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Mapping Our Progress Towards Cultural Equity: October-December 2022

In 2021, San Francisco Heritage committed to boost cultural equity within our preservation work. We are revising our activities and programs to meet this responsibility, and have developed a framework to measure success and accountability. This equity report card helps us monitor our progress.

For a look at our ongoing activities, visit sfheritage.org/equity. If you would like to offer your ideas or comments on our work, reach out to Kerri Young at kyoung@sfheritage.org.

Below are some highlights of our progress over the past quarter:

  • We have made a concerted effort to increase the visibility of our land acknowledgement: it features prominently on our new website, and was added onto the masthead of our newsletter starting in July 2022. All staff reference it in our email signature lines, and we have included it as a regular part of our introductions at online and in-person meetings. With the guidance of our newest board member, Sharaya Souza, Executive Director of the American Indian Cultural District, we are looking at more ways to make our land acknowledgement more relevant, and are reviewing the wording to strengthen its impact.
  • We continued to advocate for the landmarking of Lincoln Park as a city landmark, which is meaningful in its representation of the immigrant communities who helped build the city of San Francisco.
  • We recognize the need for more consistency in our reference to preferred pronouns. All staff have added them to our email signatures and online profiles; however, we do not always include them on our website and in social media posts or newsletter articles. We are more likely to include them for “non-traditional” pronouns but do not regularly refer to them for cisgender pronouns. We are therefore making an effort to pay more attention to this in future communications, including job postings, in order to demonstrate our commitment to a more inclusive environment for all.
  • SFH staff continue to look for ways to increase our knowledge and capacities to put our DEAI commitment into action. Two of our staff, Moira Dowell and Ashley Wright, attended the 2022 Corporate Philanthropy Awards Summit on July 28, which emphasized that in forming partnerships and allocating grant funds, funders will be looking not just at mission and service delivery for evidence of inclusion and equity commitments, but also at representation within nonprofit boards and staff (to reflect and engage the communities served). Lessons learned from this experience will inform our collective efforts going forward.
  • Our efforts to develop an internship program for SF Heritage have included contacting a broad-range of academic institutions, including community colleges and the New Door Ventures, in order to reach diverse candidates. We also obtained funding from the National Trust for Historic Preservation to cover transportation and meals for our interns. We realize the importance of offering paid internships as part of our DEAI commitment; therefore, we are focusing on university partnerships for academic internships so that the students receive academic credit for their internships, and will partner with New Door Ventures which provides paid internships for high school interns. Moreover, we will develop a proposal for our internship program to attract corporate sponsorship, which would empower us to offer paid internships in the future.
  • We continue to engage artists of diverse backgrounds for our activities at the Doolan-Larson Building, including partnering with Mission Cultural Center for Latino Arts on Hispanic Heritage Month at 1506 Haight Street and recruiting SF Poet Laureate Tongo-Eisen Martin and Dr. LaNada Warjack as our September-November artists-in-residence. Our partnerships with San Francisco’s cultural districts also help us make progress toward our commitment.
  • Recognizing the opportunity to demonstrate our DEAI commitment through our recruitment activity, we have done our best to ensure job postings are included on a broad range of employment platforms and offering easy access. We have included inclusive language is used in job descriptions, and made an effort to provide salary transparency in line with best practices.
  • Our House & Rentals Manager, Heather Kraft, added one BIPOC woman-owned caterer to the preferred vendors list. She also made contact with two female-owned bartending services, Manhattan Zodiac (LGBTQ owned and operated) and Bartending Babes.
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Equity Report Card

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