Anonymous Wed 4 Nov 2020 7:50AM
| -1 - Internal research to include; demographic data, assessment of understanding of diversity & inclusion, barriers to inclusion, internal culture. | ||
| 0 - External data collection to include; demographic make-up of partner organisations | ||
| 1 - Public feedback form to gather experiences with the campaign | ||
| 2 - Share EDI strategy across EMA teams | ||
| 3 - Publish results of research for transparency (infographics and/or reports) - internal & external |
I think that the first four must be completed before we can publish a report.
What should the EDI team's top priority be for the first month?
poll by Verity Closed Sat 7 Nov 2020 12:04AM
Our first priority will be to establish our goal, purpose and strategy! Thanks for voting!
Choose the primary area which the EDI team should focus on for the first month. (All areas can & will be worked on simultaneously, depending on what we are each interested in. But, it's a good idea to first ensure we're all on the same page for our initial action).
See Diversity & Inclusion Ideas Spreadsheet for details pertaining to each section. (NB - The ideas on this spreadsheet do not contain some actions from the current Milestone Plan. The results of this Loomio thread will inform the EDI team's new Milestone Plan, into which any outstanding actions from the old plan will be assimilated). :)
Results
| Results | Option | % of points | Voters | |||
|---|---|---|---|---|---|---|
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Defining EDI goals, purpose & strategy | 90 | 9 | |||
|
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Social Media/ Web | 10 | 1 | |||
| Data Collection/ Evidence Collection | 0 | 0 | ||||
| HR/ Recruitment | 0 | 0 | ||||
| Connecting with External Partners | 0 | 0 | ||||
| Undecided | 0 |
10 of 10 votes cast (100% participation)
Anonymous Tue 3 Nov 2020 1:58PM
I think that "Defining EDI goals, purpose and strategy" should go together with "Data collection" and that both these aspects should be the top priorities of the D&I team. This double action plan should result in the creation of guidelines to be distributed to EMA and all national and city chapters. The "Social media & web" action plan should be implemented to ncrease EMA's visibility and accessibility, while "HR/Recrutement" and "External partnerhips" should be the last ones.
Anonymous Fri 6 Nov 2020 10:32PM
It's key to deciding/guiding strategy and action in all the other action lines
Defining Goals, Purpose & Strategy
ranked choice by Verity Closed Sat 7 Nov 2020 12:04AM
Please rank options in the rough order in which you think they should be worked on by the EDI team.
(Everybody's input will inform the milestone plan - of course, sometimes different tasks will be worked on simultaneously).
Results
| Results | Option | Rank | % of points | Points | Mean | Voters | ||
|---|---|---|---|---|---|---|---|---|
|
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Define purpose/ mission statement of Diversity & Inclusion Team | 1 | 37 | 37 | 4 | 10 | ||
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Define terms (diversity, inclusion, equality, anti-racism, equity etc) and choose most appropriate terms for our team. | 2 | 31 | 31 | 3 | 10 | ||
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Develop D&I strategy, identifying internal & external stakeholders for each action (gain feedback from EMA at large before finalising) | 3 | 19 | 19 | 2 | 10 | ||
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Produce practical guide/ best practices for city chapters & communicate EDI strategy to them | 4 | 13 | 13 | 1 | 10 | ||
| Undecided | 0 | 0 | 0 |
10 of 10 votes cast (100% participation)
Anonymous Wed 4 Nov 2020 7:45AM
| 0 - Define purpose/ mission statement of Diversity & Inclusion Team | ||
| 1 - Develop D&I strategy, identifying internal & external stakeholders for each action (gain feedback from EMA at large before finalising) | ||
| 2 - Define terms (diversity, inclusion, equality, anti-racism, equity etc) and choose most appropriate terms for our team. | ||
| 3 - Produce practical guide/ best practices for city chapters & communicate EDI strategy to them |
The first three need to be defined and solidified before we can even produce a practical guide / best practices.
Anonymous Fri 6 Nov 2020 9:19PM
| 0 - Define terms (diversity, inclusion, equality, anti-racism, equity etc) and choose most appropriate terms for our team. | ||
| 1 - Define purpose/ mission statement of Diversity & Inclusion Team | ||
| 2 - Develop D&I strategy, identifying internal & external stakeholders for each action (gain feedback from EMA at large before finalising) | ||
| 3 - Produce practical guide/ best practices for city chapters & communicate EDI strategy to them |
Logical steps to ensure the coherence of the action
Item removed
External partnerships
ranked choice by Daphne Cronin Closed Sat 7 Nov 2020 12:04AM
Please rank options in the rough order in which you think they should be worked on by the EDI team.
(Everybody's input will inform the milestone plan - of course, sometimes different tasks will be worked on simultaneously).
Results
| Results | Option | Rank | % of points | Points | Mean | Voters | ||
|---|---|---|---|---|---|---|---|---|
|
|
Create strategy to diversify partnerships to work on projects. | 1 | 43 | 26 | 3 | 10 | ||
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Collaborate with other NGOs/ agencies/ partners in sharing responsible recruitment practices & Diversity & Inclusion policies/ methods | 2 | 32 | 19 | 2 | 10 | ||
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Posters and art projects/ installations by working alongside photo-documenters of life in and around refugee camps in busy areas of capital cities where diversity is most concentrated | 3 | 25 | 15 | 2 | 10 | ||
| Undecided | 0 | 0 | 0 |
10 of 10 votes cast (100% participation)
Human Resources/ Recruitment
ranked choice by Jessie Closed Fri 6 Nov 2020 10:01PM
Please rank options in the rough order in which you think they should be worked on by the EDI team.
(Everybody's input will inform the milestone plan - of course, sometimes different tasks will be worked on simultaneously).
Results
| Results | Option | Rank | % of points | Points | Mean | Voters | ||
|---|---|---|---|---|---|---|---|---|
|
|
Set target & strategy for refugee/ asylum seeker representation at all levels of organisation (e.g. city chapter level, coordination team, across working groups) | 1 | 19 | 54 | 7 | 8 | ||
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Develop advisory board of people with lived experience of the asylum process. | 2 | 15 | 42 | 5 | 8 | ||
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Training for EMA members, to include; unconscious bias, why diversity & inclusion is important, anti-racism, white-savourism, best practices to ensure diversity & inclusion. | 3 | 14 | 41 | 5 | 8 | ||
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Targeted recruitment for refugee and asylum seekers (e.g. reach out to organisations working with settled refugees) | 4 | 13 | 38 | 5 | 8 | ||
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Targeted recruitment for minority groups (informed by evidence base from data collection, could include demographic data from minority-focussed NGOs). | 5 | 13 | 36 | 5 | 8 | ||
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Create guidelines/ best practices to embed diversity and inclusion into recruitment strategy | 6 | 11 | 31 | 4 | 8 | ||
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Develop anti-harassment and anti-discrimination policy | 7 | 10 | 28 | 4 | 8 | ||
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Develop content sensitivity consultant role (to prevent triggering content on social media/website etc). | 8 | 6 | 18 | 2 | 8 | ||
| Undecided | 0 | 0 | 0 |
8 of 8 votes cast (100% participation)