Diversity, Equity and Inclusion

Sierra Club History, Context and Current Initiatives

2015

Agenda

• Introductions• Goals for this presentation• Norms & Definitions• Evolution of DEI Initiatives• DEI Teams & BoD Commitment • DEI Assessment • 2014 Key Learnings & Challenges• DEI Multi Year Plan• 2015 Resources• Q&A

Group Agreements or “norms”

• Use “I” statements

• Be thoughtful about your personal power and privilege

• W.A.I.T. (Why am I talking? Why aren’t I talking)

• Move Up & Move Up

• Practice active listening

• Listen for understanding, not response

• Minimize use of jargon and explain terms when you speak

• Calling folks in… not out!

• Notice intent, lean towards Impact

• What’s learned here leaves here, what’s said here stays here

Definitions

• Diversity: psychological, physical, and social differences that occur among any and all individuals; including but not limited to race, ethnicity, nationality, religion, socioeconomic status, education, marital status, language, age, gender, sexual orientation, mental or physical ability, and learning styles. A diverse group, community, or organization is one in which a variety of social and cultural characteristics exist.

• Inclusion: the act of creating environments in which any individual or group can be and feel welcomed, respected, supported, and valued to fully participate. An inclusive and welcoming climate embraces differences and offers respect in words and actions for all people.

Definitions - Continued

• Equity: the guarantee of fair treatment, access, opportunity, and advancement while at the same time striving to identify and eliminate barriers that have prevented the full participation of some groups. The principle of equity acknowledges that there are historically underserved and underrepresented populations and that fairness regarding these unbalanced conditions is needed to assist equality in the provision of effective opportunities to all groups.

• Environmental Equity: measures the disproportionate impacts that groups in society have faced, especially in the realm of environmental protection and access to nature, and the environmental goods that aren't equally shared.

Why is Diversity, Equity and Inclusion work important to Sierra Club?

SC Mission Statement

To explore, enjoy, and protect the wild places of the earth;

To practice and promote the responsible use of the earth's ecosystems and resources;

To educate and enlist humanity to protect and restore the quality of the natural and human environment; and to use all lawful means to carry out these objectives.

Evolving Efforts at Sierra Club1976 ICO (Inspiring Connections Outdoors) Program

1991 Sierra Student Coalition

1993 Environmental Justice Program

2002 First SC Dismantling Racism Training

2005 Military Family Outdoors

2006 Diversity Council established

Blue Green Alliance

2007 Diversity Statement adopted by BoD

2008 Diversity Plan adopted by BoD

2010 Diversity Priorities (Feb), Diversity Working Group (Apr)

Evolution of Diversity Infrastructure – Steering Committee & Support Team (Sep)

2011 Pilot Diversity & Inclusion Training launched (Jun)

Staff Diversity Team (Sep)

2012 Dismantling Racism Training (Oct)

Diversity Effectiveness Representative hired (Dec)

2013 Staff Department DEI Plans

BoD adopts revised Diversity Statement (May)

BoD adoption of Multicultural Organization Development, Stage V (May)

Expand Diversity & Inclusion Support Team (Jun)

Launch Calling for Inclusion (July)

DR Training for Trainers (Sep)

2014 Staff Department and Individual DEI Plans

BoD adoption of Jemez Principles

Diversity, Equity & Inclusion Assessment Results

Climate Movement Task Force- DEI & Justice Lens

Draft DEI Multi-Year Plan to BoD for feedback (Nov)

2015 BoD adopts DEI Multi-Year Plan (May)

Coordinated Efforts

Diversity Steering Committee

Diversity & Inclusion Support TeamStaff Diversity Team

Sr Staff and Volunteers Advise BoD and ED on

Resources Strategic Organizational Oversight

Staff Departmental Representatives Advises & Partners w/ Exec Team

on DEI goals

Staff and Volunteers Training and Coaching to

Build skills, knowledge, experience and community for DEI

Multicultural Organization Development Model(Jackson & Hardiman)

Stage V:The Redefining Organization

• In transition

• Moving beyond “nondiscriminatory,” “non-oppressive”

• Working to create environment that “values and capitalizes on diversity”

• Working to ensure full inclusion of multicultural workforce to enhance growth and success of organization

• Begins to question limitations of organizational culture: mission, policies, structures, operations, services, management practices, climate, etc.

