Guiding Principles

 

At Women in Identity, we strive for a diverse, inclusive, and equitable workplace where all volunteers and members feel valued and respected, regardless of gender, race, ethnicity, national origin, age, sexual orientation or identity, education or (dis)ability, .experiences and heritages and will ensure that all voices are valued and heard equally. 

We aim to create a model for diversity and inclusion that the identity industry can adopt. 

To provide informed, authentic leadership for cultural equality, Women in Identity strives to: 

  • See diversity, inclusion and equality as critical to the well-being of our staff and the identity communities we serve. 
  • Acknowledge and dismantle any inequalities within our policies, systems, programs and services and continually update and report our progress. 
  • Explore potential underlying, unquestioned assumptions that interfere with inclusiveness. 
  • Advocate for and support board-level thinking about how systemic inequalities impact our organisation, and how best to address that in a way that is consistent with our mission.
  • Help to challenge assumptions about what it takes to be a strong leader and champion diversity of leadership at all levels of our organisation  
  • Practise and encourage transparent communication in all interactions.
  • Lead with respect and tolerance. We expect all members to embrace this notion and to express it in organisation interactions and through everyday practices.

 

Women in Identity commits to promoting diversity and inclusion in our workplaces: 

  • Pursue cultural competency throughout our organisation by creating substantive learning opportunities and formal, transparent policies.
  • Generate and aggregate quantitative and qualitative research related to equity
    to make incremental, measurable progress toward the visibility of our diversity, inclusion, and equity efforts. Once the content is curated it will be added to our website so others can access.
  • Generate and aggregate quantitative and qualitative research related to equity
    to make incremental, measurable progress toward the visibility of our diversity, inclusion, and equity efforts. Once the content is curated it will be added to our website so others can access.
  • Improve our cultural leadership pipeline by creating and supporting programs and policies that foster leadership that reflects the diversity of communities that the identity industry serves. 
  • Pool resources and expand offerings for underrepresented constituents by connecting with other identity organisations committed to diversity and inclusion efforts.
  • Develop and present sessions on diversity, inclusion, and equality to provide information and resources internally, and to members, the community, and the identity industry. 
  • Develop a system for being more intentional and conscious of bias during the hiring, promoting, or evaluating process. 
  • Include a salary range with all public job descriptions. 
  • Advocate for public and private-sector policy that promotes diversity, inclusion, and equity. Challenge systems and policies that create inequity, oppression and disparity.