DRW’s Diversity, Equity and Inclusion (DEI) Philosophy Statement

DRW recognizes that the disability rights movement is inseparable from the human rights movements for racial, economic, and gender equity. We recognize that people with disabilities must be at the forefront of any successful fight for justice.  Our work is rooted in the firm belief that all people deserve respect, dignity, and self-determination.

DRW understands that all types of oppression are interlocking and that prejudices which harm people with disabilities are compounded based on race, ethnicity, immigration status, gender, sexual orientation, and socio-economic status. We value collaboration across movements as key to dismantling ableism, racism, sexism, xenophobia, homophobia, and transphobia within our organization, the disability rights movement, and the broader society. To learn more, visit our Collaborations page.

Commitment to Diversity, Equity, & Inclusion

We commit to centering the priorities of people with disabilities with diverse backgrounds and identities and acknowledge multiply-marginalized groups have historically been under-represented in the disability rights movement.

DRW’s work will be informed by the following principles:

  • People with disabilities, including from low income backgrounds, diverse racial and ethnic backgrounds, immigration status, LGBTQ, who are currently or were formerly incarcerated, and all other marginalized backgrounds must be able to participate and lead a diverse disability rights movement.
  • People with disabilities have a right to pursue their dreams without the limits of others’ low expectations.
  • People with disabilities have the right to make decisions about their bodies and lives, including family planning.
  • People with disabilities have the right to fully access and participate in public life.
  • People with disabilities deserve to create, be represented in, and access all forms of media, regardless of communication needs or technology requirements.
  • People with disabilities have a right to fair and equal opportunities to advance economically.
  • People with disabilities must have access to culturally relevant and trauma-informed services.
  • People with disabilities have the right to personal safety, freedom from abuse, and effective response to crisis.

These guiding principles are not and may never be exhaustive. We choose to openly engage in an ongoing process of active learning and growth.

Legacy

DRW has established an internal Diversity, Equity, and Inclusion Committee to ensure our ongoing accountability to this work in our organizational practices in hiring, workplace management, governance, systemic advocacy, and media production.

 


DRW’s Diversity, Equity and Inclusion Goals

  1. Accessibility
    Constituents, employees, and volunteers will report that facilities, services, meetings, documents and events are accessible to their full extent in DRW work and activities.
  2. Accommodation
    Constituents, employees, and volunteers will receive the accommodations they need for full inclusion in DRW work and activities. DRW will be responsive to individual’s requests for accommodations in DRW work, meetings, and events.
  3. Advocacy Services
    Beneficiaries of DRW’s advocacy will demonstrably reflect or exceed the racial, ethnic, disability diversity found in Washington communities.
  4. Board and Advisory Council Diversity
    DRW’s Board and advisory councils will demonstrably reflect or exceed the racial, ethnic, and disability diversity found within Washington by the end of 2019.
  5. Communications and Outreach
    How we present DRW to the public will reflect our commitment to diversity, equity, and inclusion.
  6. DEI Friendly Procurement
    DRW procurement practices will prioritize doing business with individuals and entities committed to diversity, equity, and inclusion.
  7. Fair Employment Practices
    Constituents, employees, and volunteers will report employment practices being fair, transparent, and consistent with DRW’s vision and values for diversity, equity, and inclusion.
  8. Hiring and Retention
    DRW’s workforce will demonstrably reflect or exceed the racial, ethnic, and disability diversity found within Washington by the end of 2020.
  9. Job Promotions
    Employees in supervisory and/or director positions will demonstrably reflect or exceed the racial, ethnic, and disability diversity found within Washington by the end of 2020.
  10. Public, Data Driven Accountability
    DRW will have a comprehensive, up-to-date Diversity, Equity, and Inclusion Plan with performance measures. This will include systematic collection, disaggregation, and publication of data and a customized means for self-assessment. This Plan will be updated regularly and monitored for efficacy.
  11. Training
    Employees and volunteers will report receiving the training and resources necessary for performing their roles in DRW’s Diversity, Equity, and Inclusion Plan. This training will occur at hiring and on a recurring schedule afterwards.
  12. Work Environment
    Constituents, employees, and volunteers will report a safe, respectful, and inclusive work environment conducive to diverse people working successfully and cooperatively together. DRW work environment will be trauma-informed and foster cultural reciprocity.
  13. Trauma-Informed Services and Cultural Reciprocity
    Staff of DRW will make every effort to understand, accept, and use constituent’s cultural beliefs as well as personal and historical trauma to inform their work.