The Racial, Diversity, & Inclusion (REDI) Equity Indicator

The Racial, Diversity, & Inclusion (REDI) Equity Indicator

The REDI Equity Indicator tracks the progress of congregations and other Jewish communities (e.g., schools, camps, and others) on key measures of creating communities of belonging and building anti-oppressive ecosystems. To read full details about this tool and how to utilize it, please visit our webpage

First Name

Last Name

Email

Your role in your community/congregation

Please let us know if you are submitting this form on behalf of your congregation and/or community:

I am submitting this form on behalf of my congregationI am submitting this form on behalf of my community (my community is not listed in the drop-down lists for congregations/communities, below)

Congregation

If you don't see it listed above, please tell us the name of your community/congregation

If you don't see it listed above, please tell us the city of your community/congregation

If you don't see it listed above, please tell us the state/province of your community/congregation

If you don't see it listed above, please tell us the zip/postal code of your community/congregation

1. Do your full-time and part-time staff participate in mandatory annual REDI training (including clergy, educators, programmatic staff, administrative staff, etc.)? For volunteer led communities, please answer on behalf of your volunteers.

YesNo

1a. Please check off what areas of inclusion your mandatory annual REDI training touches upon. (check all that apply)

If you entered "Other" above, please share more:

2. Do your full-time and part-time education/youth program staff/volunteers participate in mandatory annual REDI training?

YesNoN/A, as we do not offer a religious school and/or youth education programs

2a. Please check off what areas of inclusion your mandatory annual training touches upon. (check all that apply)

If you entered "Other" above, please share more:

If you entered "Other" above, please share more:

3. Do your full-time and part-time Early Childhood Education Center (ECE) staff participate in mandatory annual REDI training?

YesNoN/A, as we do not offer an Early Childhood Education Center.

3a. Please check off what areas of inclusion your mandatory annual training touches upon. (check all that apply.)

If you entered "Other" above, please share more:

If you entered "Other" above, please share more:

4. Does your board participate in mandatory annual REDI training?

YesNo

4a. If yes, please check what areas of inclusion your mandatory annual training touches upon. (check all that apply)

If you entered "Other" above, please share more:

5. Do you offer a greeter training that includes a REDI component (which at minimum includes a focus on racism, transphobia, and ableism) for anyone who serves as a greeter in your community (with respect to both in-person & online programming)?

YesNo

5a. If yes, which training curriculum or consultant did you use? Please provide as much information as possible (i.e., link to website, description of curriculum, etc.)

5b. If yes, and you would like to upload your curriculum, please do so here

6. Our hiring process reflects our commitment to REDI and the importance of hiring staff and leaders from identities that are often underrepresented.

Our hiring/nominating committees are reflective of the diverse identities within the wider Jewish community (i.e., Jews of Color, LGBTQ+, people with disabilities, etc.)

Our job postings are intentionally reviewed through a REDI lens (e.g., we question why/if we need a certain degree versus valuable experience, have a statement encouraging people from non-dominant identities to apply, etc.)

We intentionally share our job postings to a diverse range of hiring websites, networks and job boards that prioritize recruiting marginalized identities allowing us to get the most diverse candidate pool possible

We have committed to slowing down the hiring process if we recognize that our candidate pool is made up of people from predominantly dominant identities (i.e., white, heterosexual, cisgender, already well connected in the Jewish community, etc.)All application forms and interview processes are sifted through a REDI lens (i.e., interviewer(s) uses pronouns, proactively asking candidates if they need additional accommodations to make the interview process more accessible, all acronyms/“insider language” are avoided during interview process [i.e., CCAR], etc.)We have not yet incorporated any of the practices above

7. Does your congregation/community (or the spaces that you gather in) provide an all-gender restroom? (Note: This can be a single-stall restroom that is marked with an “All-Gender” sign or a similar equivalent that makes it clear that people of all genders are welcome to use it. If an “All-Gender” sign is not visible, please check no.)

YesNo

8. In what ways does your community normalize the usage of pronouns? (check all that apply)

We ask for pronouns on forms (new member/youth education forms [if applicable], etc.) We encourage the use of pronouns in staff email signaturesWe have include pronouns on name tags Our website includes pronouns for our staff/lay leadership/etc., next to their name/titleDuring meetings, we invite the use of pronouns in introductions We have done congregation/community-wide education about the importance of using pronouns We have not yet incorporated any of the practices above

9. Is/are your website, forms, and building imagery accessible and affirming? (check all that apply)

We include images of People of Color, gender-expansive people, and people with disabilities on our temple website (photographs) and in communal spaces (art, posters, books), reflecting the actual diversity of the Jewish communityWe have LGBTQ+ affirming posters/signs/stickers/symbols on our website and around our building

