At Integrative Healers Action Network, a diverse, inclusive, and equitable workplace is one where all employees and volunteers, whatever their gender, race, ethnicity, national origin, age, sexual orientation or identity, education or disability, feels valued and respected. We are committed to a nondiscriminatory approach and provide equal opportunity for employment and advancement in all of our departments, programs, and clinic sites. We respect and value diverse life experiences and heritages and work hard to ensure that all voices are valued and heard. In addition, it is of the utmost importance to IHAN that we provide culturally competent and relevant services to those at our integrative health clinic locations.
We’re committed to modeling diversity and inclusion for the integrative health community, and to maintaining an inclusive environment with equitable treatment for all. Furthermore, we are committed to having a representative population of individuals serving communities impacted by disaster. To accomplish this, we commit to striving for a widespread and diverse volunteer base so that when a disaster occurs, the individuals in the communities we are serving feel comfortable and represented in all ways that we identify diversity as stated above.
To provide informed and authentic leadership for cultural equity, Integrative Healers Action Network strives to:
Integrative Healers Action Network abides by the following action items to help promote diversity and inclusion in our workplace:
Accountability:
Each year, we will assess our cultural competency in the following ways, which will be completed by the end of the first quarter of the next fiscal year:
We’re committed to modeling diversity and inclusion for the integrative health community, and to maintaining an inclusive environment with equitable treatment for all. Furthermore, we are committed to having a representative population of individuals serving communities impacted by disaster. To accomplish this, we commit to striving for a widespread and diverse volunteer base so that when a disaster occurs, the individuals in the communities we are serving feel comfortable and represented in all ways that we identify diversity as stated above.
To provide informed and authentic leadership for cultural equity, Integrative Healers Action Network strives to:
- See diversity, inclusion, and equity as connected to our mission of transforming trauma into resilience for communities impacted by disasters and critical to ensure the well-being of our staff, volunteers, and the communities we serve.
- Acknowledge and dismantle any inequities within our policies, systems, programs, and services, and continually update and report organization progress.
- Explore potential underlying, unquestioned assumptions that interfere with inclusiveness.
- Advocate for and support board-level thinking about how systemic inequities impact our organization’s work, and how best to address that in a way that is consistent with our mission.
- Help to challenge assumptions about what it takes to be a strong leader at our organization, and who is well-positioned to provide leadership.
- Practice and encourage transparent communication in all interactions.
- Commit time and resources to expand more diverse leadership within our board, staff, committee, and advisory bodies.
- Commit time and resources to expand more diverse volunteer base in each area we may potentially serve in.
- Lead with respect and tolerance. We expect all employees and volunteers to embrace this notion and to express it in workplace interactions and through everyday practices.
- Have a plan in place to deal with issues that arise involving a lack of equity or inclusion in our organization by volunteers, staff, or partners.
Integrative Healers Action Network abides by the following action items to help promote diversity and inclusion in our workplace:
- Pursue cultural competency throughout our organization by creating substantive learning opportunities and formal, transparent policies.
- Maintain and hear and take advice from our cultural competency advisory board.
- Generate and aggregate quantitative and qualitative research related to equity to make incremental, measurable progress toward the visibility of our diversity, inclusion, and equity efforts. Once the content is curated it will be added to our website so others can access.
- Pool resources and expand offerings for underrepresented constituents by connecting with other organizations committed to diversity and inclusion efforts.
- Develop and present sessions on diversity, inclusion, and equity to provide information and resources internally, and to members, the community, and the health sector.
- Develop a system for being more intentional and conscious of bias during the hiring, promoting, or evaluating process. Train our hiring team on equitable practices.
- Advocate for public and private-sector policy that promotes diversity, inclusion, and equity. Challenge systems and policies that create inequity, oppression and disparity.
Accountability:
Each year, we will assess our cultural competency in the following ways, which will be completed by the end of the first quarter of the next fiscal year:
- Send survey to volunteers, clients and partners to assess our cultural competency. This survey will be anonymous, and the questions will be voted on by the board.
- The execution of the survey will be handled by the paid administrative team.
- Interview all employees and volunteers who participated as site coordinators during the year. These interviews will be conducted by the Cultural Competency Board during a scheduled monthly meeting.
- Review of cultural competency by our Cultural Competency Advisory Board and creation of document to be made available as stated below by the paid administrative team.
- This information will be made available to our volunteers and at the request of any members of the public.