- Reviewed and Refreshed Policies Through an Antiracism Lens
We have instituted and strengthened a number of organizational policies and will continue to evaluate our policies and practices going forward.
- Created an Employee Advisory Group for Antiracism, Equity, Diversity, and Inclusion
We created an Employee Advisory Group (EAG) on eliminating racism and advancing equity, diversity, and inclusion for all. The EAG has the role and responsibilities, to:
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- Provide insight, make recommendations for, and engage in the implementation of antiracist and equity, diversity, and inclusion strategies and tactics.
- Assist in the facilitation of a comprehensive bi-annual organizational cultural responsiveness assessment, review, and action plan.
- Be an ambassador, champion, and model of new tactics and behaviors.
- Engaged with our Suppliers About Their Antiracism, Equity, Diversity, and Inclusion Journeys
We reached out to our top two dozen suppliers to learn about their organizational journeys related to eliminating racism and advancing equity, diversity, and inclusion and we are continuing these conversations and building this priority into our relationships.
- Conducted Learning Sessions for all Employees and Board Members
Our Leadership Team consists of more than 50 directors and managers and each person spent 12-16 hours in learning sessions facilitated by Dr. Karen Johnson. Similarly, our Board of Directors engaged in 3 deep-dive facilitated learning sessions. And, our 1,200+ employees took a one-hour course about the organization’s commitment to antiracism and the ways they can support this commitment.
- Created a Board Committee for Antiracism, Equity, Diversity, and Inclusion (AEDI)
Following its learning sessions, our Board of Directors created an AEDI committee to ensure a continued commitment to its own AEDI journey.
- Hired VP of Antiracism, Equity, Diversity, and Inclusion (AEDI)
To lead our AEDI work going forward, and ensure its integration throughout our organization, we created a new Executive Team position, reporting directly to the President & CEO, and in August 2021, we hired Dr. Terryl Ross as our Vice-president Antiracism, Equity, Diversity & Inclusion.
According to Dr. Ross, the term “antiracism” attracted him to the position. He states, “I had just quit my job to finish my first book and was not looking for employment, but a friend sent me the job description and I knew I had to apply. Any organization that committed to becoming an antiracist organization had already done the elusive key foundational work that I’ve rarely found in over 30 years of being in this field.”
It’s important to point out that the Goodwill of the Olympics and Rainier Region will be the first to say that they are not yet an antiracist organization. Dr. Ross states, “We like to say that we are working toward becoming an antiracist organization because we have so much more work to do. We are excited to be on this journey and look forward to collaborating with our employees, Board of Directors, suppliers, and partners in the communities we serve.”
This is the first in a series of articles about GORR’s journey toward becoming an antiracist organization and advancing equity, diversity, and inclusion.
