Diversity, Equity, and Inclusion

Achieving Diversity, Equity, and Inclusion at the Minnesota Council of Churches

The Minnesota Council of Churches (MCC) is a state-level, judicatory-based council of Christian denominations with a mission to manifest the unity of the church in order to build the common good in the world. MCC pursues this mission by creating ecumenical and interfaith programmatic partnerships that work toward a vision of racial and social justice lived out in diverse communities throughout Minnesota. Therefore, MCC believes in and is committed to the core values of Diversity, Equity, and Inclusion. [1]

At MCC, we understand the importance and significance of recruiting, employing, and retaining a workforce—and volunteers to serve on boards and committees—that reflects the populations we serve and the demographics of Minnesota. We are committed to ensuring that our employees work in an environment where they feel included, respected, and recognized for the distinct talents they contribute to MCC. We know that diverse teams that work in an inclusive environment spur creativity and innovation.

Promoting and supporting a diverse, inclusive workforce and environment is not sufficient alone, however. To fully achieve our sacred mission and serve our members and community, MCC must be both a diverse and a culturally competent organization.

MCC is committed to demonstrating that it is a diverse and culturally competent organization in the following ways:

  • MCC’s policies, practices, organizational values, and behaviors will align with equitable and culturally competent principles and practices.
  • Our leaders will be trained in cultural competency practices and will share what they have learned with our fellow churches and the community.
  • MCC will work to address deeply entrenched practices, cultural norms, and decision-making structures that have perpetuated inequities. These inequities have severely impacted large groups of people in our society. We will approach this work with courage and determination—knowing that it will require a sustained commitment.



Diversity, equity, inclusion, and cultural competency can be defined in many ways. Here are the definitions that MCC is using:

  means more than just acknowledging and/or tolerating difference. Diversity is a framework that involves:

  • Understanding and appreciating interdependence of humanity, cultures, and the natural environment.
  • Practicing mutual respect for qualities and experiences that are different from our own.

  is the fair treatment of all people, ensuring access, opportunity, and advancement for all, while at the same time striving to identify and eliminate barriers that have prevented the full participation of some groups.

  is the practice of authentically engaging and leveraging the opinions, skills, and perspectives of persons of different cultures, and incorporating difference into organizational processes, activities, and methods of decision-/ policy-making in an equitable manner.

Cultural Competency
  is the ability to identify and challenge the cultural assumptions, values, and beliefs of individuals and groups, and to commit to change behaviors based upon new information and experiences. Therefore, being a culturally competent organization means more than just being respectful of the many cultures represented in our organization and community. It is more than simply having an awareness of cultural differences and a knowledge of the customs and values of those who are “different”.


[1] This document has been informed by similar documents from Blue Cross, Blue Shield and The McKnight Foundation.