When sororities were first founded in the 1800s, women were struggling to find a place within their institutions where they would feel safe, welcome, and accepted. While we admire our founders for taking the initiative to organize these spaces for women, we must also admit that many groups of women were left out of this conversation. These spaces were not inclusive or equitable for underrepresented groups, which can make it difficult for members of these groups to feel welcome in this community. 

We recognize that there is still work to be done to welcome previously excluded women into this community. Here are some of the initiatives we’ve taken to remove barriers historically built around fraternity and sorority life:

• Establish a DEI Team- Each chapter has at least one position dedicated to DEI, and the women in this role make up the Panhellenic Inclusion and Equity Committee. This team will:

  • Attend regular meetings organized by the VP Inclusion and Wellness.

  • Host and facilitate programming for their own chapter.

  • Provide education and resources for their active members. 

  • Ensure their active members feel comfortable in their membership. 

  • Ensure Potential New Members feel comfortable during recruitment. 

• Develop educational programs- The VP of Inclusion and Wellness will provide education for the community on DEI topics, including, but not limited to:

  • Privilege 

  • Oppression 

  • Implicit Biases

  • Gender and Sexuality

  • Cultural Appropriation 

  • Other FSL Councils 

• Survey active members- the VP Inclusion and Wellness will conduct surveys to check in with active members. This will allow CPC to gain better insight into what we as a council need to do to help our members.

  • Chapters will also have the option to meet with the VP Inclusion and Wellness to discuss the areas their chapter may need help in. During these meetings, the VP Inclusion and Wellness and chapter inclusion chair can work together to come up with follow-up steps specific to that chapter.