Diversity, Equity, Inclusion, and Anti-Racism (DEIA) Policy

Purpose

Given our mission and the clear connection between DEIA and talent/leadership Development;we believe that diversity, equity, inclusion, and anti-racism is at the core of our work. By investing in our institutional knowledge of diversity, equity, inclusion, and anti-racism principles and practices, and including them into the broader framework of YNPN.GR, this will contribute to a strong foundation that will set our organization up for future success. We believe that embracing DEIA as organizational values is a way to intentionally make space for positive outcomes to flourish.

DEIA Committee Member Responsibilities

DEIA is the responsibility of all DEIA committee members of YNPN.GR and is charged with initiating, implementing, disseminating, reviewing and encouraging continuous growth as practitioners within the organization and community. The DEIA committee will review the following: committee description, policy and all other DEIA specific documents yearly for accurate and current information.

Board Member Responsibilities

DEIA is the responsibility of all board members of YNPN.GR. Board members are expected to review and familiarize themselves with this policy and act in accordance with its objectives.

Committee Responsibilities

DEIA is the responsibility of all committees of YNPN.GR to encourage and foster DEIA practices within the committee. Materials produced will reflect inclusive language and target diverse and inclusive populations. Committees will defer to the DEIA committee for review, if needed.

Member Responsibilities

DEIA is the responsibility of all members of YNPN.GR. Members are expected to represent the organization in a manner that reflects this and all other policies of this organization.

Sustainability

Policies: Annually the Board will review By-Laws and policies for updates needed regarding DEIA language and intent.

Surveys: The DEIA committee provides surveys and data on an annual basis. These surveys include the Climate Survey and Demographics Survey. The data from these surveys are presented to the Board and available in the annual report annually.

Development / Training: The DEIA committee in conjunction with the board will create opportunities for training, whether internal or external. External training will be provided to board members and members from the community whenever available.
Recruitment: Candidates for Board positions will be provided a question on the application relating to DEIA and will be required to answer it.

Onboarding: The onboarding Ad-Hoc committee will provide a basic overview of DEIA including goals, concepts and resources.

Community/Vendor/Fundor Engagement: Board members will utilize tools to encourage diversity within the pool of candidates.

Disciplinary Action

Review Conflict Resolution Policy