Equity & Inclusion


At Sound Generations we embrace the belief that racial and other social identities should be respected and affirmed. We’ve built a culturally responsive organization that strives to be equitable and inclusive by providing our team of staff, volunteers and board members with the tools needed to address institutionalized racism and other forms of oppression.

Culturally Responsive Flowchart


The mission of Sound Generations directs us to promote the emotional, social, and physical well-being of all older adults and we are committed to building a team of staff, board members and volunteers who are culturally responsive and committed to equity and inclusion.Our services are more culturally accessible and relevant to individuals of diverse backgrounds and are recognized as such in the community.

Equity & Inclusion organizational Goal:

To expand the knowledge and awareness of Equity and Inclusion.

Four Key Goals of Equity & Inclusion

Sound Generations has established an Equity & Inclusion Organizational Goal that aligns with the organization’s overall mission. Our strategy involves working across departments to focus on four key Equity & Inclusion Goals:

  1. Building a common language and a long-term commitment throughout the organization
  2. Improving accountability to the community
  3. Creating a more welcoming environment
  4. Encouraging systemic change at the institutional level

Six Principles of the Continuous improvement plan

Improvements are based on small changes

This concept is important, because large changes can feel frightening and destabilizing. By approaching change in small, incremental steps, the continuous improvement process reduces the fear factor and increases speed to improvement. When following this principle, the organization does not need to wait for a strategic shift to begin to advance this work.

Ideas come from employees

This principle relies on employees, not top management, to identify opportunities for improvement. This bottom-up improvement approach is effective because employees are closest to the problems, and thus better equipped to solve them.

Incremental changes are typically inexpensive to implement

Employees tend to focus on small changes that can be accomplished without a lot of time and expense. In fact, many ideas that come from employees involve eliminating processes, rather than adding to them, which is an excellent way to be sure that every improvement activity adds some value to the clients we serve and reduces wasted efforts.

Employees take ownership and are accountbale for improvements

When staff come up with ideas to improve their own work, they intrinsically see the value of the changes. By engaging them in the continuous improvement process, we’ll empower them to take charge of their own work. They’ll be better able to: identify opportunities for improvement, Implement their ideas, take credit for their own work, and they’ll see a measurable impact from their efforts.

Improvement is reflective

Constant feedback is an important aspect of the continuous improvement process. Open communication during every phase of executing an improvement is critical to both the final results of the improvement and in maintaining staff and workgroup engagement.

Improvement is measurable and potentially repeatable

It is not enough to simply make a change and call it an improvement. To achieve real improvement, the impact of change must be measured. This makes it possible to determine if the change can be applied successfully to other problems.

Equity & Inclusion Committee

Marcus Maceo
Institutional Giving Manager & Equity and Inclusion Chairman

The Equity & Inclusion Committee is charged with evaluating organization-wide compliance with the Equity & Inclusion Continuous Improvement Plan (CIP). The Committee will discuss, develop, and make recommendations regarding the provisions of the Equity & Inclusion Workplan and work-related equity issues. The composition of the committee consists of 1 liaison from each department and center site across the organization. Committee members are charged with the following:

  1. Operating in accordance with the Equity & Inclusion Workplan using our Continuous Improvement Model
  2. Adopting annual SMART goals that align with goal #3 outlined in the SG Strategic Plan
  3. Organizing quarterly trainings related to race and all forms of social justice
  4. Updating the Equity & Inclusion Workplan and disseminating an annual report
  5. Responding to equity related staff inquiries

Our strategies include:

  1. Continuous Learning through training, workshops, and dialogue on issues involving institutional racism and oppression.
  2. Periodic Evaluation of our effectiveness through focus groups, surveys, and deepening our one-to-one relationships with individuals and other organizations.
  3. Proactive Approaches to problem-solving around accessibility and creating positively vulnerable spaces that allow for more honest and timely responses to injustice within our organization.
  4. Communicating and Demonstrating equity and inclusion expectations in contracts and though cross-departmental reviews of organizational policies and impacts of implementation.

Equity Training and Workshops

We understand the importance of acknowledging our own institutional history. This acknowledgment informs the featured analysis of institutional racism and related oppressions that remain consistent in our training, education, and organizational development program both internally and externally.

Equity and Inclusion Workshop Dates

Equity Resources

LGBTQIA Resource Center Glossary

This is a list of terms related to both the LGBTQIA community and general social justice terms.

Community members from communities of color, LGBTQ communities, immigrants and refugees, and other diverse communities experience improved health and wellbeing, with more of their basic needs being addressed by the social/human services system.

Our community has a strong, highly skilled network of service providers who collaborate with us to ensure we reach our goals of increasing staff and client success year after year.

Filing a Complaint

Sound Generations is committed to ensuring that no person is excluded from participation in, or denied the benefits of its transit services on the basis of race, color, or national origin, as protected by Title VI in Federal Transit Administration (FTA) Circular 4702.1.B. If you believe you have been subjected to discrimination under Title VI, you may file a complaint.

Contact Equity and Inclusion

E-mail: equityworks@soundgenerations.org
Phone: (206) 727-6268