As we embark on a new year and continue to face the collective turmoil of uncertain times, let’s take a moment to honor the many we have lost and others who are today suffering or experiencing trauma. 

一旦准备好了, 我想花点时间思考一下我们与变化的关系, and how we can harness it to transform toward that new normal so many of us keep talking 关于. 

新闻，社交媒体，甚至我们的 data 来自Pulse:365bet官网中文登陆民意调查 show that many Coloradans are in survival mode when it comes to keeping healthy and safe in the midst of an ever-evolving pandemic and so much more. Families and communities are feeling pinched and overwhelmed by high costs for the basics – from housing to child care – while grappling with mental health and well-being challenges like never before. 许多人想知道，2020年围绕种族清算的迅速发展的运动是否已经失败, and what that means for continually exacerbated inequities we’ve been fighting now for generations. 

健康比以往任何时候都更加遥不可及, 特别是对有色人种社区和我们州低收入人群来说. 希望回到以前的正常状态是行不通的. 创造一种新常态需要一些真正的定义和共同的理解.

虽然这可能会让人觉得新年的开始很艰难, the light we need could emerge from the very thing that is constant in our lives: change. 

如果我们以前所未有的方式看待我们与变化的关系呢?:

• 我们能驾驭变革来打破现状吗? 
• 而不是将我们当前的环境视为改变的障碍, 如果我们把它看作是促进变革的媒介呢?
• 如果变化和不确定性是新常态呢? 如果是这样，怎样才能让我们一致同意并接受呢? 

去年我们在基金会一直在问自己这些问题，因为 the other constant for us is mission, and that means creating transformation toward equity 是没有商量余地的. In exploring what today’s world means for our mission in the midst of turmoil and uncertainty, 我们找到了许多机会来推进我们已经在做的工作 对正义和公平作出更深刻的承诺 比以往任何时候都要多. 这是我们如何形成的:

• 种族公正是我们实现卫生平等的最佳选择. 自2015年以来, we have prioritized health equity as a goal for Coloradans for whom health is out of reach. 过去两年强调了这一目标，这一目标仍然适用于我们. However, we have determined that our key pathway to achieving that goal is by pursuing 种族平等. We have prioritized this pathway because systemic racism is simply the biggest driver of the issues that we and many, 科罗拉多州的许多其他问题也在努力解决. 
• 我们更加关注我们的服务对象. 我们将继续服务于, 为所有权力较小的科罗拉多人服务, 特权与收入, 但 我们现在优先考虑科罗拉多的有色人种. This is one of three cornerstones that double as “must-haves” in terms of our work and that of our 合作伙伴. 
• 我们对你负责，对我们的工作负责，对我们服务的社区负责. We are holding ourselves publicly accountable by collecting and sharing data annually that reflects our progress in centering race. 我们的责任是表明我们的投资如何的承诺, 顾问, 合作伙伴, 受助者和工作人员概括并代表了不同的经验和观点. 我鼓励大家 访问我们网站的新责任部分 以获得该数据的完整图像, 以下是这些承诺和我们迄今取得的进展的简要概述: 
  • 我们承诺 有色人种至少占我们董事会的一半. 到2021年，我们的董事会中有46%是有色人种. 了解我们的董事会是如何随着时间的推移而发生人口结构变化的.
  • 至少到2025年 占我们全部管理投资组合的25% 将由女性和/或有色人种拥有的公司管理吗, or firms with a significant number of women and/or people of color in key decision-making roles. 截至2021年11月，这一比例为17%. 
  • 从去年开始，我们做出了这样的承诺 至少50%的新资金 would be directed to organizations with programs where at least half of the people served are people of color. 到去年年底, 57% of payments for work approved during the year went to organizations with programs of this nature. 
  • By 2024, 至少占我们总资金的25% 由有色人种社区领导并对有色人种社区负责的组织会受益吗. 我们在2021年实现了这一目标, with 35% of our funding directed to these types of organizations. 
  • 至少50%的能力建设资金 through 2025 will benefit organizations that are led by people of color or centered on communities of color. 我们在2021年实现了这一目标, 79%的能力建设资金被用于这类组织.
  • 到2024年，我们的目标是 50%的供应商和承包商 代表主要由女性和/或有色人种拥有或领导的企业, 或者在高级领导层/董事会中有重要的有色人种代表. In 2021, 39%的顾问/供应商报告说，他们的老板是女性, 20%的人说他们的老板是有色人种. Forty-seven percent of consultants/vendors reported that at least 35% of their leadership were women, while 14% of consultants/vendors reported that at least 35% of their leadership were people of color. 
  • 最后，在2021年，我们开始了一年一度的收集工作 员工人口统计资料, including race and ethnicity, gender, sexual orientation, age and disability status. 阅读我们员工目前的人口特征. 
• 公平正义贯穿于我们工作的方方面面. 已经有几年了, we’ve been working to cultivate an operational approach and organizational culture that prioritizes equity, 公正和包容实践. 从学习和评价, 我们如何筹集资金, 沟通与招聘, our leadership and staff are intentionally institutionalizing anti-racist practices in every department. F我们的关键属性指导和驱动着我们的内部文化:对使命的痴迷, equity-propelled, 灵活无畏. Performance expectations for all staff include embodying those cultural attri但es in their work as inclusive colleagues, including actively participating in racial affinity groups where personal equity and justice journeys are nurtured.
• 我们在工作中优先考虑关键的“颠覆性杠杆”，以最大限度地发挥影响. 虽然资金仍然是我们最主要和最明显的工具之一, 我们知道钱, 独自一人, 不能为有色人种带来健康吗. 去年, staff developed an internal 种族平等 framework that provides explicit guidance on how to center equity and justice practices and approaches more robustly within our current strategic priorities. 结果是, 我们正在深化对破坏性杠杆的使用, 包括考虑我们自己的力量, 我们如何帮助提升社区内在的力量, 我们的社区参与方式, 我们如何发展和培养人际关系, 我们在公共话语中的角色, 以及如何最好地利用公共政策产生持久影响. 
• 错误是难免的，我们需要知道你是否对我们的工作有意见. 转型的过程并不完美，我们也一样. 我们有远大的抱负, 但我们不能总是看到改进的机会，或者当我们犯了错误. Our commitment to being community-informed means there are many opportunities for us to hear from you, and we invite you to ask questions and make inquiries 关于 our work when you’re left wondering 关于 something. 与我们的项目官员联系 谁在你的社区工作或直接与我接触. 例如, I am continuing this year to host virtual sessions with nonprofit leaders from all over Colorado to hear the most current context of your work and your constituencies. What’s been gratifying for me has been watching first-hand the connections and care that our nonprofit leaders share with one another. 

To learn more 关于 how we’re committing more deeply to health equity by pursuing 种族平等, 你可以 在这里找到详细的视图.

让我知道你的想法 关于 我们基金会是如何应对新常态的. The spirit of change can disrupt us when least expected - so please take good care and 保持好. I look forward to a day, hopefully very soon, where we can safely see one another in person.