A Safe & Welcoming Outdoors

TKO has institutionalized our commitment to DEI.

1. 1. Established decision-making mechanisms to integrate DEI principles into our work.
   2. Organized recurring meetings, at least monthly, to keep DEI at the forefront of our decision making processes.

TKO leaders recognize the importance of DEI and prioritize resources, and lead the effort.

1. 1. Establish a DEI committee made up of staff, board and volunteers.
   2. Support continuing education for staff and leaders.

TKO has DEI policies and an organizational plan with clear goals, objectives and indicators of progress and success. The DEI Committee advises the TKO Board of Directors and staff to develop and implement policies that champion organizational equity.

TKO has committed resources and structures (e.g., an equity committee) to support the DEI transformation.

1. 1. The budget includes funding specifically designated for DEI-related projects and training.
   2. Include DEI responsibilities in each staff person’s position description and work plan.

TKO fosters ongoing DEI learning and growth for its staff, management, and board.

1. 1. Include DEI and leadership classes in mandatory onboarding and continuing development training for staff, board, and volunteer leaders.
   2. Allocate time and funding for staff and volunteers to pursue educational opportunities on DEI topics.

TKO has policies and strategies for strengthening and maintaining diversity; staff, board and volunteer leaders are representative of the community they serve; effective retention strategies are implemented.

• 1. Create job training pathways/programs to give underrepresented people job experience for future careers in the outdoors.
  2. Evaluate recruiting and hiring practices and implement strategies for reaching diverse candidates.
  3. Explore and expand opportunities for BIPOC and LGBTQI+ in the outdoor recreation profession. 
  4. Establish goals for growing diverse representation in staff, board, crew leaders, and ambassadors.

TKO routinely collects and analyzes disaggregated data for all programmatic and operational work and uses the information in planning and decision-making. We have established regular feedback mechanisms and reviews to gather information on who participates in TKO programming and monitor results for alignment with DEI goals.

Mutually beneficial, accountable, and equitable partnerships exist with diverse organizations and leaders from communities experiencing disparities.

• 1. Initiate and develop relationships with local and statewide organizations. 
  2. Build complementary initiatives and collaborations with historically underrepresented communities.

 TKO’s decisions are systematically guided by equity considerations. We are committed to consider the questions: “who has privilege/bias? and who is left out?” in decision making.

TKO develops mechanisms to create and maintain accountability to its constituents.

1. 1. Solicit and review regular feedback on program experience and organizational decision-making.
   2. Build an outside assessment and feedback loop for the DEI spectrum analysis.
   3. Create a TKO webpage on DEI spectrum analysis and current initiatives to track progress across different components.

TKO values and reflects the voices, contributions, and interests of our diverse staff and stakeholders and has created systems, policies, and practices to maintain this organizational culture.

1. 1. Create and maintain feedback mechanisms for continuous development and growth in DEI.
   2.  Invoke change through policies and agreements that hold ourselves and our partners accountable to a culture of inclusion.