Inclusion and Belonging at MHALA

MHALA is proud of the agency’s broad inclusion of individuals from all backgrounds at all levels of the agency.

MHALA embraces the goal of representative leadership and ensuring that everyone has a seat at the table in all aspects of decision-making across the organization. Many of our staff bring lived experience with challenges such as homelessness, poverty, and mental or physical health conditions. This deep connection to the realities our members face helps foster greater trust, empathy, and effectiveness in the services we provide — and is a core part of MHALA’s organizational culture and values.

Principles in Action

To encourage and celebrate inclusion throughout the organization, MHALA does the following:

• All members of the agency’s leadership team meet monthly and are encouraged to weigh in on agency strategy, initiatives, goals, and issues.
• Through frequent town hall meetings, MHALA’s CEO communicates with all agency staff (approximately 400 staff) about agency updates and issues. Staff are given the opportunity for discussion and questions both in the meeting and subsequently. In addition, all agency directors and team leaders meet with their teams weekly to ensure staff input.
• MHALA provides regular training on cultural awareness and inclusive practices, and ensures that agency initiatives are guided by task forces made up of staff and leadership from across the organization — bringing a range of perspectives to planning and decision-making.
• MHALA regularly celebrates special cultural and heritage days and events that honor the identities and experiences of our staff and members. These include agency-wide activities such as Cinco de Mayo potlucks and observing Juneteenth — which MHALA recognized as a holiday even before it became a national one — as well as active participation in LGBTQ+ gatherings and community events.

Representation Across the Agency

The broad composition of our staff, leadership, and board reflects the lived experiences, identities, and communities of those we serve — as well as the communities where our team members live and work. Seventy-two percent of those we serve, 77% of MHALA staff, 70% of agency leaders (managers and above), and 50% of our Board of Directors are Black, Indigenous, and People of Color (BIPOC). MHALA also employs many LGBTQ staff.

Feedback from staff indicates that MHALA’s inclusive culture is a large reason for our low turnover and high levels of staff resilience and job satisfaction. Staff want to work in an agency where everyone feels a true sense of belonging — not only included, but genuinely respected and embraced at all levels