Our staff and board have made the following commitments:
While we set organization-wide JEDI goals annually, each department at IslandWood also works on department specific JEDI priorities as well. The way that JEDI is integrated into each department’s work is different and tailored to their function within the organization. To learn more about our departmental JEDI work and what it looks like, please read more below.
Below are our three primary JEDI goals for fiscal year 2021 (July 2020 – June 2021). Each quarter, we’ll identify the deliverables and work that are needed in our continued progress toward these goals. We’ll also share our progress and setbacks as we work toward these goals each quarter.
Develop and launch a staff JEDI training program.
Ensure those we serve are stakeholders in the assessment of our JEDI work.
Ensure JEDI culture is supported consistently across the organization.
Click here for more information on each of these goals.
Our plan for fiscal year 2019 (July 2018 – June 2019) included the following five organizational goals for advancing JEDI. Below are the goals and also our progress toward completing them.
Being able to articulate why equity work is a strategic imperative for achieving our mission is a critical next step for us. This effort is underway and should be ready to share publicly in the Spring 2019.
Update on goal: We cannot have thriving, sustainable communities or a thriving, sustainable planet without equity embedded in our communities. This goal led to our commitment to building a race equity culture at IslandWood.
Recognizing the abundance of resources already in existence to support organizations like ours, our Justice, Equity, Diversity, and Inclusion (JEDI) Council recommended Awake to Woke to Work for adoption. This toolkit is designed to help nonprofits build a race equity culture. Our Leadership Team will now undertake the work of adapting the toolkit to IslandWood.
Update on goal: We adopted the Awake to Woke to Work toolkit and our departments are in various stages of implementing or adapting the toolkit to their particular work. This work strongly influenced our fiscal 2020 priorities.
Since 2015, all teams at IslandWood have completed annual Cultural Capacity Professional Growth Plans. While this process has led to growth, it has largely been completed in isolation from operational goal setting. By integrating equity goals with operational goals, we will build in greater accountability.
Update on goal: Our Human Resources team created a new performance assessment tool that prompts conversation and leads to setting individual JEDI goals for all staff members. It will be rolled out in fiscal year 2020.
We’ve noticed that the teams that are effectively reducing bias and advancing equitable practices are led by directors and senior leaders who are prioritizing this work for themselves and their teams. We want to ensure our leadership team has a shared understanding and commitment to equity work, and that they are on personal journeys to examine their biases, assumptions, and role in systems of inequity and oppression.
Update on goal: We held two half-day equity trainings led by Fleur Larson Facilitation for staff on our leadership team and all staff in managerial or supervisory roles.
Like many nonprofits who are trying to get a lot done with limited resources, our hiring practices are largely decentralized. Because of this, it’s possible that equity is a focus for one position, while not for another. This year we will establish norms that will include changes to the recruitment, interview, selection, and onboarding processes to ensure equity is operationalized throughout and across all teams.
Update on goal: Our HR team established norms and made a significant amount of changes in our processes, including centralizing the hiring process; prioritizing POC candidates specifically for opportunities where non-POC staff are dominant; offering IslandWood application form as an option for applicants who do not have a formal resume; all applicants are asked to respond to a general JEDI question and do not advance to interview phase if their response does not indicate a commitment to social justice equity, diversity and inclusion; salary range and work schedule are clearly stated on all job postings; job descriptions focus on what is required for position, without excessive experience and education requirements; investment in advertising to expand job listings to reach a larger POC applicant pool; reducing number of staff at interviews; when practical including the HR Director in interviews as a voice of IslandWood, for objective observation and interview feedback; and providing open enrollment benefits packages in Spanish.
IslandWood does not discriminate on the basis of race, color, religion, sexual orientation, gender identity or expression, national origin, age, disability, pregnancy, genetic information, marital status, amnesty, or status as a covered veteran. We are committed to providing an inclusive and welcoming environment for all guests, students, members of staff, clients, volunteers, and vendors.
IslandWood acknowledges that we live and work on the ancestral land of the Coast Salish people, who have been stewards of this region's land and waters since time immemorial, and who continue to protect these lands and waters for future generations, as promised by the Point Elliott Treaty of 1855, the Treaty of Point No Point of 1855, and the Treaty of Medicine Creek of 1854.
While the majority of our work takes place on Suquamish (suq̀ʷabš) and Duwamish (dxʷdɐwʔabʃ) land, we also conduct programs on the land of the Snohomish (sduhúbʃ), Puyallup (spuyaləpabš), Muckleshoot (buklshuhls), Skokomish (sqoqc’bes), and S’Klallam (nəxʷsƛ̕ay̕əm) peoples.
4450 Blakely Ave. NE, Bainbridge Island, WA 98110 206.855.4300
IslandWood is a registered 501c3 charitable organization.
A Special Thanks to our corporate sponsor