Committees

Theory of Change Committee

Parent Category: Committees Committees
Category: Board Committees Board Committees

The Mission of the Theory of Change Team is to focus on strategic planning for racial equity and inclusion, and recommend ways to implement these plans. Creation and Implementation of actual plans will be through ministry teams.

Members: 

  • Reverend Jacqueline Brett, chair
  • Lillie Searles
  • Elizabeth Ault
  • Lutricia Callair
  • Julie Edmunds

What is a Theory of Change:

  • A Theory of Change is a description of a social change initiative that forms the basis for strategic planning, on-going decision-making and evaluation.
  • The fundamental component of a TOC is the pathway of change diagram, in which short-term and long-term outcomes are arranged in a causal pathway (Outcomes Framework).
  • The Outcomes Framework then provides the basis for identifying preconditions and interventions that will lead to the desired outcomes.
  • TOC eventually includes measurable indicators of success.

https://www.theoryofchange.org/what-is-theory-of-change/
Theory of Change Facilitator’s Source Book (2012) by D.H. Taplin and M. Rasic

jpgTheory of Change Framework

ERUUF’s REI Survey Results–Overview


Background: The Theory of Change Committee administered a survey on Racial Equity and Inclusion (REI) in the fall of 2022. A total of 233 members and friends of ERUUF completed the survey, which included closed-ended and open-ended questions (this is similar to the response rates for ERUUF’s Pulse Survey). This overview summarizes the results; a full copy of the report can be found on the website.

Closed-Ended Questions: Key Takeaways

  • ERUUFians see the REI work as important. 92% of respondents agreed or strongly agreed that ERUUF’s work in REI was important. 80% agreed or strongly agreed that it should be one of the top three areas of emphasis and that it should be interwoven throughout ERUUF’s programming.
  • ERUUFians are willing to do REI work. 80% of respondents agreed or strongly agreed that they were willing to do more REI work and 72% were looking forward to it.
    People are not always clear about ERUUF’s vision for this work. Between 30-40% of respondents agreed or strongly agreed that they could describe ERUUF’s vision for REI or had a clear picture of what REI would look like at ERUUF. When asked about additional support needed, 12% of respondents noted the need for a clear definition.
  • People need help in doing this work. Around 60% of respondents agreed or strongly agreed that they had the skills necessary to engage in authentic dialogue with people different from them, to do their work with an equity lens or to work with community groups led by people of color. This is lower than the 92% that believe this work is important. It is also important to note that people often overestimate their skills on surveys such as these.
  • Most people feel welcome at ERUUF. 82% of respondents, including BIPoC respondents, agreed or strongly agreed that they felt welcomed and included at ERUUF.

Open-Ended Questions: Top 5 Themes (# of respondents listed after each)

  • Hopes for ERUUF’s REI work (number of people responding=117):
    • Becoming a welcoming community (30)
    • Increased congregational commitment to REI (22)
    • Increasingly diverse membership (20)
    • Embedded throughout ERUUF (12)
    • None/Work given less emphasis (12)
  • Questions and concerns (number of people responding=103):
    • None (25)
    • Too much emphasis on REI, crowding out other social justice issues (20)
    • Relationship to spirituality (13)
    • Goals and evaluation (13)
    • Increasing ERUUF’s commitment (9)
  • Areas for additional support in REI (number of people responding=95):
    • Workshops or additional trainings (25)
    • Nothing/don’t know (18)
    • Opportunities to interact in diverse groups (15)
    • REI definition (11)
    • Developing skills/commitment to doing this work (11)

Documents:

GP6 Standing Committees of the Board Section E