New London Landmarks Diversity, Equity and Inclusion Policy
Diversity, Equity and Inclusion Statement
New London Landmarks serves a broadly diverse community, and we are committed to honoring and preserving the places and histories that reflect this diversity. In order to meet this commitment effectively, we need to pursue diversity, equity and inclusion in all aspects of our work, including our programming, community engagement, and board, volunteer and staff recruitment. We are also committed to an organizational culture in which all directors, employees and volunteers, regardless of gender, race, ethnicity, national origin, age, sexual orientation or identity, education or disability, feel valued, respected and heard.
What diversity, equity and inclusion mean to New London Landmarks
Diversity: the presence of differences within a group, such as different ages, races, ethnicities, incomes and professional backgrounds.
Equity: fair access to opportunities, including employment, volunteering, programs, and the experience of seeing one’s own places of cultural and historic significance celebrated and preserved.
Inclusion: the creation of environments in which any individual or group’s participation is welcomed, respected, supported, and valued.
Meet our mission in a way that honors New London’s diversity.
This matters because as preservationists, we can’t serve our full community if we see some peoples’ histories as more worthy of recognition than others.
a. Create programs that highlight historic and cultural resources relevant to a diverse cross-section of our community.
b. Seek input from underrepresented groups as we develop programs.
c. Track the diversity of our organization’s leadership in an annual document.
d. Consider program attendees’ diversity when self-evaluating programs.
2. Challenge ourselves to provide greater equity within our organization and within society.
This matters because without a conscious effort to provide equity, it is easy to miss how our work and policies might privilege some populations over others.
a. Continually ask ourselves if our programs or policies perpetuate systemic or organizational inequities.
b. When hiring staff or recruiting board members, ensure that our recruitment process encourages a diverse pool of candidates. For example, provide salary ranges in all job descriptions and eliminate unnecessary education requirements.
c. Make our website more accessible.
d. Seek to eliminate barriers to participation for board members, volunteers and program attendees.
3. Ensure that people from underrepresented populations feel welcome, respected and valued.
This matters because in order to effectively serve our community, we need to listen to and learn from people with a wide range of experience, and make sure that everyone feels welcome at our programs.
a. Lead with respect and tolerance in meetings and all workplace and public interactions.
b. Ensure that our website reflects New London’s diversity.
c. Explore potential underlying, unquestioned assumptions or implicit biases that interfere with inclusiveness.