Diversity, Equity and Inclusion Update | Summer 2021

Zeta Tau Alpha’s work and progress within the realm of diversity, equity and inclusion is ongoing and steadfast. As the Fraternity strives to foster a deeper feeling of sisterhood for all, the focal point is the environment ZTA creates for its members.

Effective immediately, collegiate chapters will no longer give ZTA legacies preferential consideration during recruitment. The term “legacy” will continue to recognize the special relationship between a legacy and a ZTA mother, sister or grandmother. While we will continue to cherish the connection a legacy may have to ZTA, it will not play a role in membership selection.This change is an important step toward providing a more equitable recruitment experience for all potential new members by focusing on the mutual selection process, giving chapters full accountability for the members they select, and ensuring that non-legacy PNMs have the same access and opportunity to join.

In collaboration with Tran Arrowsmith PLLC and The Harbor Institute, the Fraternity conducted an internal survey focused on understanding members through all facets of their diverse identities. Over the course of three weeks, 4,559 alumnae and 3,349 collegians, which is a statistically significant number of participants, completed the survey. The results from this portion of the internal diversity audit will help improve the overall membership experience and help ZTA create more equitable and inclusive resources.

Other areas of significant progress include:

  • Increased accessibility for Grace Grant eligibility
    • The ZTA Foundation initially created these grants in response to sisters impacted directly by COVID-19 (loss of employment, housing, etc.). The updated eligibility includes need-based assistance not related to the impact of COVID-19.
  • The creation of a best practices resource for original and/or reposted social media content that increases opportunities to share diversity, equity and inclusion education and highlight diversity
  • Extensive updates to the Guide to Recruitment and Retention, including practical examples throughout the resource, to make recruitment conversations and experiences more equitable
    • The internal diversity audit included a review of the updated guide.
  • All Vice Presidents of Membership, Membership Advisors, Collegiate National Officers and other volunteers who support collegiate chapter during recruitment were invited to attend live training facilitated by the recruitment committee; the training was recorded and will be available for all to watch prior to recruitment
  • Expansion of the staff development plan to include training on understanding and navigating difference
    • Similar to ZTA chapters, all staff members are engaging in peer-led discussions for the six My Sister, My Responsibility®️: Seeking Understanding workshops.
  • Alumnae chapters began electing a new leadership role, Collegiate Recruitment Ambassador, to be an advocate for all Panhellenic sororities. They serve as an educator, mentor and point of contact for all questions related to Panhellenic sorority recruitment and the overall NPC experience.
  • Updated language in the House Director application and review process to include questions about creating and supporting an inclusive environment in ZTA facilities
  • Addition of language about ZTA’s commitment to create, support and maintain inclusive environments in the alumnae volunteer National Oath of Office.

To stay updated and learn more about the Fraternity’s commitment to building a more inclusive sisterhood, check out current updates and the full Diversity, Equity and Inclusion Strategic Plan here.


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