TREC strives to demonstrate diversity, equity, and inclusion principles in all our work. This is reflected in the way the TREC consultants design services, communicate, and behave.
TREC Consultants will seek to demonstrate power awareness, ensure equitable participation, disrupt bias, and be responsive to meaningful feedback throughout all engagement.
Our Guiding Principles
TREC’s staff and board acknowledge the history of injustice and oppression upon which our lands and governing structures are built. We also recognize that these harmful systems and practices are still alive and present in our everyday lives and the environmental movement.
We acknowledge that, as beneficiaries from the settling of land, we have a responsibility to steward our power and privilege in a way that not only recognizes harm, but practices accountability that is defined, designed, and determined by the groups and communities most impacted. We are a work in progress on all fronts: we bring humility, a commitment to continue to evolve, to learn from our mistakes and challenges, and to lean toward the generative conflict that grows and sustains relationships across difference.
Our principles drive and inform our approach to our core service strategies, as well as the way we approach partnering and collaborating across difference.
Our Beliefs in Action
Our commitments and practices look like:
- Honoring ancestral knowing, complexity of identities, and lived experience as valid, reliable, and critical data
- Amplifying Indigenous constituencies’ unique rights, needs, and expertise, disrupting bias, mitigating and expressing power sensitivity
- Challenging the fundamental myths, misunderstandings, and value systems that perpetuate racism, bias, and other forms of discrimination
- Normalizing the naming and claiming of individual and group affinities and identities, and their impacts on the experiences and well-being of leaders, organizations, and the communities that they serve
- Listening when impacted individuals or groups recognize and share experiences of harm, injustice, or marginalization; working to mitigate and end harm
- Moving at the speed of trust (From adrienne maree brown’s Emergent Strategy) by centering the importance of being in right relationship with ourselves, our client partners, and our world
- Integrating competencies and development around working across difference in our in staff annual work plans and performance reviews
Our team delivers consulting services and support to leaders and organizations seeking guidance in establishing, building, and implementing strategies for building more inclusive and equitable workplaces. However, we want to explicitly state that we see practices that support working across difference as integral to ALL of our consulting and capacity building work.