We have antiracist affirming posters/signs/stickers/symbols on our website and around our building

We utilize gender affirming forms (all intake, temple membership, and youth education registration forms account for various family compositions and gender diversity and trans/gender-expansive members). (e.g., we use “adult or parent/guardian” in place of gendered terms such as mother/father)We have a page on our website that details the accessibility of our building and programsWe ensure that our online content is accessible by implementing best practices like image descriptions for people with disabilities and captions for people with hearing disabilitiesOur website and/or building includes a Land Acknowledgement (A Land Acknowledgment is a formal statement that recognizes and respects Indigenous Peoples as traditional stewards of this land and the enduring relationship that exists between Indigenous Peoples and their traditional territories)We have not yet incorporated any of the practices above

10. Does your community explicitly welcome and affirm people with physical and developmental disabilities to your community's programs, events, and activities both physically and programmatically? (check all that apply)

We have accessible parking spots, curb cuts, ramps, and elevators so that people who cannot use stairs can navigate around all parts of our propertyWe include an explicit statement on all program invitations and announcements about how community members can request accommodations such as captioning or sign language interpretationOur religious school has an accommodations process in place for students with disabilitiesWe ensure our programs are sensory-friendly and offer a quiet space for community members to decompressOur leaders are trained to use welcoming and affirming language and do so consistently and purposefully, such as inviting congregants to stand "as they are able" or "in body or spirit" during servicesWe consistently offer online/hybrid programsWe have audited our building and programs through the lens of both physical and developmental disabilities inclusion within the last two yearsWe have not yet incorporated any of the practices above

11. Does your community both offer and advertise (on your website and/or printed materials) gender affirming lifecycle events to current and prospective members? (i.e., B ’Mitzvah, all-gender baby naming’s, transition ceremonies, re-naming ceremonies [at any age], etc.)

YesNo

12. Do you offer and advertise sliding scale, a voluntary dues structure and/or free memberships to those who need them; no one is turned away due to lack of funds?

YesNo

13. Have you considered your security plan through a REDI lens? (check all that apply)

Someone from our community has had a conversation with local law enforcement about both security and the identities of those who makes up our community/the actual diversity of the Jewish community at large (specifically about identities that are often targeted by police and/or whose identities are often not reflected in security plans, i.e., People of Color, trans/gender -expansive individuals, and People with Disabilities)If applicable, when contracting security for our community, we ensure that they have gone through anti-bias trainingOur security plan was created by/has been consulted on by a diverse group of constituents within our community (including People of Color, trans/gender expansive members and people with disabilities)We have meaningful relationships with local community partners (i.e., mosques, churches, BIPOC lead community centers, LGBTQ+ centers, etc.) that we can leverage in our security planning and can mutually support each other in times of need/tragedyWe have not yet incorporated any of the practices above

14. Does your community explicitly welcome and affirm interfaith couples and families and people with any religious/faith identity (or lack thereof) to your community’s programs, events, and activities? (check all that apply)

We have an explicit statement of welcome to interfaith families on our website, from our bima, on marketing materials etc. We offer opportunities for interfaith couples and/or families to connect with one anotherWe sponsor programmatic activities and provide resources that address specific interests expressed by Jewish-adjacent partners and interfaith couples and familiesWe offer opportunities for adults to learn the foundations of Jewish customs and practices (e.g., access to Introduction to Judaism and/or beginner Hebrew, published explanations of holiday and lifecycle observances, learners’ worship etc.)“Jewish-adjacent” partners have opportunities to serve in leadership roles in our community, including on the governing boardWe offer opportunities for family members with any religious/faith identity to participate in lifecycle celebrations alongside Jewish family membersWe have not yet incorporated any of the practices above

* Note: Individuals and families have varied preferences for how they self-describe; our communities are most inclusive when we describe others in the ways they choose to describe themselves. Whatever term we choose, whether “Jewish-adjacent,” “interfaith partner,” “multi-faith,” “non-Jew,” etc., each is problematic in its own way. We’ve chosen the term “interfaith” to describe couples and families, and “Jewish-adjacent” to describe individuals who do not self-identify as Jewish and are also members of a Jewish family, raising Jewish children, or partnered with a Jew.

If applicable, please enter your additional affinity spaces:

16. Has your community done a formal assessment of your current REDI work using the URJ’s REDI Community Assessment? (This includes creating a Working Group that goes through the assessment together)

YesNoWe did an assessment of our community in regard to REDI through another program/initiative (Please provide more information below.)

If applicable, please enter the additional information here:

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