The DEI Strategic Planning Committee is a 12-member group of staff selected from a variety of different position levels, roles, backgrounds, and experience within Conservation Legacy. The DEI Strategic Plan Committee leads direction and data collection, identifies priorities for program implementation and creates a robust communication plan to achieve Conservation Legacy’s goal to fully embrace diverse voices and backgrounds. This DEI strategic plan committee is separate and different in scope than the Diversity Team, however some members may serve in both groups and the committee is led by the Director of Diversity and Recruitment.

The committee will provide oversight on the objectives of the 2020-2022 strategic plan:

1. Build the staff culture needed to support organization-wide DEI efforts by identifying priority demographics. DEI engagement indicators and DEI-related policies/practices that will be targeted by March 2020
2. Create staffing and board structures that promote an active voice of DEI at all level of the organization by March 2021
3. Develop and implement a robust talent recruitment & development process across Conservation Legacy that increases diversified recruitment and retention of staff and members by 2022
4. Implement policies and practices within Conservation Legacy to promote greater engagement for all represented populations by 2021

The Diversity Team was founded in August 2019 out of a desire amongst staff to focus on DEI initiatives throughout the organization. In 2020, our organization hired its first Director of Diversity and Recruitment and with the Diversity Team, they have been working to envision how we can effectively work together for the organization’s larger inclusion goals.

The group meets monthly, fostering an intentional space to discuss diversity, equity, and inclusion and to plan action steps from the grassroots level. Diversity Team's main objective is:

The Conservation Legacy Diversity Team envisions an organization that is a beacon and safe space for all individuals. The anxiety, uncertainty, or fear some people may feel regarding diversity, equity and inclusion is replaced by the desire to grow, educate themselves, and keep one another accountable, all while honoring and upholding the space to make mistakes and learn from them.

In tandem with the Director of Diversity and Recruitment, the team will foster an intentional space to discuss diversity, equity, and inclusion. The Diversity Team will be a resource, sounding board, and advisory body for DEI matters, working to brainstorm solutions, answer questions, and collaborate on new initiatives, including providing oversight for staff affinity spaces, also known as employee resource groups.

We look forward to continuing the internal work that we have all committed to in recognizing our privileges and prejudices as we work towards our best, most inclusive selves.

Conservation Legacy is committed to equal access to programs, facilities, and employment for all persons. It is the policy of Conservation Legacy to maintain an environment free of harassment and discrimination against any person based on age, race, color, ancestry, national origin, religion, creed, military service, sexual orientation, gender identity, marital or family status, pregnancy, pregnancy-related conditions, physical or mental disability, genetic information or political ideas. Discriminatory conduct and harassment, as well as sexual misconduct and relationship violence, violates the dignity of individuals, impedes the achievement of Conservation Legacy’s mission, and will not be tolerated.