Diversity, Equity, Inclusion, and Anti-racism
Building a culture where difference is valued.
The Center is committed to DEI and anti-racism. We create an environment that reflects the communities we live in and serve; a place where everyone feels accepted and empowered to be their full, authentic selves; and where everyone belongs.
We understand the impact of and seek to defeat racism and discrimination in ourselves, our workplace, and the world. This guides how we cultivate leaders, build our programs and resources, and deliver our technical assistance.
We are an organization that honors, celebrates, and respects all dimensions of diversity. These principles are central to our mission and to our impact.
Our DEI Definitions
Without a collective understanding of what diversity, equity, and inclusion mean, how they’re different from each other, and how they support one another, we might all be saying the same words but have a different understanding of what they all mean.
- Diversity speaks to the internal, external, and organizational differences based on which we may experience disadvantages or encounter barriers. (See the Dimensions of Diversity Wheel below)
- Equity is the fair treatment, access, opportunity, and advancement for all people, while at the same time striving to identify and eliminate barriers that prevent the full participation of some groups. The principle of equity acknowledges that there are historically underserved and underrepresented populations and that fairness regarding these unbalanced conditions is necessary to provide equal opportunities to all groups. (University of Washington)
- Inclusion is celebrating, valuing, and amplifying perspectives, voices and values that have been disadvantaged and/or marginalized. True inclusion cannot exist if individuals feel that they do not belong.
Dimensions of Diversity Wheel
The 'Four Layers of Diversity' wheel shows the complexity of diversity. It filters through how we all process stimuli and information. This leads to our assumptions, drives our own behaviors, and ultimately impacts others.Gardenswartz & Rowe, Diverse Teams at Work (2nd Edition, SHRM, 2003)