Diversity, Equity, and Inclusion Philosophy
Purpose
This Diversity, Equity, and Inclusion statement isn't just about our belief system; it outlines how we integrate DE&I into our everyday operations, decision-making, actions, and culture. It sets clear expectations for how Hypha functions collectively.
Definitions
Diversity: Diversity is the presence and representation of a wide range of identities, backgrounds, lived experiences, and perspectives within our team at Hypha. Recognizing diversity means valuing the individual and collective differences at Hypha as essential to building a strong community that drives creativity, innovation, and better decision-making.
Equity: Equity means "levelling the playing field," through ensuring fair access to resources and opportunities, recognizing different starting points, providing tailored support, and removing systemic barriers so everyone can thrive.
Inclusion: Inclusion means designing and maintaining an environment where everyone feels respected, valued, and able to contribute fully. It fosters a sense of belonging, ensures equitable access to success, and actively seeks diverse perspectives so all members can be their true selves and do their best work at Hypha.
Commitments in Practice
At Hypha, we're committed to building and maintaining a working environment where folks of all backgrounds, identities, and lived experiences are respected and supported. This looks like:
- Hiring & Onboarding: Inclusive and accommodating recruitment practices, clear expectations, and accessible onboarding.
- Compensation & Advancement: Pay equity, transparent and member-led decision-making, and the fair distribution of opportunities and recognition.
- Day-to-Day Work: Respectful communication, accessible meetings and documents, and inclusive decision-making processes.
- Policy Development: All new and updated policies are drafted and reviewed through a DEI lens before implementation. This means using intentional, inclusive language and considering and mitigating how any policy directly or indirectly negatively impacts a particular individual or group.
- Conflict & Accountability: Clear processes for transforming conflict and responding to interpersonal incidents, including breaches to our Respect in the Workplace policy.
- External Representation: Ensuring our external communications, partnerships, and public-facing work align with DEI values.
Responsibilities
All Members: We should all strive to practice inclusion in our daily interactions, decision-making, and representation of the co-op.
Operations Working Group: The OWG should ensure that policies, hiring practices, and internal processes reflect our DEI commitments.
Board: The board should champion this work, provide resource allocation, and ensure accountability.