Diversity, Equity and Inclusion
Sierra Club History, Context and
Current Initiatives
2015
Agenda
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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 Club
1976
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
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)
Blue Green Alliance
Expand Diversity & Inclusion Support
Team (Jun)
2007
Diversity Statement adopted by BoD
2008
Diversity Plan adopted by BoD
Launch Calling for Inclusion (July)
2010
(Apr)
Diversity Priorities (Feb), Diversity Working Group
DR Training for Trainers (Sep)
Steering
2011
2014
Staff Department and Individual DEI Plans
Evolution of Diversity Infrastructure –
Committee & Support Team (Sep)
Pilot Diversity & Inclusion Training launched (Jun)
BoD adoption of Jemez Principles
Diversity, Equity & Inclusion Assessment
Results
Staff Diversity Team (Sep)
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
Sr Staff and Volunteers
Advise BoD and ED on
Resources Strategic Organizational Oversight
Staff Diversity Team
Staff Departmental Representatives
Advises & Partners w/ Exec Team
on DEI goals
Diversity & Inclusion
Support Team
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
Stage VI:
The Multicultural Organization
• Moving beyond “nondiscriminatory,” “non-oppressive”
• Mission, values, operations, and services
reflect the contributions and interests
• Working to create environment that “values and
capitalizes on diversity”
• of the wide diversity of cultural and social
identity groups
• Working to ensure full inclusion of multicultural
workforce to enhance growth and success of
organization
• Leaders and members act on the
organizational commitment to eradicate all
forms of oppression within the organization
• Begins to question limitations of organizational
culture: mission, policies, structures, operations,
services, management practices, climate, etc.
• Members across all identity groups are full
participants in decision-making
• 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
• 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 Plan
GOALS
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 antioppression 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 Priorities
1. 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 Person
7. Establish benchmarks and baseline
data
DEI Multi Year Plan: 2015 Priorities
1. 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 Person
7. 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?