Campus Ministry, dorms celebrate Las Posadas

first_imgFor the past five years, the Notre Dame community has marked the coming of the Christmas season with an annual tradition of Las Posadas. During this year’s celebration, students and others in attendance will meet at the Grotto at 9 p.m. on Monday, Tuesday and Wednesday nights for a walk, prayer, singing and food.Las Posadas, which is Spanish for “the inns,” reenacts a passage from the Gospel of Luke where Mary and Joseph search for shelter before Jesus is born, Becky Ruvalcaba, assistant director of multicultural ministry in Campus Ministry, said in an email.“[It] is an advent celebration revolving around the concept of hospitality,” she said. “ … We learn from the Posadas that by welcoming the poor and the needy, we are welcoming Jesus in our midst.”The walk will end at Stanford Hall on Monday night, the Coleman-Morse Center on Tuesday night and Farley Hall on Wednesday night.Junior Audrey Immonen, the spirituality commissioner for Farley Hall, said in an email that the event will feature one leader, three readers and two people to play Mary and Joseph.Ruvalcaba said the tradition is typical in Latin American countries and is usually held the nine days before Christmas.Besides Campus Ministry, Ruvalcaba said Farley and Stanford Halls play large roles in the event, but people from across campus participate.Campus Ministry plans the date at least two months in advance and then coordinates with Farley to set the locations each night, Immonen said.. She plans for the night when Farley hosts.“I recruit Farley’s Finest to read Bible passages and play Mary and Joseph,” she said. “We also order delicious Venezuelan food from the Mango Cafe here in South Bend — the night is full of empanadas, arepas and hot chocolate.”Elaine DeBassige, the rector of Farley, helped bring the tradition to campus several years ago.“I come from a state and culture that celebrates their faith through pilgrimage at Advent and Lent,” she said in an email. “Pilgrimage helps us to think about the journey we all make in our faith life.”DeBassige said her family always welcomed strangers.“When we open Farley’s door to let the pilgrims in for a prayer and food, it reminds me of home and the way this cultural tradition shaped my faith,” she said.Immonen said her favorite part of the event is when people remember that Mary and Joseph were refugees.“Nowadays, refugees are vilified and marginalized, and people forget that God was once one,” she said.Ruvalcaba and Immonen both said the community is one of their favorite parts of the event as well.“This event reminds students that we are called to walk with each other on the journey,” Immonen said.DeBassige ultimately sees the celebration as a time for the campus to come together.“One of the greatest gifts of a college education is the exchange of ideas, culture and life,” she said. “These things expand who we are when we dare to share. … The table that Christ sets then becomes more accessible to more people because it is another way to access the Catholic faith.”She said that making these traditions accessible helps make strangers seem less intimidating and more like friends or family.“Isn’t that what Notre Dame is all about?” she said.Tags: christmas, Faith, Las Posadas, Pilgrimagelast_img read more

