Accountability Lab- Organizational Inclusion Policies

	A	B	C	D	E
1	Policy	Group	Category	Staff Time	Expense

2	Photos and graphics used in social media, reports, etc. should include a brief description or descriptive alternative text for those with visual impairments	PWD	Communications
3	Videos have captions	PWD	Communications
4	Websites are screen-reader friendly	PWD	Communications
5	Organization uses person-first language and ask persons with disabilities how they would like their disabilities referred to	PWD	Communications
6	Comms and hiring documents indicate the organization is disability-accessible	PWD	HR
7	Procedures for staff and board members to request accommodations for their disabilities	PWD	HR
8	Staff are trained to use person-first language and ask those with disabilities how - if at all - they would like their disabilities referred to	PWD	HR
9	Accommodation policies for staff with disabilities	PWD	HR
10	Offices and in person meetings places are accessible for persons who use wheelchairs	PWD	Programs
11	Vendors that are contracted are or employ persons with disabilities	PWD	Programs
12	Directions to in person locations include accessibility information	PWD	Programs
13	Programs have accommodation policies for participants with disabilities	PWD	Programs
14	Bathrooms are accessible	PWD	HR
15	Parental leave includes cases of adoption	Parents	HR
16	Parental leave includes both parents	Parents	HR
17	Office space designated for and dedicated to lactation and nursing	Parents	HR
18	Health insurance covers contraception and pregnancy	Parents	HR
19	Paid bereavement leave in cases of miscarriages or still birth	Parents	HR
20	Staff have access to child care stipends or a service near the office	Parents	HR
21	Child care options for participants attending events or meetings	Parents	Programs
22	Flexible hours that allow for child pick up and drop off from school or day care	Parents	HR
23	All bathrooms have changing stations	Parents	HR
24	Demographic characteristics are only mentioned when relevant	General	Communications
25	Visually-identifiable minorities are in comms materials	General	Communications
26	Work from home costs are covered for staff - data, electricity, computer, desk, chair, table, etc.	General	HR
27	Required and optional work-related trips, coffee chats, and bonding experiences are paid for staff	General	HR
28	All staff have access to software necessary for their work that is paid for by the organization	General	HR
29	Degrees are not required for new positions, degree or equivalent years of experience is acceptable	General	HR
30	Financial assistance program for staff to have access to in case of personal emergencies	General	HR
31	Relocation compensation for new hires	General	HR
32	Inclusion reports publicly report staff and program demographics as well as organizational inclusion issues	General	HR
33	Hiring of underrepresented minorities to your team	General	HR
34	Staff and board recruitment from minority-serving institutions	General	HR
35	Robust enforcement of inclusion policies include decision making and reporting matrices	General	HR
36	Creation of reporting infrastructure for violations of inclusion policies	General	HR
37	Annual, mandatory inclusion trainings for all staff	General	HR
38	Town halls for staff to share their thoughts and share their experiences on inclusion in the workplace	General	HR
39	Annual inclusion surveys to ask for feedback on what is(n't) working, what problems there are, and what potential solutions could be	General	HR
40	Addition of inclusion topics and indicators into board reporting	General	HR
41	Establisment of employee resource groups and mentorship based on demographics	General	HR
42	Establishment of internships for particular underrepresented minorities	General	HR
43	Formation of an inclusion council with genuine influence and power	General	HR
44	Encouraging team members to listen to colleagues before offering their own thoughts	General	HR
45	Celebration of more diverse holidays	General	HR
46	Staff book club focusing on minority voices and experiences	General	HR
47	Inclusion dialogues focusing on different underrepresented groups	General	HR
48	Paid leave days for traumatic events where particular groups were targeted	General	HR
49	Procedure for reporting illegal discrimination to authorities	General	HR
50	Commitment of time and resources to staff members’ individual learning around issues such as understanding history, interrogating personal biases, building empathy and respect for others, getting comfortable with vulnerability	General	HR
51	Trainings for staff to be upstanders, not bystanders, when they see discrimination	General	HR
52	Managers hold regular open office hours to discuss inclusion related issues	General	HR
53	Insurance covers mental health costs such as therapy, rehab, and medication	General	HR
54	Travel stipends are offered to participants, staff, and board members	General	Programs
55	Clear goals tied to demographic makeup of participants for each program	General	Programs
