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Equity Initiative by Mind Map: Equity Initiative

1. Consultants

1.1. DEI Consultants $30k

1.2. Org Assessment $5k

2. Walmart EDI Grant Budget

2.1. Personnel

2.1.1. CEO 10%

2.1.2. HRD 20%

2.1.3. OM 20%

2.1.4. DD 10%

2.1.5. PM 15%

2.2. Travel $6k

2.3. Materials $1k

2.4. Overhead $18k

3. Walmart Scope

3.1. Outcomes

3.1.1. Outcome 1 FishWise has a measurably deeper understanding of its own strengths and challenges around DEI, achieved through assessments and strong participation in trainings.

3.1.2. Outcome 2 Inclusive recruitment, hiring, and staff evaluation processes are designed and put into practice.

3.1.3. Outcome 3 Transparency regarding FishWise's DEI beliefs and practices demonstrates to Board and employee candidates and seafood NGO peers that diversity, equity, and inclusion are core values to FishWise.

3.1.4. Outcome 4 FishWise attracts a more diverse pool of Board and employee candidates.

3.1.5. Outcome 5 FishWise sees increased representation of minorities and people of color in its workforce and board members.

3.2. Outputs

3.2.1. Output 1 The DEI Committee will hire experts to conduct a staff survey (including DEI components) using responses to deliver a DEI best practice and bias awareness training(s) to FishWise staff and Board.

3.2.2. Output 2 FishWise will revamp hiring guides, manuals, and other processes for hiring committees, taking into consideration DEI practices learned from trainings.

3.2.3. Output 3 A Board and staff approved DEI statement will be created and made public. Quarterly updates via blogs or social med iawill be used to share our efforts on strengthening DEI. FishWise will use the GuideStar Exchange reporting system to b transparent about our organization's diversity data.

3.2.4. Output 4 Non-traditional recruiting outlets will be identified to attract a more diverse applicant pool. FishWise will attend two minority professional gatherings (e.g. conferences, community programs, or local meetings).

3.2.5. Output 5 FishWise will continue to extend opportunities to underrepresented groups through the Doris Duke Conservation Scholars Program or similar programs focused on advancing diversity in conservation. FishWise will meet with 3 funders or existing fellowships to explore the possibility of establishing a year-long fellowship for one underrepresented scholar to learn and contribute to, seafood sustainability across social responsibility, traceability, and environmental topics at FishWise

3.3. Document link

4. Packard Scope

4.1. Organizational Asset and Needs Assessment including an individual summary OANA report with recommendations

4.2. Document link

5. Committee

5.1. Brooke

5.2. Jen

5.3. Jessie

5.4. Tobias

5.5. Alias: [email protected]

5.6. Agenda & Notes Doc

6. DRAFT - Action Plan

6.1. Walmart Onboarding Call

6.2. Consultant Survey

6.2.1. Packard Interview

6.2.2. Packard OANA Response due 2/26/20

6.2.2.1. Schedule meeting with Equity Committee to complete survey before 2/26/20

6.2.3. Evaluate Packard OANA Report

6.2.4. Evaluate & Identify EDI Consultants

6.3. Staff Trainings

6.3.1. Engage consultants for trainings

6.4. Policies & Procedures Update

6.4.1. Vision, Mission, Values, and Equity Policy

6.4.2. Recruiting and Hiring Practices

6.5. Coaching and Mentoring

6.5.1. Continue to support Doris Duke Interns

6.5.2. Advocate for the creation/expansion of fellowship programs

6.6. Communications

6.6.1. Public Equity Statement

6.6.2. Quarterly Media Posts

6.6.3. Diversity Reporting - GuideStar Exchange

6.6.4. Share Updates Polices, Procedures and Key Learnings to Conservation Alliance for Seafood Solutions and beyond

7. Packard Funding

7.1. General unrestricted funding for FishWise personnel

7.2. Unknown funding opportunities for educational fellowships and other new initiatives recommended during OANA process.

7.3. Unknown funding for Alliance wide and internal staff equity trainings

8. Key Contacts

8.1. Walmart

8.1.1. Josh Sparks, Sr. Mgr II, Opportunity,

8.2. Packard

8.2.1. Phillip Chung

8.2.2. Chris Armijo