Culture of Accountability to Build an Anti-Racist Organization The Organization recognizes that Black, Indigenous, Asian American and Pacific Islander, Latinx and other people of color and others with socially marginalized identities sometimes have or have had negative experiences while in the environmental movement and at the Organization, due to the impacts of interpersonal and systemic racism, injustice, anti-Blackness and White supremacy that have shaped and continue to be present within the environmental movement. The establishment and daily practice of an inclusive workplace culture must be rooted in trust, credibility, and understanding. It is necessary for all staff to practice inclusive behaviors and hold themselves and others accountable in performance reviews, project assessments, surveys, one-on-one conversations, and other forms of feedback. Senior leadership led by the executive team, in particular, must model these inclusive behaviors. Additionally, the Organization commits to sharing its racial justice and equity progress and ongoing challenges to facilitate learning and accountability for its work. The Organization will produce and publicly release annual reports on its racial justice and equity work highlighting successes, challenges, and lessons learned. To that end, the Racial Justice and Equity Review Board (“Review Board”) will continue to convene at least four (4) times a year to create and sustain an inclusive, transparent, and participatory process to assess the Organization’s racial justice and equity work and hold it accountable for moving this work forward. The Review Board is co-chaired by the Chief Officer for Racial Justice and Equity and a unit representative and consists of ten (10) staff members of which 50% identify as Black, Indigenous, Latinx, Asian American, Pacific Islander, and other people of color, and of which 50% will be bargaining unit members who will be appointed by the Guild, and 50% will be from the Organization’s management and appointed by the President. The Organization will work to provide the Review Board with requested information within 30 days (unless an extension is agreed upon by both parties) to assist in its function. The Organization will provide a written explanation when it is not able to provide requested information. The Organization will ensure that two (2) representatives of the Review Board (including at least one (1) representative appointed by the Guild) attend a meeting of the executive team once a quarter if desired b...