Financial inclusion is a two-way street

first_imgTo most fully live out the “people helping people” philosophy, more credit union leaders are taking meaningful steps toward advancing financial inclusion in their communities.Indeed, providing underserved individuals with financial services that are both affordable and supported by effective financial education services can have tremendous impact on a city, town, village or neighborhood. And yet, it’s far from simple, especially for credit unions looking to execute financial inclusion strategies for the first time.Chief among the challenges is that financial inclusion is a two-way street. A credit union can offer up fair, dignified, affordable and culturally relevant services, but if community members don’t respond, theimpact of those products and services is greatly reduced. To inspire that action, credit unions have to come from a position of authenticity. In other words, community members – particularly those unfamiliar or uncomfortable with traditional financial institutions – want to see certain things from the credit union. Employees who look like them, communications that speak to them and experiences that feel real to them are crucial to encouraging underserved individuals to give credit union membership real consideration.CONSIDER THE AUDIENCEMembership – in and of itself – can be a big ask. This is especially true when the individuals a credit union is looking to serve may not be familiar with the concept of a financial cooperative. Take first-generation Hispanics, for example. Although the idea of managing money as a community is often a good fit culturally, involving a financial institution in that community approach may not feel natural. Learning the benefits of doing so directly from another first-generation Hispanic can make the idea more palatable.For this group, as well as many other underserved segments, managing money usually consists of a series of short-term to-do’s. Accomplishing those tasks often requires standing in a line 40-people deep at a behemoth discount store.Imagine you’ve become accustomed to being greeted by a weary employee who would rather be doing anything other than issuing yet another money order. It’s the norm, and so the idea of a joyful individual who knows your name helping with your transaction while also asking about your long-term financial goals can seem intrusive, maybe even a little suspicious. But, what if you are introduced to that happy teller by a respected member of your family, someone who trusts the teller and the credit union she represents. You’re likely to be much less apprehensive giving the new relationship a try.Imagining scenarios like the above to better understand the members of an underserved community demonstrates empathy, and it can be a good first step in the development of a strategic financial inclusion plan. In fact, many credit unions have gone through exercises like the National Credit Union Foundation’s Life Simulation and Coopera’s immersion program.IDEAS FOR CHAMPIONING D&IAn individual who can picture the daily challenges of another’s life can get close to understanding. But, someone who knows those challenges can be invaluable when it comes to mapping out a financial inclusion strategy. Nothing can substitute first-hand knowledge. This is why we say diversity and inclusion (D&I) starts at home. To be a champion for diversity, you must demonstrate diversity within your ranks. To advocate for financial inclusion, you must proactively foster an inclusive environment inside your credit union. What follows is a collection of ideas for how your credit union can do exactly that. Understanding the Underserved Establish a modern employee resource group (ERG) to better understand the preferences of underserved community members. Originally, these groups were established to foster a welcoming environment for underrepresented employee groups. They have since evolved to have a more strategic authority and are charged with adding value to the business. In fact, some organizations have migrated their ERGs to BRGs (business resource groups). A BRG reflects an increased business focus and more clearly articulates the BRG’s objectives, which can include things like promoting revenue generation.Establish an internal bilingual/bicultural advisory group. Composed of employees who work with members and/or the community daily, the group brings direct feedback to the organization to generate new ideas. It also gives members of the group an opportunity to discuss unique aspects of their cultures with one another. One way credit unions benefit from a group like this is a better understanding of how to communicate with members using financial terminology in another language, which can vary depending on an individual’s proficiency level. Taking a Team ApproachPlan employee- and member-facing activities for lesser-celebrated holidays and events or host an international food festival.Plan a new game, like Diversity Thumball, once a quarter. Rather than leave this up to HR, engage different employees to come up with each quarter’s activity.Learn how to say hello in 12 different languages. Quiz each other at regular intervals.Reframing the Word ‘Diversity’Be as clear as possible with employees about their roles in fostering a successful D&I environment. One way to set the tone early on in the employee journey is to add a simple sentence to your job postings, one that describes your cooperative’s commitment.Host a series of internal workshops designed to help employees and board members reexamine their beliefs. One you might consider is an unconscious bias group activity, such as the Tag Game.FINANCIAL INCLUSION MORE NATURAL THAN YOU THINKDiversity and inclusion are uncomfortable by design. Initiatives that push us to recognize (and fix) flaws in our thinking are far from natural. But, the outcomes are worth the discomfort. And importantly, more consumers are coming to expect these efforts.A great number of big-brand organizations have become intentional about D&I strategies and have gone public with their successes. Consumers are taking notice. In fact, 90 percent say they expect companies to operate responsibly to address social issues. Fifty-five percent of consumers are willing to pay more for products and services offered by companies that make a positive social impact. Research like this is really important to consider, as it not only relates to the underserved. Consider that the well-served among your membership may appreciate your D&I efforts just as much as your new and prospective ones.Remember, too, that good D&I is good business. The initiatives you deploy do not have to be purely altruistic. It’s okay to talk about serving new markets in the context of building a healthy and sustainable cooperative. Connect your goals to the overall mission and business objectives of your credit union, and you may find diversity and inclusion are more natural than you think. 74SHARESShareShareSharePrintMailGooglePinterestDiggRedditStumbleuponDeliciousBufferTumblr,Miriam De Dios Woodward Miriam De Dios Woodward is the CEO of PolicyWorks, LLC. She also serves as Senior Vice President of AMC, the holding company of the Iowa Credit Union League and parent … Web: https://www.policyworksllc.com Detailslast_img read more

Lady Eagles Split With Lady Raiders

first_imgThe Jr. High Girls’ Basketball team traveled to Versailles to take on rival South Ripley.  The 7th Grade could not get into a rhythm and fell 24-8. Scoring for the Eagles were Strunk 3, Harmeyer & Jones 2, and Neal 1.The 8th Grade came out strong with. 10-4 lead in the first.  They worked hard and went into halftime with a 23-14 lead. Good teamwork a n d defense saw them increase their lead 36-22.  They found themselves in some foul trouble in the fourth, but continued to work together and came away with a 47-29 win.The Eagles were 10-14 from the free throw line.  Scoring were Williams 14, C. Simon 10, Rider 9, Newhart 7, Cullen 3, and Wilhoit & K. Simon each with 2.game.Come out and support the Lady Eagles.  They will be in action again on Thursday for their last regular season.Courtesy of Eagles Coach Lisa Horn.last_img read more