Inclusion is not a matter of political correctness. It is the key to growth.
— Jesse Jackson
PYM is committed to a diverse, equitable, inclusive workplace where everyone has an opportunity to thrive. This Staff Diversity, Equity, and Inclusion (DEI) Strategy commits PYM to:
- improving equity & inclusivity systemically,
- enhancing inclusion and equity for everyone in the workplace,
- and strengthening accountability for sustaining a diverse workforce and an inclusive and anti-racist work culture.
In order to achieve the first of these goals: improving equity & inclusivity systemically, our staff leadership will proactively address internal systems that potentially inhibit inclusive diversity efforts and access throughout the employee life cycle; will explore our range of policies, programs, practices, and systems to improve and increase equity in those areas; and will develop and implement broad outreach strategies to attract talent from diverse sources.
In order to achieve the second of these goals: enhancing inclusion and equity for everyone in the workplace, the Director of HR & Inclusion, the staff DEI Team, and staff leadership will champion and enable staff participation in initiatives that work toward the betterment of PYM’s efforts in DEI and actively engage with staff to operationalize their recommendations and efforts. PYM Staff leadership will establish and enhance training and capacity-building opportunities for all staff, including managers and supervisors, on diversity fundamentals, bias, and principles of inclusion — all of which contribute to a respectful, safe, and inclusive work environment that enhances a forward leaning work culture.
The third goal of the strategy is to achieve strengthened accountability for promoting and sustaining a diverse workforce and an inclusive work culture. To achieve this goal, PYM will consistently apply DEI principles across program and management operations; staff leadership at PYM will be expected to show high levels of competency and support for DEI at PYM; performance management efforts at PYM will promote accountability to create and sustain a diverse and inclusive workplace at all staff levels; and, finally, PYM efforts to promote DEI will be informed by its Quaker values, workforce data, and principles of transparency.
These goals, and the actions that PYM is committed to taking to ensure progress on DEI, have been established in this strategy following a process that involved the Staff DEI Team, representing varying aspects of the organizational structure, having consultations with the Swell Collective to develop a pathway towards a DEI strategy that can permeate teams without being overly prescriptive. The establishment of this strategy does not end this process, but, rather, ensures that the process will continue, that concrete actions will be taken, and that there will be accountability for the achievement of the goals.