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    United Methodists of Upper New YorkLiving the Gospel. Being God's Love.


    news article

    Diversity, Equity, Inclusion, Accessibility, and United Methodists

    January 29, 2025 / By Rev. Natalie Bowerman, Rev. Jee-Hae Song, and Georgia Whitney / .(JavaScript must be enabled to view this email address)

    12 For just as the body is one and has many members, and all the members of the body, though many, are one body, so it is with Christ. 26 If one member suffers, all suffer together with it; if one member is honored, all rejoice together with it. - 1 Corinthians 12:12, 26

    As children of God, and disciples of Jesus Christ, this scripture reminds us that we share in the joys and sufferings of others. If one person within the community experiences hardship, everyone feels it, and likewise, if one person is celebrated, everyone shares in the happiness. At the same time, no single member of the body is more important than another, as every part plays a vital role in the whole body.  

    Further, as United Methodists, we condemn racism, sexism, and any ideology or social practice based on the false and misleading belief that one group is superior to all others. We utterly reject laws, policies, and social practices that marginalize or discriminate against individuals, communities, or other social groups based on perceived racial, ethnic, or tribal differences. 

    The Conference Commission on Religion and Race (CCORR) is deeply troubled by the alarming trends, both in government and private industry, to reverse policies that affect anti-racism work, starting with diversity, equity, inclusion, and accessibility, or DEIA.

    DEIA Rollbacks in 2024 

    On December 29th, 2024, NBC News reported that DEIA programs had weathered a myriad of attacks during the year. Major companies, including Walmart, Lowe’s, Ford, and Toyota, heeded the call from prominent figures like Elon Musk and Chip Wilson who pushed against DEIA initiatives, and dialed back their programs. 

    Meanwhile Utah, Alabama and Iowa joined Florida and Texas by banning DEIA offices in their public universities, and three more states — Idaho, Kansas and Indiana — barred colleges from requiring diversity statements in hiring and admissions. 

    President’s Trump’s Executive Orders in 2025 

    Then, last week, President Donald Trump issued three executive orders targeting DEIA initiatives that are designed to upend longstanding, bipartisan federal policy meant to open doors that had been unjustly closed. CCORR believes that these orders are based on a complete misunderstanding of DEIA, and are a deliberate effort to obfuscate and weaponize civil rights laws that address discrimination and ensure everyone has a fair chance to compete, whether it’s for a job, a promotion, or an education. 

    We call on the congregations and pastors of Upper New York to educate themselves about the root causes and manifestations of racism within our communities. This begins with an understanding of what DEIA is, and is not: 

    DEIA is: 

    • A framework for equitable treatment: DEIA seeks to promote the equitable treatment and full participation of all individuals, particularly those from historically underrepresented or marginalized groups.   
    • An organizational strategy: Many organizations implement DEIA frameworks to institutionalize values that foster diversity, equity, and inclusion within their culture and operations.   
    • A response to societal issues: DEIA initiatives address discrimination based on various factors such as gender, sexual orientation, religion, and ability, aiming to ensure opportunities for all individuals.   

    DEIA is not: 

    • Reverse discrimination: While some critics argue that DEIA constitutes reverse discrimination against historically dominant groups, proponents assert that it aims to create equitable opportunities without disadvantaging a particular group of people.   
    • Merely a legal obligation: Beyond compliance with anti-discrimination laws, DEIA is embraced by organizations as a means to enhance workplace culture, innovation, and overall performance.

    The Need for DEIA Policies and Initiatives: 

    • Improved business performance: Many companies find that diverse, equitable, and inclusive companies are better equipped to address challenges, attract top talent, and meet diverse customer needs. A 2020 study of 1,000 U.S. firms revealed that gender-diverse companies had a 25% higher likelihood of increased profits, while ethnically diverse firms saw a 36% higher probability. 
    • Talent development and retention: DEIA minimizes turnover by creating equitable and inclusive environments, reducing costly hiring and training cycles. Proponents highlighted that DEIA focuses on identifying and developing hidden and disadvantaged talent, ensuring opportunities for all to showcase their abilities. 

    How The United Methodist Church Models DEIA 

    Remember these words: 12 For just as the body is one and has many members, and all the members of the body, though many, are one body, so it is with Christ. 26 If one member suffers, all suffer together with it; if one member is honored, all rejoice together with it. 

    Our interconnectedness is of vital importance, and each of us plays a vital role in our world. The protections that DEIA afford extend beyond those who are underrepresented or marginalized. It helps people in positions of privilege, too. That’s because, in the words of Dr. Martin Luther King, “injustice anywhere is a threat to justice everywhere.” 

    To make these words a reality, we as United Methodists need look no further than the first of John Wesley’s three simple rules: Do no harm. Doing no harm means that we will be on guard so that all of our actions and even our silence will not add injury to another of God’s children or any part of God’s creation. 

    From Education to Action 

    Education is a beginning. Now, more than ever, we need to remember more words from John Wesley: “We never wait to ask whether there is some good to be done – we do the deed, and keep on doing it.” CCORR urges our conference pastors, leaders, and congregations to act, confronting and eliminating all forms of racism, racial inequity, colonialism, white privilege and white supremacy, in every facet of its life and in society at large.  
     


    For more information about DEIA, refer to these articles: 

    The Guardian: What is DEI and why is Trump opposed to it? 

    CNN: What is DEI, and why is it dividing America? 

    ACLU: Trump’s Executive Orders Rolling Back DEI and Accessibility Efforts, Explained 

    TAGGED / CCORR


    United Methodists of Upper New York is comprised of a vibrant network of 677 local churches and active new faith communities in 12 districts, covering 48,000 square miles in 49 of the 62 counties in New York state. Our vision is to “live the Gospel of Jesus Christ and to be God’s love with our neighbors in all places."