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Inclusive Behaviors

We believe there are four sources of inclusiveness at every organization, and we work to align our organization to these principles.

1. Organizational level: Practices and activities that contribute to, or detract from, an inclusive organization.

  • The organization’s formal communications (mission statement, strategy, annual reports, etc.) reflect a commitment to diversity, equity and inclusion.
  • DEIA are part of the core values of senior leadership, are treated as priorities, and are given enough resources.
  • There are transparent and equitable processes around interviews, hiring, promotions, salaries, training approvals, and evaluations. Additionally, there are systems in place to regularly re-examine and remove any potential bias in these processes.
  • There are clearly-communicated ways to support individual employees, including mentorship, development plans, and advancement opportunities.
  • There is accountability and action when issues arise.

2. Management: The support you receive from your managers - this includes program managers, leads, and/or supervisors.

  • Your manager is reliable, ethical, and transparent.
  • Your manager includes you in discussions, and you feel like an invaluable member of the team.
  • Your manager models the importance of creating strong, supportive teams and regularly meets with every person 1-on-1.
  • Your manager acknowledges the power dynamics that are created with managerial titles and does their best to make interactions more fair and balanced.
  • Your manager creates an environment that feels safe for you to bring your whole self to work and upholds strong expectations that everyone else does the same.
  • Your manager serves as an advocate and supports you in your professional growth.
  • Your manager has challenging conversations when needed and approaches them with respect and empathy.
  • Your manager is open to feedback.
  • Your manager demonstrates that they care about diversity, equity, inclusion, and accessibility through words and actions.

3. Work-group level: Day-to-day interpersonal relationships and the team climate.

  • Your coworkers treat you as an insider to decision-making, respect your opinions, value you, and emphasize that you belong on the team.
  • Your uniqueness is celebrated, and you do not feel the need to assimilate in order to fit in.
  • You are treated as a valued participant to interpersonal and group learning.
  • All roles and skill sets are valued, including “non-technical” ones.
  • Space is intentionally made so that all voices are heard.
  • Different ways of working and differing viewpoints are treated with respect.

4. Individual level: The contributions you make that affect inclusion and awareness of diversity.

  • You share decision making and power with your colleagues.
  • You take the time to build relationships with colleagues on a personal level.
  • You are mindful of your actions and words and take responsibility for the impact they have on others.
  • You put in the work to educate yourself around subjects you are unfamiliar with before asking someone to educate you.
  • You acknowledge your privilege and balance listening and supporting colleagues.
  • You are an ally and use your voice to advocate for those who are overlooked or interrupted.
  • You practice empathy and approach situations with curiosity rather than defensiveness — you try to understand where someone else is coming from.
  • You recognize that it’s ok to disagree with others, and you practice respectful discourse.
  • You treat yourself with kindness. Mistakes happen; you apologize and grow from them.
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