About the Inclusion Council


    Apply to join the Inclusion Council

    HumanGood Inclusion Council

    Talented Inclusion Councils create remarkable collaboration and can have a direct impact on company culture. Your consideration to share your expertise and experience by participating on the HumanGood Inclusion Council is appreciated. As an inclusion council member, you may look forward to the rich and challenging experience to strengthen the character, livability, and diversity of our organization. Through your involvement, service, and fair approach, you will shape our organization’s approach to Diversity, Equity and Inclusion (DEI), and will have a significant role in the development of strategies and best practices.


    three HumanGood team members wearing "INCLUSION" t-shirts

    ROLE OF THE INCLUSION COUNCIL:
    The primary responsibility of the Inclusion Council is to serve as the voice of our team members, residents and stakeholders, and when necessary make recommendations on changes, standards, and other items pertinent to the DEI initiative. Additionally, the Inclusion Council may provide guidance to other sites, departments, and programs, as representatives of such. An ideal Inclusion council member must have a willingness and dedication (and the support of their supervisor/s) to commit both time and energy to the Inclusion Council; have an interest in the diversity, equity and inclusion of our organization and its staff. The ultimate goal of this committee is to provide for the betterment of organizational culture so that everyone is provided with a holistic, professional, and inclusive experience that will translate to the services provided to our clients.

    Below are the types of exercises and tasks that you may expect to participate in, or review, as an Inclusion Council member:
    Thought Partners

    • Provide input and perspectives on DEI issues and opportunities for the organization.
    • Nurture a collaborative culture of diversity, equity, and inclusion through discussing issues in a meeting environment which respects and values divergent points of view while being careful to avoid patterns of power and privilege that contribute to the limitation of free expression.
    • Assist with assessing organizational policies and practices through a DEI lens to identify systems and structures that may impede DEI efforts, and to identify potential DEI needs and projects.
    • Help to explore implications of any action steps prior to implementation.
    • Offer feedback on design and customization of training workshops.
    • Participate in pilot training programs and offer feedback for refinement.
    • Help to shape communication strategies throughout the process.
    • Define outcomes and measure of progress for this DEI initiative.

    Process Monitors

    • Participate in Monthly/Bi-Monthly/Quarterly Meetings and/or Conference Calls
    • Help to determine best sequence for key events.
    • Help to ensure scheduling does not conflict with other organizational events/deadlines.
    • Review participant feedback after training workshops.
    • Provide observations, support and advice about changes to the project as it develops.
    • Monitor project implementations – elevating issues such as: logistics, communication, etc.
    • Participate in processes to monitor progress towards goals/desired outcomes.

    Ambassadors

    • Take advantage of opportunities to promote awareness of and participation in the DEI initiative.
    • Share the goals and intentions of the DEI initiative in response to questions, concerns, misperceptions, etc.
    • Advance informal feedback and input from the broader employee population.

    diverse workforce on a teleconference

    Inclusion Council Membership:

    Inclusion Councils shall be made up of no more than 11 members consisting of staff, leaders, and identified board members representing various areas of our DEI focus (race, gender, class, ethnicity, age, ability, sexual orientation and geography).

    Inclusion Council members are appointed by the Selection Committee and serve appointments of approximately 24 months.

    The Inclusion Council members shall ensure and commit to the following:

    Responsibilities include:

    • Attendance as stated below
    • Willingness to work on projects outside of committee meetings
    • Commitment to provide timely responses to requests for input
    • Continuity in participation (and taking initiative to review notes for any meetings you could not attend)
    • Keep open lines of communication with committee leadership
    • Follow-through on any assignments
      Should any Inclusion Council member fail to meet the commitments outlined above, or miss 50% of the Inclusion Council meetings, or miss three meetings in a row, he/she may be replaced.
    POSITION

    Member of the Inclusion Council for DEI Initiative

    LENGTH OF TERM

    approximately 24 months

    TIME COMMITMENT

    Varies per planning initiatives; typically no more than 1 meeting per 2 weeks

    Function Date Time Approx. Number of Hours Per Month
    Inclusion Council Standing Meetings 2nd Wednesday of Each Month 12:30 Pacific/3:30 Eastern 1.5 Hours (Virtual Meeting)
    Work Group Meetings Variable N/A 1-2 hours per month
    Prep Work, Site Visits, Special Presentations 2 Hours As Needed N/A Variable


    Apply to join the Inclusion Council