our values
Diversity, Equity, and Inclusion
Diversity, Equity, and Inclusion
Why diversity, equity and inclusion matter
We recognize that there is a compelling moral and business case for diversity, equity, and inclusion (DEI). Effectively engaging with a broader community increases innovation, creativity, and empathy. To make progress on our Mission and achieve impact through groundbreaking work, 3Degrees seeks to address the underlying barriers and behaviors that prevent organizations, including our own, from representing and advancing this broader community throughout all levels of an organization.
How we define DEI
One of the foundational elements for DEI is creating a shared vocabulary at 3Degrees. To that end, we define the following:
The presence of people with a variety of different backgrounds, beliefs, experiences, and identities. Diversity in a workplace means more perspectives that inform how we brainstorm, solve problems, and create products or services.
Equity is about fairness. Equity in the workplace sees and names the structural advantages and barriers that impact all of us and dedicates work and resources to remake those structures to level the playing field between all people.
The extent to which individuals feel safe, welcomed, respected, supported and valued. In an inclusive work environment, the culture, policies, and behavior of individuals invite the contributions of all people.
Here is how we define different backgrounds, beliefs, experiences and identities: 3Degrees welcomes people regardless of race, color, religion, national origin, gender, gender identity or gender expression, age, sex, pregnancy, marital status, ancestry, physical or mental disability, military or veteran status, sexual orientation, and genetic information.
Walking the talk
The 3Degrees value of Diversity encompasses equity and inclusion at its core. We acknowledge that we have work to do, and it requires ongoing attention and care. This work includes the following:
- Assessing if/how our policies, practices, systems, and behaviors result in equitable recruitment, advancement, and a pervasive feeling of inclusion – and making course corrections if/when they fall short.
- Bringing a DEI lens into training to ensure all employees have the knowledge and skills to contribute to an inclusive culture.
- Incorporating DEI into decision-making to support systemic change.
- Fostering cultural competency regarding existing and previous systems of power and oppression, how they affect people and their identities to varying degrees, and the resolution to correct for these differences.
