The Leage of Women Voters maintains a firm commitment to DEI principles. Locally in Delaware, LWVDE is launching a newly reformed LWVDE Diversity, Equity, and Inclusion Committee. All members are invited to be part of this important initiative.

Purpose of Committee

As members of the League of Women Voters, we know that defending democracy means more than promoting voter access — it also means ensuring that every voice is heard, every identity is respected, and every community is represented.

This new committee will bring together members from all local Leagues across Delaware to form a powerful and inclusive coalition. Together, we’ll help shape how our League grows, engages, and advocates — through a DEI lens.

Why You Should Join

•  Representation matters. A committee that includes members from Sussex, Kent, and New Castle Counties reflects the diversity of our communities and strengthens our impact statewide.
•  Your voice belongs at the table. Help guide policies and practices that make our League more equitable and welcoming.
•  Diverse perspectives drive innovation. Your lived experience, ideas, and insight will help us grow into a stronger, more inclusive organization.

Whether you're new to the League or a longtime member, we welcome your participation. Passion, curiosity, and commitment to fairness are all you need to join us on this journey.

Let’s lead by example—diverse voices, united purpose.

Meeting Schedule

Our first meeting is scheduled for September 17th, during which we will determine a regular meeting time that suits all members. Once finalized, the schedule will be published on the website Recurring Meetings page.

Overview for the First DEI Committee Meeting

Our first meeting begins as a shared journey toward building a more inclusive, just, and accountable League culture across all three Delaware Leagues.

To ensure consistency and transparency in our approach, we will begin by grounding ourselves in the LWVDE DEI program introduced at Council this summer. This program provides a foundational framework for understanding how implicit bias and microaggressions show up in our organization—and how we can begin to address them with intention and care.

Our first step will be to take in the full scope of this program as a committee. We will review its principles, practices, and tools, and reflect on how they apply to our local contexts. This will help us align our efforts and speak with a unified voice.

Next, we will encourage board members from each county League—New Castle, Kent, and Sussex—to engage with the same materials. Our goal is to foster a shared understanding and commitment across all levels of leadership, ensuring that DEI is not siloed but is embedded in every decision, interaction, and initiative.

Finally, we will begin the work of addressing issues related to diversity, equity, and inclusion, with a particular focus on implicit bias and microaggressions. This includes:

• Verbal expressions, such as offhand comments or coded language.
• Written communications, including emails, reports, and public statements.
• Behavioral patterns, such as exclusionary practices or unspoken norms.

We will examine how these issues manifest across all platforms—whether in meetings, digital spaces, public events, or internal processes—and develop strategies to interrupt harm and promote healing.

DEI Strategies to Interrupt Harm and Promote Healing

• Creating Supportive Environments: We foster spaces where discomfort is acknowledged, emotional labor is shared, and confidentiality is respected. Community agreements guide our interactions to ensure psychological safety and mutual respect.
• Addressing Interpersonal Challenges: Through structured exercises and reflection, we identify biases and stereotypes that contribute to interpersonal conflict. We commit to accountability practices such as private check-ins, public apologies, and harm prevention strategies.
• Operationalizing DEI: We identify and act on current DEI challenges within our Leagues, engaging internal and community partners to co-create solutions. This involves reviewing equity in decision-making and sharing power transparently.
• Equitable Decision-Making: We follow an eight-step process that includes engaging diverse stakeholders, evaluating options, and reviewing outcomes. We prepare for and manage conflict proactively, recognizing both risks and opportunities.
• Collective Leadership: We promote leadership models that distribute power, responsibility, and decision-making equitably. Trust-building, co-learning, and shared accountability are central to our approach.
• Systems Thinking and Community Engagement: We examine systemic barriers and engage stakeholders to build sustainable, inclusive solutions. Our engagement strategies move beyond informing to empowering community members in decision-making.

Join Us!

This committee is not just about policy—it’s about culture change. It’s about creating spaces where everyone feels seen, heard, and valued. And it’s about holding ourselves accountable to the values we espouse.

We invite all members—new and experienced—to join this important initiative. Your voice belongs at the table. Representation from all three counties will strengthen the legitimacy and relevance of our League.