How does each team make JEDIB actionable in their work?

What are ways of socialising these values and building the capacities of all staff?

What are key priorities/ non negotiable's/ community agreements for us to ensure diversity?

Justice is the work of fully recognizing each other's humanity, treating everyone equally and dismantling systems of power that oppress and marganalize and reimagining and building new systems that liberate, and allow each person to exist to their full potential and achieve health, safety, equity, dignity and sustainability. _{(Equality fund)}

How can all our voices be a part of this discussion.

Practical steps

How can we reward people practicing these muscles

Making these more public.

History of women win we have been diverse.

Multiple diversities : Hiring non dutch people, We each have our own journey’s,

Organization has developed over time on what decolonizing mean

Diversity in geography

To try to think through what does it mean to bring diverse candidates into a culture that is fast moving.

What does language justice look like. It’s a journey.

What does that culture look like if we are diverse organization so we all feel belonging.

Inclusion checklist : Are we the perfect organization ?

We can still be toxic.

We need to change this framing.

And look at JEDIB as work place practices and in our work

How do we test for in hiring practices

How do we shift our work culture to include diverse candidates

How do we invest in managers to practice these leadership principles

Continually analyzing and reflecting on how we are integrating this so that people are feeling seen, heard and value.

Leadership principles and how they look in practice internally and externally. They can be a framing we can continue to build on embed in all areas.

Equity : I like reflecting on that word. Being equitable than equal. This has profound reaction with everything. How people feel? How we interact? How do we do better in that area?

The growing pains have created more standardized policies we have grown we have become less equitable.

Manager treating everyone equally and the person who is closer to the culture of the manager feels equal and the other person feels not equal.

Salary scale for contractors in equal way not equity way

We need to focus on in investing in managers to practice these leadership principles. Building trust.  We need to understand what are issues people facing and how are supporting that. We have incredible processes but how do use these processes.

Remote teams struggle with giving feedback and building trust. How do we do that ? Tangible ways in how to build this within teams.

Continually analyzing and reflecting on how we are integrating JEDIB strategies so that people are feeling seen, heard and value.

Pay more attention to building muscles in our leadership principles, and how we can embed in all areas, both externally and internally.

Equity: Reflecting on that word. Where do we want to pay attention?

Strengthening Conflict Resolution and Inter Personal communication skills for Leadership: Managers treating everyone equally, and having the experience of recognizing where people are at and the different approaches that are required to meet different realities.

Strengthen communication that builds trust:  We need to understand what are the issues people facing and how are we responding to that. We have incredible processes to do this work.

Updating the Concept Note

Expanding questions in the Staff Survey to do a temperature check on JEDIB

Defining JEDIB internally and externally.

Ensuring a shared understanding of JEDIB in the organization

How do we bring other people in.

Create a list and space to see what are currently doing that is working.