Definitions for Applicants

 

Northwest Health Foundation works with groups and organizations who are reflective of and accountable to the communities they organize and serve, and who have a history of engagement with their community. We know that when those closest to a problem develop and lead solutions, the solutions are more effective, sustainable and equitable. We also know that the strongest, most effective organizations are those that are held accountable by the community and continually work to improve practices and analyze power. 

Grant applicants will be asked if their organization identifies as multi-cultural or cross-racial, culturally specific and/or disability-led. We’ve included explanations of these terms below. Please note that we are an ever-evolving organization working to be responsive to community needs, and these definitions continue to grow and be shaped by community. If you have questions about our definitions, simply let us know. 

BIPOC-led

NWHF defines BIPOC-led as an organization whose origins stem from BIPOC (Black, Indigenous and people of color) community members, and whose current staff, leadership and the people they serve are 51% or more BIPOC. Often, BIPOC-led organizations name Black, Native or other communities of color in their mission statements and judge their success on how well they are serving those communities. We see BIPOC-led organizations as hubs for culture, relationship and community building. They also often provide access to resources, learning, advocacy, political organizing and so much more.

 

Multicultural or Cross-racial

A multicultural or cross-racial organization is one in which leadership and staff are representative of multiple racial or cultural identities. A multicultural or cross-racial organization may work to advance the needs of multiple racial or cultural communities by engaging those communities in bridge-building, organizing and advocacy work. (This definition was borrowed from Inatai Foundation.)

Culturally Specific

Culturally specific organizations are led by and serve the experiences of a specific identity group. They are centered around and informed by the experiences of that group.

Disability-led

Disability-led organizations are directly led by and serve those within the disability community. These organizations serve their communities by challenging and addressing ableism through services and/or advocacy. We understand disability as self-defined and expansive, including anyone who identifies as a member of a disability community, including addiction, illness, physical and cognitive disabilities, neurodivergence, and anything beyond and in-between. Here’s how we think about disability in connection to our commitment to equity.

These are characteristics of all the organizations we typically fund, informed by the Coalition of Communities of Color:

  • Alignment of founding mission with the community proposed to be served (creation of mission was historically based in serving communities experiencing racism) and alignment with the outcomes desired by the program. (Borrowed from Multnomah County.)

  • Intimate knowledge of lived experience of the community, including but not limited to: the impact of structural and individual racism or discrimination on the community; knowledge of specific disparities experienced by the community; ability to describe the community’s cultural ​p​ractices, health and safety beliefs/practices, positive cultural identity/pride/resilience, immigration dynamics, religious beliefs, etc. This knowledge influences the design of programs and services.

  • Programs are designed and continually shaped by the communities’ input to minimize structural, cultural and linguistic barriers, in order to create an inclusive environment of accessibility, belonging and safety in which all community members can thrive. 

  • Organizational leaders, decision-makers and staff have the knowledge, skills and abilities to work with all community members, including but not limited to expertise in language(s); understanding of core cultural constructs and institutions, as well as the impact of structural racism, individual racism and intergenerational trauma within the communities and among individual community members; formal and informal relationships with community leaders; expertise in explicit and implicit social mores. 

  • Organizational leaders and decision-makers are engaged in improving the collective well-being of the overall communities and addressing root causes.

  • The staff and leadership of the organization are representative of the communities served. 

  • Track record of successful community engagement and involvement with the communities being served.

  • The communities being served recognize the organization as advancing their best interests, including their voices, and engaging in policy advocacy. The organization reflects the communities’ priorities. 

  • Multiple formal and informal channels for meaningful community engagement, participation and feedback at all levels of the organization, from service complaints to community participation at the leadership and board level. Community participation can and does result in desired change.

  • Commitment to a highly skilled and experienced workforce by employing robust recruitment, hiring and leadership development practices, including but not limited to: staff who value and care for community and/or have lived experience; requirements for professional and personal references within the community; training standards, professional development opportunities and performance monitoring.