Listening and learning is the first step toward equity. The second step is implementing changes within our organization, the bike industry and the bicycling community at large.
We created line items in our annual budget dedicated to DEI work.
We completed Camber Outdoors’ workplace survey and are planning to implement recommendations based on the survey results.
We hired five staff using our revised hiring process and continue to refine the process by incorporating feedback from newly hired staff and recent job applicants. One of our latest improvements was using the Gender Decoder to identify and correct any biased language in our job postings. We completed a DEI audit using the Beloved Community self-assessment tool to understand the strengths and gaps in our work to operationalize equity internally.
In Q2, we plan to hire another consultant to support us in engaging staff, board members and stakeholders in a long-term plan to operationalize equity.
We finalized our 2021 Workplan with DEI goals and metrics for success incorporated throughout all programs and teams. We also drafted a DEI Action Plan, detailing our plans for DEI projects to remain accountable and track progress throughout the year.
We launched a Diversity, Equity and Inclusion Standing Committee made up of PeopleForBikes industry members. The committee will work to shape a concrete vision and goals for the group with a focus on:
Supporting companies to operationalize equity internally.
Amplifying voices previously marginalized or underrepresented in the bike industry.
Improving equitable development and access to the outdoors, bikes and bike networks.
We implemented a new signature format for our email messaging that includes gender pronouns.