Inclusion: Consulting
We believe that protecting our planet requires all of us: our diverse backgrounds, perspectives, and aspirations. However, the environmental field is currently too small, too narrow, and too inequitable. There is perhaps more equity within grassroots work, but with increasing power and funding comes increasing inequity, decreasing diversity, and workplace cultures that do not foster inclusion.
How can we change that? We believe that change cannot arise through isolated trainings and workshops. Sharing stories is important. Creating common language is important. But so, too, is embedding change within organizations. Our consulting work starts with understanding the needs of individuals and organizations. We create context-based recommendations for organizations and initiatives within the environmental field.
We focus on inclusion, but our goals include increasing diversity and equity. This is how we define these related terms in the context of the workplace:
Diversity - The presence of difference within a group. Diversity can not refer to an individual, though we each contain multiple identities within us. Diversity is particularly relevant to recruitment, leadership, and boards.
Equity - The equitable treatment of all members of a group. Equity includes removing barriers to equal opportunity. It concerns justice. Equity is relevant to expanding the pool or pipeline of candidates, compensation, and growth.
Inclusion - Ensuring that all individuals feel welcome and feel a sense of belonging. Inclusion has to do with culture, retention, norms, and values. It also has to do with the stories we tell: external and internal communication.
Justice - Fairness and decency. Within the workplace, justice refers to policies and procedures that guarantee fairness. Thinking about justice is also useful in considering the interface between social justice and the goals of an organization.
How can we change that? We believe that change cannot arise through isolated trainings and workshops. Sharing stories is important. Creating common language is important. But so, too, is embedding change within organizations. Our consulting work starts with understanding the needs of individuals and organizations. We create context-based recommendations for organizations and initiatives within the environmental field.
We focus on inclusion, but our goals include increasing diversity and equity. This is how we define these related terms in the context of the workplace:
Diversity - The presence of difference within a group. Diversity can not refer to an individual, though we each contain multiple identities within us. Diversity is particularly relevant to recruitment, leadership, and boards.
Equity - The equitable treatment of all members of a group. Equity includes removing barriers to equal opportunity. It concerns justice. Equity is relevant to expanding the pool or pipeline of candidates, compensation, and growth.
Inclusion - Ensuring that all individuals feel welcome and feel a sense of belonging. Inclusion has to do with culture, retention, norms, and values. It also has to do with the stories we tell: external and internal communication.
Justice - Fairness and decency. Within the workplace, justice refers to policies and procedures that guarantee fairness. Thinking about justice is also useful in considering the interface between social justice and the goals of an organization.