MMA acts on its commitment to DEI

Over the past few years, the MMA has been following through on its commitment to upholding the values and concepts of diversity, equity and inclusion, both internally for staff and externally for members.

Despite current rhetoric around — and misuse of — the term DEI, the MMA remains committed to its core values, which include and are rooted in diversity, equity and inclusion.

The MMA established a DEI Advisory Committee in August of 2022, and three months later approved the MMA Municipal DEI Framework and Initiative, to be used as a guide for the MMA to advance its equity work.

Since then, the MMA has conducted the MMA DEI Community Survey, which was used to assess the DEI work happening in cities and towns across the state and to identify ways that the MMA could support this work and serve as a resource.

The MMA then worked with the Racial Equity Group to embark on a DEI Strategic Action Plan. Recommendations in the plan led to the hiring of the MMA’s first chief equity officer last November.

The MMA continues the pursuit of its vision for integrating the values of diversity, equity and inclusion into all facets of the organization, but change takes time — especially organizational and institutional change.

Progress over past six months
In my new role as the MMA’s chief equity officer, I have spent time learning the policies, practices and culture at the MMA, by reviewing plans, attending staff team meetings, and engaging with MMA members at meetings and events across the state. I’m giving careful consideration to aligning the DEI Strategic Action Plan with the MMA’s organizational strategic plan, which is now in the final stages of development.

The MMA’s DEI Framework and Initiative was reworked into the MMA’s Diversity, Equity and Inclusion Commitment, which was approved by the MMA Board of Directors on April 8. The commitment reaffirms the MMA’s approach to institutionalizing and upholding the principles of DEI within the organization, and notes that the MMA will revisit, reassess, update and expand its efforts over time and sustain its commitment to supporting municipalities in their efforts.

2025 has brought change, but the MMA has not changed its course on advancing its DEI work, and we continue to serve as a resource to municipal leaders, who can look to this organization for guidance.

The entire staff at the MMA recently completed the first in a series of diversity, equity and inclusion workshops. The first session focused on the importance of understanding identity, the self and socialization, in order to better understand the world around us and how we interface with others.

The workshops are meant to provide knowledge, awareness, skills and tools needed to create and contribute to an equitable, inclusive, diverse and accountable organization.

The MMA is aware of the need and desire for more learning and skill development opportunities for its members, so workshops, programs and training opportunities are being developed. These offerings are being curated with intention to ensure that they are beneficial and are accessible to all.

On May 6, the MMA hosted the webinar “Demystifying DEI,” which discussed the core concepts and history of diversity, equity, inclusion and belonging, and how municipal leaders can support DEI efforts during this time, when confusion persists due to the language of recent federal executive orders.

In the webinar, DEI practitioners spoke to the challenges of navigating these executive orders, and reaffirmed that DEI is not illegal. Resources were shared, and guidance was provided to support city and town leaders in determining how best to move forward with their work related to DEI. (The webinar is accessible on demand on mma.org.)

Also in May, the Massachusetts Municipal Human Resources’ HR 101 boot camp featured a panel discussion led by DEI practitioners situated in HR or HR-adjacent departments in communities. The panel, “Fostering Inclusive Workplaces in an Uncertain Political Climate,” provided an overview of the current legal landscape of municipal DEI work, highlighting what municipalities are legally allowed to do, and the implications of federal executive orders on local DEI work. Panelists answered questions and provided recommendations for how leaders can communicate the benefits of DEI in municipal work. There were also tips for advancing or starting DEI initiatives.

The MMA is looking forward to continuing its internal work on DEI and exploring what learning opportunities for members will look like.