56	Programming locations and communities are majority-minority	General	Programs
57	Partnerships with minority-serving institutions and organizations	General	Programs
58	Materials are available in relevant local languages	Language	Communications
59	All office signage is in relevant local languages	Language	Communications
60	Avoidance of idioms, industry jargon and acronyms	Language	Communications
61	Internal and external meetings provide relevant translation	Language	HR
62	Staff stipends for relevant language classes	Language	HR
63	All languages, dialects, and vernaculars are treated as equal in terms of professionalism	Language	HR
64	Agendas for meetings are translated and sent to participants before-hand	Language	Programs
65	Utilization of gender neutral phrases to address a group of people - ie. ‘honored guests’ or ‘esteemed allies’ instead of ‘ladies and gentlemen’	LGBTQ+	Communications
66	Avoidance of gendered language - ie. Chairperson or Chair vs Chairman of the Board	LGBTQ+	Communications
67	Using requested individual pronouns	LGBTQ+	Communications
68	Insurance and other benefits are available to the spouses and partners of same sex couples, just as they are with different sex couples	LGBTQ+	HR
69	Dedication of at least one bathroom as gender-neutral	LGBTQ+	HR
70	All bathrooms have free tampons and pads	LGBTQ+	HR
71	Encouragement (but not a requirement) to staff to share their pronouns within their work email signature	LGBTQ+	HR
72	Benefits such as health insurance or life insurance include same-sex partners and gender affirming care	LGBTQ+	HR
73	Compensatation for LGBTQ+ employees who experience different tax treatment from other employees due to homophobic/transphobic/queerphobic tax laws	LGBTQ+	HR
74	No more gendered dress requirements - ie. ‘men must wear suits and ties, women must wear dresses’ - for events or the office	LGBTQ+	HR
75	Calendar assigning office cleaning or internal event planning tasks to all staff so the burden does not disproportionately fall to women and femmes	LGBTQ+	HR
76	Regularized opportunity for participants to share their pronouns	LGBTQ+	Programs
77	Inclusion of all genders in ‘gender’ work; otherwise, recategorization as ‘women’s programming/advocacy/etc.’	LGBTQ+	Programs
78	Creation of an anti-racism policy	Race	HR
79	Recognizition of holidays that celebrate people of color over racist holidays	Race	HR
80	Comms posts reflect the religious diversity of the context, not just the majority	Religion	Communications
81	Staff are provided a set number of floating vacation days that they can use to cover whichever religious holidays they want. Offices are not automatically closed for particular religious holidays, rather staff members can choose whether or not to observe them	Religion	HR
82	Office dress codes and grooming standards include all religious garb (head coverings, etc.) and grooming practices (tattoos, beards, etc.)	Religion	HR
83	Religious proselytizing in the office and during programming is not allowed by volunteers, staff, event attendees, or board members	Religion	HR
84	Procedures for staff and board members to request accommodations for their religions	Religion	HR
85	Offices and programming locations have an interfaith chapel or designed area available for all staff and attendees to use to observe their religious beliefs and practices	Religion	Programs
86	Meals provided to staff and event attendees have halaal, kosher, and vegetarian options	Religion	Programs
87	Events do not prioritize one religious practice over others and use a moment of silence or meditation rather than a prayer	Religion	Programs
88	Comms meet youth where they are in terms of social media platforms	Youth	Communications
89	Encouragement and dedicated time for young staff members to write and share their voice via blogs, podcasts, etc.	Youth	Communications
90	Hiring is based on skills, not working years, by getting rid of minimum years of experience for new positions	Youth	HR
91	Junior staff are paired with more experienced coworkers for mentorship	Youth	HR
92	Education stipend for staff who wish to study part time while working	Youth	HR
93	KPIs and performance chats assess skill gaps, lay out structured development plans, and focus on training and development	Youth	HR
94	All work is paid work - no unpaid internships or volunteer work and wages are at least equivalent to local hourly living wages	Youth	HR
95	Frame ogranizational policies to support neurodiversity	Neurodiversity	HR
96	Offer opportunities to mentor or coach neurodiverse employees	Neurodiversity	HR
97	Offer accommodations for neurodiverse employees	Neurodiversity	HR
98	Build a cohesive understanding of neurodiverse individuals and how they can benefit the company	Neurodiversity	HR
99	Adjust the recruitment, selection, and career development policies to reflect a broader definition of talent that encapsulates neurodiverse candidates and employees	Neurodiversity	HR
100	Consider offering different lighting or noise cancelling headphones for neurodiverse employees	Neurodiversity	HR