Embracing Inclusivity and Diversity: Stories for Future Generations

This article was originally published in the Spring 2025 issue of Bridge Magazine and updated in October 2025.

In a time when Diversity, Equity, and Inclusion (DEI) initiatives are being scaled back, rebranded, or politicized—often out of fear, legal pressure, or public backlash—Pension Fund of the Christian Church remains steadfast in our belief that our Diversity, Equity, Belonging, and Accessibility (DEBA) initiative is far more than a checkbox. We see DEBA not as a trend to follow or a risk to manage, but as a reflection of our values and a commitment to creating a community where every individual is seen, heard, and supported.

DEBA has become a fundamental value that is shaping our organization, both internally and in how we serve the changing wider Church. We truly believe we have moved DEBA past the stereotype of DEI. We are choosing to go beyond the stereotype of everyone is invited to the table to everyone belongs at the table. Inclusivity and diversity are more than just buzzwords; they are the cornerstones of thriving communities and organizations. When our organization embraces these principles, it opens the door to understanding a multitude of perspectives, experiences, and ideas. This richness of diversity can lead to innovative solutions and a more compassionate approach to serving our members where they are in life.

For Pension Fund, incorporating inclusivity and diversity means actively seeking out and valuing the contributions of individuals from all backgrounds. It involves creating policies and practices that ensure everyone — regardless of race, ethnicity, gender, age, sexual orientation, economic status or ability — has an equal opportunity to participate and thrive in our plans and our Ministerial Relief & Assistance (MRA) programs. By doing so, we not only enhance the well-being of our members and prospective members but also build a stronger, more resilient organization.

When inclusivity and diversity are woven into the DNA of our organization, we create a tapestry of stories that reflect the true essence of our community. Can you picture this beautiful tapestry? These stories are powerful tools for change, inspiring others to follow in our footsteps toward a more inclusive and equitable world. I think of the many pastors’ stories I heard at The Gathering last year in Washington, D.C. The feeling of being seen, heard, and having different options of how Pension Fund could better support them was heard loud and clear. We listened intently and thought of ways we could support the diverse group of clergy and how to meet them where they are in life, based on their particular context. The stories we heard show that legacy might mean different things for the variety of cultures we serve. Some emphasize material success and tangible achievements, while others focus more on maintaining relationships and passing down values. Many cultures are also navigating how to preserve traditional views of the past while adapting to the present culture.

As we look to the future, it is essential to recognize that the journey towards diversity, equity, belonging, and accessibility is ongoing! While significant progress has been made with translation projects, a new Korean Area Director, new Spanish-speaking Member Relations team members, internal training led by our DEBA task force, and Pension Fund presence at every cultural expression event of the Church (Obra Hispana, NAPAD, and Convocation), we understand that there is still much work to be done. Our commitment to these values must be consistent, and we must continue to ask what is possible.

The future of DEBA lies in our ability to adapt and evolve. This means staying informed about the best practices, engaging in continuous learning, and being open to feedback and listening to both those we serve and the wider Church. This ongoing work also involves the continued research and creation of a more accessible and inclusive environment, ensuring that everyone has access, opportunity, and options to participate fully. I think of my parents and community as I write this last sentence. Ensuring that information and presentations on plans and programs are accessible in a way that all clergy can understand (in terms of language, culture, and context) makes a significant difference for them and their families.

By embedding inclusivity and diversity into the core of our organization, we create a legacy of stories that inspire and uplift. As we move forward, let us remain dedicated to the principles of diversity, equity, belonging, and accessibility, knowing that our efforts today will shape a brighter, more inclusive future for generations to come.