Mission & Values

• We commit to building a team of board members, staff, and volunteers that reflects the diversity of SW Alabama. 
• We commit to developing and adhering to policies that will promote diversity and inclusion at Prism.
• Prism’s DEI Statement
• We commit to using our public platforms to center the voices and perspectives of people of different races, ethnicities, genders, sexual & romantic orientations, relationship structures, and abilities.
• We commit to creating a space that is accessible and welcoming to people with disabilities and processing needs. 
• We commit to attending training, seminars, and conferences that raise awareness about issues of DEI.
• We commit to recognizing and responding to the ways in which implicit bias impacts hiring decisions. 

• We commit to communicating and behaving in ways that promote healing and prevent harm. 
• We commit to being an organization that practices trauma-informed care with staff and program participants.
• We commit to developing conflict and crisis management protocols. 
• We commit to providing facilitators de-escalation and Mental Health First Aid training.
• We commit to referring youth and their parents to affirming healthcare providers and services.
• We commit to putting in place and enforcing confidentiality norms. 

• We commit to efforts that seek to better understand the contextual needs of LGBTQ+ youth populations.
• We commit to supporting parents and other family members of LGBTQ+ youth on their journey towards acceptance.
• We commit to establishing relationships with administrators, educators, counselors, and other members of our local school systems to advocate for the well-being of LGBTQ+ youth in the classroom.
• We commit to establishing relationships with local city employees to advocate for the well-being of LGBTQ+ youth in the workplace. 
• We commit to establishing relationships with other nonprofits to develop our available references and resources for LGBTQ+ youth and those who love them. 
• We commit to keeping supporters and the broader community aware of Prism’s work through newsletters, social media updates, annual reports, and special events (e.g., Prism Celebrates!).
• We commit to “we” and “us” language, language that includes the entire Prism Team and the broader community when talking about the work and accomplishments of Prism.

• We commit to making time to study relevant, emerging data on LGBTQ+ youth populations. 
• We commit to helping produce data about the experiences and well-being of LGBTQ+ populations in SW Alabama.
• We commit to paying attention to the needs and desires of our program participants by collecting intake and reaction form data.
• We commit to responding to the needs and desires of our program participants by routinely disseminating surveys to measure the efficacy of our programs and services.
• We commit to working with healthcare providers who follow scientific, data-informed guidelines.

• We commit to bringing and/or welcoming joy to our work meetings.
• We commit to practicing gratitude internally, with the Prism Team, and externally, with supporters and the broader community.
  • Staff and volunteer appreciation efforts
  • Team engagement events
  • Prism Celebrates!
• We commit to creating experiences where youth and other program participants can self-express and experience joy.
  • • Prism Prom
    • Jack O’ Lantern Jubilee
    • Wig Walk
    • Color Fairhope With Pride

• We commit to creating a non-judgmental space for disagreement, dissent, and vulnerability to be received with sincere interest and understanding. 
• We commit to holding ourselves and each other accountable to fulfill the promises we make to the broader community.
• We commit to transparent workplace practices and reporting. 
• We commit to keeping record of our actions and our reasons for taking those actions when responding to major conflicts that might impact Prism’s reputation. 
• We commit to providing trust-building opportunities and activities for the Prism Team.

• We commit to cultivating a cooperative governing ethos.
• We commit to minimizing hierarchical language, titles, posturing, and behavior.
• E.g., “Coordinating Officer” instead of “President” of the board.
• We commit to a 360-degree evaluation process.
• We commit to establishing a grievance process that protects staff from retaliation.
• We commit to developing an equitable pay structure:
• By paying staff a living wage and offering benefits to full-time employees.*
• By establishing a tethered relationship between the income of the Executive Director and other staff.*

*Pending the financial capability of the organization. 

• We commit to taking big, creative, unsettling risks.
• We commit to speaking truth to power.
• We commit to self-exploration. 
• We commit to educating the Prism Team and program attendees about LGBTQ+ issues and identities.
• We commit to providing opportunities for the Prism Team and program attendees to learn about Queer History.