Addressing Unconscious Bias in Hiring
This resource is meant to address the individual unconscious biases that inform the hiring systems we create and the candidate selection process. Remaining unaware of these biases and their impact on our decision-making can contribute to the lack of representation of individuals from marginalized communities in the workplace.
DEI Data Analysis: Green 2.0 Data Discussion
Organizations across the environmental sector and other industries have been implementing DEI strategies or have recently begun their DEI journeys to increase diversity and inclusion in the workplace and incorporate it into their mission and vision. There have been many studies that uncovered why so many organizations believe diversity and inclusion efforts are valuable and worth investing in for their long-term strategy. However, there is much less research on how the strategies are being implemented and how effective they are.This resource is a 3-part series of guided workshops to analyze research and data collected by Green. 2.0 to consider the effectiveness of DEI strategies at environmental NGOs and Foundations. It can be facilitated by a DEI leader for an organization or for the board as a part of the continued learning. DEI Committees could also incorporate it into their work to assess their DEI strategy and find opportunities to increase impact.
Indigenous Lands Activity
This activity invites you to have a team discussion about the history of the lands you inhabit, the historical and present day contributions of the Indigenous peoples’ in those territories, […]
Preparing for Courageous Conversations & Personal Influence Activity
Issues of race, gender, ethnicity, and identity are personal, sensitive, and can be emotionally challenging to address, no matter how our individual experiences impact our world views, how we relate […]
SOAR Strategy Screen for Diversity, Equity, and Inclusion Planning
A strategy screen is a list of criteria against which you can test various strategic options, particularly when navigating crises, opportunities, growth, or change. Strategy screens help you apply your values and can provide clear rationale so that all staff members feel better equipped to either make or support decisions that align with your organization’s principles, mission, identity, and goals. A strategy screen can be particularly useful to clarify your DEI priorities and scope in a large field of possible activities.
White Supremacy Culture & Professionalism
This offering is meant to identify behaviors and mindsets that have developed from white supremacist culture that many of us exhibit regardless of our different identities, because we all exist in this culture together and are impacted by it. However, the impact disproportionately affects Black, Indigenous, and people of color (BIPOC) in a harmful way that often has long-term consequences both personally and professionally. Regardless of where you or your organization are in your DEI journey, assessing the impact of white supremacy culture at your organization will help support a more equitable and inclusive organization inside and out.
Change Team Core Processes and Tools: Set-Up and Management Checklist
Change teams designed to increase diversity, equity, and inclusion (DEI) require thoughtful planning and communication throughout the active lifecycle of the team: Launch, Management, Evaluation, and Relaunch. Change teams, like any other team, require management tools, skills, and processes to be successful. Use the following checklists to create the change team charter and core management tools and processes.
Change Team DEI Development Plan Template
A written plan of action is essential for individuals or teams working to increase diversity, equity and inclusion (DEI). DEI team workplans or development plans bring clarity to expectations, enrich feedback and review processes, and help align each team member’s tasks with the DEI team goals. Once your goals are written, create a work plan using this sample DEI Development plan template to track activity and report on progress.
Connecting to your D.E.I “Why”
Everyone has a unique connection to environmental work. Awareness of your story and motivation to pursue D.E.I. can be grounding and uplifting when you are faced with difficult decisions, face barriers in your path, or need to be inspired by yourself! The following writing exercise helps you identify how you came to value the pursuit of D.E.I. in the environmental field, what keeps you motivated, and what you need to stay resilient when challenges inevitably arise.
COVID-19 Resources for Canadian ENGOs
The Sustainability Network has compiled some of the best resources specifically for nonprofits and in some cases specifically for ENGOs. They have not taken a line by line review of […]
Creating a Feedback-Rich Culture
Feedback isn’t about “once-and-done.” An effective organization strives to create a feedback-rich culture which takes both organizational systems and leadership behaviors that are applied consistently over time. Systems support and sustain behaviors. Behaviors bring systems to life. Use this list to see where your organizations thrive and identify where you might need to focus on improving.
Decision Making for Equity and Inclusion
Decision-making practices reflect an organization’s equity and inclusion values. They also reveal how authoritative a.k.a. commanding power is distributed throughout an organization. Use this decision-making mode graphic to investigate how […]
Guide to Meeting Facilitation & Participation
TREC encourages groups to self-facilitate meetings because we believe it is an opportunity for everyone to step into leadership and strengthen their team. It is an opportunity to exercise, hone, and grow leadership skills learned through TREC trainings and other life experiences.
Use this guide to meeting facilitation and participation to have more impactful self-facilitated meetings at your organization.
Informe y Modelo de Salud Organizacional
¿Cómo es una organización saludable ? ¿Cuáles son los indicadores más importantes de la saludable organizacional en cada uno de los tres focos principales de su organización – programa, gente […]
Organizational Health Review Assessment & Model
What does a heathy organization look like? What are the most important indicators of organizational health in each of the three main foci of your organization – program, people, and […]
POPP: Strategic Planning Tool for Meetings
POPP is a simple tool that helps focus and clarify the essential elements of a meeting: the purpose, the desired outcome, the people involved, and the process that will be used.