<aside> đź’ˇ The goal of our DEI charter is to solidify the foundation of our DEI strategy, so that we can successfully scale our DEI work with a clear set of definitions, goals, and vision for the future. This document will be reviewed annually and will continue to evolve to account for new priorities.
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When we talk about DEI at The Org, we refer to the work we do that focuses on supporting diverse talent, building an inclusive environment, and maintaining equitable processes and outcomes. ****The aim of DEI is to make everyone feel they belong at The Org, no matter their unique personality, needs, and identity.
Our DEI mission and vision tie directly to our company mission, reflecting the intrinsic and important connection between DEI and our overall business.
We focus on DEI not merely because it’s a mechanism for happier, more productive teams, but because we believe we have an obligation to work against structural discrimination. This obligation manifests itself in myriad ways - hiring and promotion policies, community outreach, product decisions, and in our company culture - in which this charter plays a critical role. We want you to understand why we feel diversity, equity, and inclusion are important activities for The Org to pursue - especially if you are skeptical.
Delivering on our DEI promise requires accountability and metrics. Tracking our quantitative and qualitative goals is essential to becoming a leader in this space. As an organization, we commit to investing in diversity, equity, and inclusion in the following specific ways. Note that some are attainable now, whereas others are longer-term aspirations we'll focus on as we grow. To us, “short-term” implies work we can do in the next 0-12 months, and “long-term” implies work that will take us more than 12 months to complete.
We'll know we're achieving our intended impact around DEI and our commitments by measuring our longitudinal progress as a company on these measures: