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NAAEE & Affiliate advocacy for land back movements

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Document and publicize

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Shared vocabulary learning

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Provide models for Affiliates to follow and learn from.

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Affiliate Network Equity & Inclusion One Pager

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Affiliate Network Equity & Inclusion One Pager

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This document was created by the Affiliate Network Equity & Inclusion Work Group as the "Why" we engage in JEDIA work at the network level. Please provide feedback on this via comments directly in the doc.

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 Draft: NAAEE Affiliate Network Equity and Inclusion One Pager- Feedback Copy

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Put together guidance on the importance of collecting this information for affiliates and also the larger network of ee providers (SEEA is planning to do this but would be good to do nationally as well)

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I'm thinking it would be very helpful to have funding similar to ee360 that is available for all affiliates, meets each affiliate where they are, moves everyone along, etc.

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Provide guidance around the importance of competitive pay for the field to draw and retain talent (SEEA is just starting a working group on this)

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Providing examples and replicable training materials for Affiliates

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Creating Access to Training (JEDI Course)

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Creating Access to Training (JEDI Course)

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Recognizing that affiliate leadership and members are often volunteers so the timing of meetings and events may need to vary for max participation

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Bank of demographic questions that affiliates can ask members, boards, etc.

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Commitment to Participate in Training from Affiliates

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Commitment to Participate in Training from Affiliates

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National landscape analysis that gathers baseline data that we can build from to understand the demographics of the field and its leadership and where we need to focus our efforts.

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In reference to above pay equity, NYSOEA (NY Affiliate) has submitted a session on this for the Affiliate Strand.

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Regular Trainings in Equity and Inclusion

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Regular Trainings in Equity and Inclusion

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JEDI Microcredentials- Staff and Board, Affiliate Leaders participate in

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JEDI Microcredentials- Staff and Board, Affiliate Leaders participate in

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Affiliate leadership changes often, so training/resources need to be constantly available and updated-- with commitment from affiliates to participate

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Getting and Why and What Statements into a form where folks can use them

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Getting and Why and What Statements into a form where folks can use them

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+ Case Studies

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Can this be a more wider HR Category? what would be How's for the network vs. individual Affiliates (but tools could show up in the upcoming toolkit)

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How do we get better about communicating about the network with new board members, staff members, etc.

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Set of best practices with a JEDIA lense, how can we recruit and retain board members.

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Highlighting what is already in place, contuining to use eePRO

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Peer, group, etc.

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How do we, as the network grows, continue to build relationships mindful of peoples personality styles and needs.

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Creating a policy or document for responding to conflicts as they emerge. (ME may have an example to look to.)

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Encouraging more attention to Traditional Ecological Knowledge, or other cultural traditions within our work.

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-Study Groups, Film Screenings

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Could be a tool for accountability, tracking progress, and transparency. Example: https://www.k-state.edu/diversity-inclusion/initiatives/action-plan/

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Through the Action Plan for a More Inclusive K-State, the university focuses on 11 distinct action steps to address racial and social injustice issues at our university. Track progress on the plan by clicking on an action item below.

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Action Plan for a More Inclusive K-State

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Through the Action Plan for a More Inclusive K-State, the university focuses on 11 distinct action steps to address racial and social injustice issues at our university. Track progress on the plan by clicking on an action item below.

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Being clear, transparent and equitable as the Affiliate Fund is development/ implemented.

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Shifting leadership models aways from "traditional" models.

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Being more intentional with speakers, introductions, and being attentive to representation of who is on groups, planning teams, advisories etc.

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Casting a wider net / case for different talents on affiliate boards

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https://diversegreen.org/research/tracking-diversity-the-green-2-0-guide-to-best-practices-in-demographic-data-collection/

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If an organization is to improve its demographic data collection processes, an understanding of current best practices is essential. Therefore, Green 2.0 surveyed a sample of 21 environmental non governmental organizations (NGOs) and foundations in May and June of 2021 to get a snapshot of current practices in the field regarding the purpose, timing, and mechanics of demographic data collection.

The variables most often included in demographic data collection were race, ethnicity, and gender. Reasons mentioned for collection of these variables included commitment to diversity, equity, and inclusion (DEI) work, accountability, and representation of the regions and populations served. Meanwhile, while challenges for collecting these data included not wanting to burden people and needing support to collect data.

Other variable options included disability/ability status, LGBTQ+ identity, geographic location, socioeconomic status, and primary language, in addition to age and veteran status.

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Tracking Diversity: The Green 2.0 Guide to Best Practices in Demographic Data Collection - Green 2.0

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This guide is designed to support the demographic data collection efforts of foundations and nonprofit organizations and fill the gap in the field of demographic data collection in the environmental sector. It provides insights into the importance of demographic data collection, whether for staff, board members, or grantees.

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When appropriate, include 'dissenting opinions' or alternatives that were not selected and why