the Norman Shield to create a more inclusive learning space for our new members.
- Evaluated the current collegiate council structure and proposed adjustments to ensure it aligns with the renewed commitment to creating inclusive spaces for all members.
- Identified an experienced consultant that can support the sorority’s IE&D vision development, refine volunteer appointment and election processes, reprioritize strategic communication, and provide best practices for improvement.
- Working with the Bias Response and Intervention Team to create an inclusive and safe environment for our collegiate members.
- Developing additional resources to support each chapter’s appointed DE&I officer and long-term growth.
- Continue to revise and update policies, including the Member Handbook.
- Assessing and evaluating financial accessibility and equity in KD chapters for all members through budgeting adjustments and continued integration of scholarship opportunities.
- Regularly looking at KD’s publications and communications to ensure they continue to represent members of all races and backgrounds.
- Evaluating Emergency Financial Member Status (EFMS) and Inactive Member Status (IMS) member statuses.