Projects
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Ecotrust Equity Audit
Project Highlights
Anonymous BIPOC employee interviews revealed cultural barriers
Policy review and DEI best practices created lasting improvements
Project Profile Summary
Focus: Belonging and inclusivity for employees
Methods: Employee interviews, policy review, DEI best practices
Follow-up: Two-year progress assessment
Building a stronger sense of belonging
CTW worked with Ecotrust to help their organization to create a stronger belonging environment for current and future employees from diverse backgrounds. We conducted confidential, anonymous interviews with BIPOC employees to get a sense of their comfort level at Ecotrust, and how they felt seen, heard, and respected.
Listening to employee experiences
Policy review through an equity lens
We also conducted a thorough policy review, which included HR, Strategic Plan, and Equity Plan documents. Through an equity lens, we were able to advise Ecotrust on improving these documents with action items that centered BIPOC employees’ need to feel supported, trusted and accepted.
Tailored best practices and follow-up assessment
Finally, we assembled a detailed anthology of DEI best practices tailored to the specific needs of Ecotrust. These included DEI research studies, presentations, podcasts, training materials, and additional resources for Ecotrust to follow-up with employees. A final report included interview summaries, policy recommendations, and DEI best practices.
CTW was asked to return two years later to assess Ecotrust’s progress. We led focus discussion groups of BIPOC employees, and documented the positive areas of change, as well as areas that still needed improvement.
Unravelling the Challenge to Diversifying Oregon’s Natural Resource Boards and Commissions
Project Highlights
Identified barriers keeping BIPOC members from serving
Actionable recommendations: childcare support, stipends, employer engagement
Project Profile Summary
Focus: Representation in state boards and commissions
Methods: Interviews with board members and directors
Solutions: Childcare, financial support, employer flexibility
Understanding the lack of diversity
Meyer Memorial Trust tasked Verde with overseeing a project to learn more about why few BIPOC individuals serve on Oregon’s natural resource boards and commissions. CTW conducted this study by interviewing commission members and state directors of Oregon Dept of Fish and Wildlife, Oregon Watershed Enhancement Board, Dept of Environmental Quality, Dept of Agriculture, Division of State Lands, Oregon State Parks, and Oregon Dept of Forestry.
We found that these boards were composed of predominantly white members over 50 years old. Many were majority male by a large measure. We asked interviewees about the composition of their commissions and workforce, and efforts being made to meaningfully engage and support members of diverse communities. We also asked them why their boards and commissions were not more diverse in race, age and gender.
Barriers to participation
Recommendations for change
CTW made the following recommendations:
Make childcare available for prospective board and commission members with young children. This can can come in the form of an actual certified childcare specialist available for meetings, or financial support to the family to hire their own child care support
Provide a stipend for the time spent in board and commission meetings
Work with employers that may be hesitant to provide their employees the paid time off required to attend commission meetings. Employers should be supportive of their employee’s volunteer state service, and not require vacation time to be taken
Earth Advantage Equity Audit and Policy Review
Project Highlights
Employee and HR policy review with a DEI lens
Customized best practices list for future growth
Project Profile Summary
Focus: Employee diversity and homeowner outreach
Methods: Employee interviews, HR and job description review
Outcome: Tailored DEI resource library
Expanding services and employee diversity
Earth Advantage was planning for an expansion of its home energy conservation services to serve more low and moderate home owners from diverse backgrounds, and wanted to expand its employee diversity to better reflect the populations in its service area.
Employee and policy review
Best practices for a stronger DEI framework
CTW also created a customized list of best practices and DEI resources to help the organization to make the shift to a more diverse and belonging organization.
DEI Survey of State Fish and Wildlife Agencies in Western States
Project Highlights
Surveyed 17 western states and Canadian provinces
Delivered state-specific reports with strategies for equity work
Project Profile Summary
Focus: DEI awareness in fish and wildlife agencies
Methods: Multi-state survey administration
Outcome: Progress reports and future strategies
Measuring awareness and progress
CTW co-directed the administration and dissemination of a DEI survey sent to 17 western states and Canadian provinces. The goal was for the fish and wildlife state agency employees to learn more about their agency’s DEI efforts, and provide support for future efforts that states could embark upon in the future.
Mixed responses across regions
Delivering results and strategies
We provided individual state progress reports to the participating states, as well as ideas and strategies for additional equity work they could do in the future.
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