Rock to the Future acknowledges that the unceded land on which we gather, now known as Philadelphia, are the lands of the Lenni Lenape people, whose presence and resilience in Pennsylvania continues to this day. We honor the original caretakers of this land and recognize the histories of land theft, violence, erasure, and oppression that has brought our organization and ourselves here.
We recognize the deeply entrenched practices, cultural norms, and social structures that perpetuate inequities. Rock to the Future, in our work with youth from underserved neighborhoods in Philadelphia, is committed to eliminating those inequities. Rock to the Future makes a formal promise to improve our culture, practices, and approaches to uphold diversity, equity, and inclusion at all levels of our organization — knowing it requires sustained commitment, courage, and optimism.
We strive to achieve racial justice, social justice, equity, and inclusion in all aspects of our work and in the way we lead our lives. We have decided to take an inward look to ensure these values remain at the foundation of our organization and to further educate ourselves as we continue to grow. In 2021, students, team members, and board members led a 6-month selection process to find a facilitator to support us through this work. Rock to the Future is excited to select Keva White and VIP Community Services to guide our continued journey towards equity, inclusion, and anti-racism. We will provide updates on our progress with Keva on this webpage.
Anti-Racism, Equity, and Inclusion Survey Results
January 8, 2022
Who We Are
Rock to the Future provides student-driven music programs in a safe and supportive environment at no cost for Philadelphia youth. We believe in cultivating an environment that allows youth to build life skills that support current and life-long well being.
We have enlisted the help of Keva White with VIP Community Services to guide our continued journey towards equity, inclusion, and anti-racism. Our first step towards anti-racism is understanding our current status. We asked our past and present students, staff, and board members to participate in an Anti-Racism Stakeholder Survey. This is a brief summary of the 20 page report. If you would like a copy of the full report please contact Daniel@RocktotheFuture.org.
We received answers from 97 separate stakeholders.
- These included alumni, community partners, past and present team members, past and present board members, parents/guardians, students, school partners, and volunteers.
- Stakeholders who identified as Black/African American provided the most survey responses (a total of 43 or 44.5%), followed by 31(32%) White/Caucasian stakeholders, 14 (14.5%) responses were received from Hispanic or Latino stakeholders, and 1% of respondents self-identified as Asian or Asian American with 8 (8%) identifying as two or more races.
- A total of 51 (53%) Stakeholders who responded to survey were female, 37 (38%) were male, and 9 stakeholders (9%) indicated an unspecified selfIdentified/expressed gender identity
35% of respondents were under the age of 20, 10% were between 20 - 29, 24% between 30 - 39, and 31% over the age of 40.
What We Do Well
- We have created and are continuing to develop an inclusive and diverse organization: 92% of stakeholders believe that Rock to the Future provides an environment for free and open expression of ideas, opinions, and beliefs; 91% believe we have a culturally, ethnically, and racially diverse team
- We are committed to inclusion and diversity: 92% believe that our leadership supports and values diversity and inclusion.
- Our community believes in our organization and loves our programs.
“Rock to the Future is one of the most inclusive, socially conscious organizations I have ever worked with. Diversity there, and appreciation of diversity, is so obvious in the organization and in all their activities and program offerings.”
“This is the best program ever!”
“I feel as if I can truly be myself and I feel like I truly belong, I have friends that are very supportive caring and loving and I get along with everyone so well♡”
Areas for Growth
- We need to improve our transparency: 16% of stakeholders felt neutral or that there was not transparency throughout the organization and multiple stakeholders commented specifically on the need for transparency from the team and board.
- We need to create clear processes for reporting concerns and discrimination and communicate these processes to our stakeholders: 26% of stakeholders were unclear on how to report instances of discrimination should they occur.
- Additional growth opportunities and training are needed for team members and board members: 14% of stakeholders felt neutral about music instructor’s commitment to diversity and inclusion, and multiple comments were provided regarding authentic commitment from the Board of Directors.
- We need to offer more opportunities for all of our stakeholders: 20% of stakeholders felt neutral in regards to Rock to the Future providing education and training opportunities and 50% of stakeholders reported they had the opportunity to participate in a Rock to the Future training opportunity related to equity and inclusion within the past 12 months.
We will immediately begin our work towards improvement. Our first step towards cultivating a more inclusive environment will be enacting new procedures for reporting harassment and discrimination. We look forward to communicating our new processes in the first quarter of 2022. We will also hold an educational and training session called The Race to Social Justice on January 17th for board members, team members, and volunteers.
Over the coming 6 months, we will continue to learn what we do well and how we can improve through focus groups with our students, team members, and board members, provide training and education opportunities for our stakeholder groups, tackle specific needs within the organization through project based consulting, and work together to achieve justice within our organization and the communities we serve.
Thank you to The Douty Foundation for funding this opportunity and to Keva White and VIP Community Services for your guidance.