Diversity, Equity, and Inclusion (DEI) Strategy

The American Foundation for Suicide Prevention's commitment to DEI is reflected in our initiatives to enhance workforce diversity, provide cultural competency training, and collaborate with organizations representing underrepresented groups. By integrating DEI principles into our daily operations, we strive to create an inclusive environment that respects diverse perspectives, informs our programs and policies, and ultimately advances our mission to save lives and bring hope to those affected by suicide. By embedding DEI into the four following key areas, AFSP will build a more inclusive and equitable organization that supports both its employees and the communities it serves.

Role of ERGs in the DEI Strategy:

• Serve as a bridge between employees and leadership, providing insight on inclusion challenges and opportunities
• Lead cultural awareness events and initiatives to foster dialogue and education
• Offer mentorship and networking opportunities for underrepresented employees
• Advocate for policy and program changes that enhance equity within AFSP

Goal: Foster an inclusive culture where all employees feel valued, heard, and empowered to contribute to AFSP’s mission.

Key Actions:

• Leadership Commitment: Establish a DEI Advisory Council that includes executive sponsors and ERG representatives to ensure DEI is embedded at all levels of leadership
• Core Value Integration: Align organizational behaviors with AFSP’s values by developing DEI-focused leadership training and accountability measures
• Inclusive Policies and Practices: Conduct regular reviews of HR policies to ensure equitable practices in hiring, promotion, and retention
• DEI Communications: Implement a transparent DEI communications strategy, leveraging the Communications Committee within the DEI Council to share progress, success stories, and opportunities for engagement

Goal: Create equitable opportunities for professional growth, learning, and engagement across AFSP.

Key Actions:

• Onboarding and Training: Ensure new employees receive DEI-focused onboarding and have access to continuous education on inclusive leadership and allyship
• Learning and Development Subcommittee: Integrate DEI principles into training programs, mentoring opportunities, and career pathways
• Employee Resource Group (ERG) Involvement: Empower ERGs to provide input on professional development programs that reflect the needs of diverse employees
• Wellness and Accessibility: Expand mental health resources and workplace accommodations to support holistic employee well-being

Goal: Strengthen AFSP’s external impact by embedding DEI into partnerships, advocacy, and program delivery.

Key Actions: 

• ERG-Led Initiatives: Support ERGs in leading community outreach efforts that align with AFSP’s mission and target underrepresented groups
• Partnerships for Inclusion: Build relationships with diverse advocacy organizations and communities to ensure representation in AFSP’s suicide prevention efforts
• Culturally Responsive Programming: Adapt AFSP’s suicide prevention education and loss support programs to reflect diverse lived experiences and needs
• Volunteer and Board Development: Implement strategies to recruit diverse volunteers, board members, and ambassadors who reflect the communities AFSP serves

Goal: Utilize data to measure progress, identify gaps, and drive strategic DEI improvements. 

Key Actions:

• Employee Engagement Surveys: Regularly collect and analyze employee feedback on inclusion, belonging, and equity to inform strategy
• ERG Metrics: Track ERG participation, impact, and recommendations to ensure alignment with DEI goals
• Diversity Dashboards: Develop transparent reporting mechanisms to monitor demographic trends, pay equity, and representation across leadership levels
• DEI Goals Committee: Establish clear DEI benchmarks and hold leadership accountable for progress through annual DEI impact reports