Fraser is Committed to Being an Anti-Racist Organization

As a mental healthcare provider and equal opportunity employer, Fraser understands our vital role in supporting people who have and continue to suffer trauma due to systemic racism. We acknowledge that pain from centuries of abuse and discrimination lingers for Black, Indigenous and People of Color (BIPOC).

The Fraser Anti-Racism Initiative will encompass a variety of activities across the organizational divisions, working to undo systemic racism in Fraser processes, hiring, training and engagement. The initiative will use racial equity as a lens for everything Fraser does for its clients, staff and community of families with autism and special needs.

Our commitment to being an anti-racist organization will focus on four key areas.

Enhanced training for all staff

We will train staff on using appropriate language and terms, building on training we have to create uniform development related to our anti-racism initiative. We will enhance our onboarding development, build a training database and make continuing education and information accessible to staff. Training will include all staff, including supervisors and executives.

Supporting ongoing dialogues

Fraser has committed to having ongoing dialogues with our BIPOC staff. We kicked off these conversations with a series of listening sessions, where BIPOC staff shared their experiences and frustrations with the executive team. We will continue to have difficult conversations and create introspective opportunities for all, so we can learn how our diverse experiences shape who we are. Additionally, we have started an ongoing Anti-Racism Committee and a BIPOC Support Group, led by BIPOC staff, to provide guidance and recommendations to the organization on topics related to our four key areas.

Reaching out to more diverse partners

To become a more diverse and anti-racist organization, Fraser will partner with established organizations and individuals who serve diverse populations within our communities. By working with school districts and key community groups to improve access, we can reach more diverse community members and do so more efficiently. This will help us better serve and support BIPOC Minnesotans with autism, mental health issues and special needs.

Committed to organizational change

Fraser is committed to improving our organization to create a more inclusive environment. We have hired a consultant, Dr. Brownell Mack, Psy.D., L.P, to help us evaluate Fraser and move forward. We’re also evaluating our hiring practices, job descriptions, retention strategies and program processes to ensure these are aligned with our values.

Fraser will continue to work toward and evaluate our progress goals in these four keys areas. We will measure our success by these standards:

Receiving positive feedback from BIPOC staff, indicating they feel encouraged and supported
Increased cultural competence represented through the toys, books and other tools used to interact with clients
Increased hiring and retention of BIPOC staff and career development into leadership positions
Ongoing training and orientation for all staff on diversity and inclusion initiatives
Delivering services that are culturally competent and sensitive to clients, staff and families with autism and special needs
Increased access to underrepresented groups in the community
Using communication processes and systems that reflect Fraser’s mission, values and beliefs