Diversity, Equity and Inclusion Statement
At 211 Tampa Bay Cares (211TBC) a diverse, inclusive, and equitable workplace is one where all employees and volunteers, whatever their gender, race, ethnicity, national origin, age, sexual orientation or identity, education or disability, feels valued and respected. We are committed to an inclusive approach and provide equal opportunity for employment and advancement in all of our departments, programs, and worksites. We respect and value diverse life experiences and heritages and ensure that all voices are valued and heard.
We strive to model diversity and inclusion for the entire human services industry of the nonprofit sector, and to maintain an inclusive environment with equitable treatment for all. We strive to foster an inclusive workplace where our employees feel comfortable being their authentic selves.
To provide informed, authentic leadership for cultural equity, 211TBC strives to:
- See diversity, inclusion, and equity as connected to our mission and critical to ensure the well-being of our staff and the community we serve.
- Acknowledge and seek to resolve inequities within our policies, systems, programs, and services, and continually update and report organization progress.
- Advocate for and support board-level thinking about how systemic inequities impact our organization’s work, and how best to address that in a way that is consistent with our mission.
- Challenge assumptions about what it takes to be a strong leader at our organization.
- Practice and encourage transparent communication in all interactions because through our diversity of thought and multiple viewpoints we better represent our constituencies. We trust our relationships to say the unsaid.
- Lead with respect and appreciation. We expect our entire 211 TBC community to embrace this notion and to express it in all interactions and practices.
211 TBC abides by the following action items to help promote diversity and inclusion in our workplace:
- Commit time and resources to expand a more diverse workplace within our board, leadership, staff, committees, and other organizational bodies.
- Develop a system for being more intentional and conscious of bias during the hiring, promoting, or evaluating process. Train our hiring team on equitable practices.
- Include a salary range with all public job descriptions.
- Pursue cultural competency throughout our entire 211 TBC Community through professional development and other learning opportunities.
- Improve our cultural leadership pipeline by creating and supporting programs and policies that foster leadership that reflects the diversity of American society.
- Develop and present sessions on diversity, inclusion, and equity to provide information and resources internally, and to members, the community, and the human services industry.
- Conduct an engagement survey to measure our 211 TBC Community progress towards the visibility of our diversity, inclusion, and equity efforts.
- Explore potential underlying, unquestioned assumptions that interfere with inclusiveness
- Dismantle any inequities in our policies, systems, programs and services.
- Seek out partnerships with other organizations to pool resources and expand offerings for underrepresented constituents.
Approved by the 211 TBC Board of Directors on November 18, 2020.