• Actively works towards developing a multicultural organization

• Committed to redesigning and implementing policies and practices to redistribute power, and ensure the inclusion, participation, and empowerment of all members

Stage VI: The Multicultural Organization• Mission, values, operations, and services

reflect the contributions and interests

• of the wide diversity of cultural and social identity groups

• Leaders and members act on the organizational commitment to eradicate all forms of oppression within the organization

• Members across all identity groups are full participants in decision-making

• Actively works in larger communities (regional, national, global) to eliminate all forms of oppression and to create multicultural organizations

DEI ASSESSMENT TOPLINES

• Broad support for the organization becoming reflective of the communities in which we work

• Need more DEI support and resources• Satisfaction in work• A culture of exclusivity• A disconnect between spoken values and actual implementation on

the ground• Uneven experiences across various cohorts and categories within

the organization

Key Learnings from 2014

• Put focus more intentionally on race and anti-racism.• Need clear expectations around behavior and leadership tied to clear

accountability mechanisms.• Need to allocate time and resources to integrate DEI work into

everything we do.• Recognize decision makers are predominantly white males and find

ways to broaden who makes decisions.• Need systems to track and monitor.  Focus on goals over activities.

Communicate progress and barriers.• Resolve tensions between DEI values and funder driven metrics.

DEI Multi Year PlanGOALS

1. Organizational Culture and Inclusion

2. Ongoing Education, Learning, Training & Skills Development

3. Foundation of Justice and Equity

2018 Outcomes

1. Staff and volunteer leaders report increased confidence, in self and colleagues, to integrate and apply DEI and anti-oppression values to work.

2. Staff and volunteers report Sierra Club as a welcoming and respectful place to work and volunteer, and that values their contribution and talent.

3. Community partners report Sierra Club as a respectful and reciprocal partner for justice and a vibrant element of the movement for a more equitable and sustainable world.

4. External outcomes demonstrate broader commitment to justice and equity.

5. Demographics of staff, volunteer leaders, members and champions more closely reflect the communities we serve, particularly at the decision making, leadership level.

DEI Multi Year Plan: 2015 Priorities1. Define DEI competencies 2. Establish accountability mechanisms for volunteers

3. Reflect our commitment to justice and equity in our programmatic outcomes and partnerships.

4. Establish anti-harassment policy and build out support resources

5. Build a robust, strategic spectrum of educational and training activities, guided by DEI competencies

6. Hire a Senior DEI Staff Person7. Establish benchmarks and baseline data

DEI Multi Year Plan: 2015 Priorities1. Define DEI competencies 2. Establish accountability mechanisms for volunteers

3. Reflect our commitment to justice and equity in our programmatic outcomes and partnerships.

4. Establish anti-harassment policy and build out support resources

5. Build a robust, strategic spectrum of educational and training activities, guided by DEI competencies

6. Hire a Senior DEI Staff Person7. Establish benchmarks and baseline data

DEI Resources • Diversity, Equity & Inclusion Resource Page

(www.sierraclub.org/dei)

–Multi Year DEI Organizational Plan & Executive Summary

–Glossary

–FAQ, Readings, Videos

–Departmental Plans

–DEI Team Rosters

–Chapter Training Application and Volunteer Self Assessment

–Event Calendar

• Training–Calling For Inclusion Dialogues & DC DEI Dialogues

–HRD Training•Managing Inclusive Teams, Bias Mitigation

–Dismantling Racism

–DEI Training for Facilitators

SMALL GROUP ASSIGNMENT

In Small Groups, discuss and answer the following questions:

1. How is the Sierra Club’s commitment to DEI relevant to my work?

2. In thinking about the goal of reflecting the demographics of the communities in which we work, what groups make up the primary demographic?

3. What is one thing I will do when I return home to advance our diversity, equity, & inclusion.

NOTE: We will report out “headlines”/key insights or learnings from our small groups sessions.

Questions?