No! We strive to make better things and make things better for everyone. We do this by using an intersectional analysis in all of our work, and we account for the full range of identities that people may have.
Staying true to our ethos is very important to us. Therefore, we only work with organizations that we believe have identified some of their gaps, are open and creative, have trust in us, and are committed to change.
No! DEI impacts every aspect of an organization. This, of course, means it involves HR and People Leaders’ work and expands to areas such as inclusive product design, for example.
This is a great start! Are the people on your committee being compensated for their time and labour? People must be compensated for DEI efforts as the quickest way to create more inequity is by asking people to do unpaid labour.
It’s great to have a fully-funded team of people leading these efforts! With that said, we find that when someone’s not directly on an organization’s payroll, they can be more direct and honest. Too often, the most seasoned DEI practitioners are not as empowered as they should be in their role and can find themselves staying silent on challenging issues because they fear retribution.