- Instruct the Unitarian Universalist Association administration to conduct a careful investigation of the hiring practices of hotels proposed as sites for General Assemblies and other denomination-wide meetings, said investigations to include data on: (a) comparative numbers of white and minority employees in each job category, (b) comparative numbers of white and minority employees in each salary level, (c) training and promotion opportunities offered minority employees by the hotel, and (d) human relations programs designed by the hotel to help employees relate to minority employees and hotel guests as people with human dignity; and that this information be made available to delegates 60 days in advance of General Assemblies;
- Request the Unitarian Universalist Association administration to schedule General Assemblies only in hotels where, in its judgment, based on the above investigation, equal employment practices prevail; or, if such hotels are not available, to proceed with negotiations to obtain from a hotel a firm commitment to an affirmative action plan of its own, specifying short and long-range goals in the areas of: (a) recruitment, training, and upgrading of minority employees, (b) human relations training for all employees, and (c) an ongoing evaluation program for assessing how well the plan is implemented; and that the results of this negotiation be made available to delegates 60 days in advance of the General Assemblies;
- Urge that the Unitarian Universalist Association administration similarly look carefully at our other corporate practices to identify and develop methods of counteracting other instances of compliance with institutional racism.
Counteracting Institutional Racism
1969 Business Resolution
BE IT RESOLVED: That the 1969 General Assembly:
This work is made possible by the generosity of individual donors and congregations. Please consider making a donation today.
Last updated on Wednesday, August 24, 2011.