The Transitions Collective stands against racism, sexism, homophobia, transphobia, ageism and discrimination against people who are differently-abled. We’re working to develop and implement strategies within the business to help dismantle systemic issues against marginalized communities.
The Transitions Collective’s core message and mission is rooted in helping women and mothers to have the freedom and flexibility that they want in all aspects of their lives – self, family and work. But working on reaching your own version of this freedom and flexibility is a privilege and often impossible to do when you’re battling systemic issues and bias.
Below is our commitment and statement to incorporate diversity, equity and inclusion into our business so that we can address systemic issues along with individual support.
This is a work in progress, and we’ll continue updating as we learn and grow.
CORE BELIEF + MESSAGE:
Everyone deserves the opportunity to have the freedom and flexibility that they want in all aspects of their lives – self, family and work.
ZERO TOLERANCE FOR:
- Racism, sexism, ageism, able-ism, homophobia, transphobia
LEARNING AND EDUCATION
We commit to undergo DEI training in 2021 to support with learning:
- How to be more inclusive of diverse voices overall
- How to make our content and curriculum more inclusive and ensure that it acknowledges systemic issues
- Where and how to better vet more diverse members and clients
- Where and how to better vet more diverse team members
OPERATIONS + TEAM BUILDING
Representation: Photos on our website and social media will showcase diverse individuals and individuals who are part of marginalized communities – beyond tokenization – to reflect that all are welcome and included.
We also commit to auditing our operational resources to spend 20 to 30 percent of our budget toward businesses owned by individuals who belong to marginalized communities.
Hiring: As The Transitions Collective grows, we commit to actively seeking and hiring a diverse team.
Currently (2021): 1 full time employee (Mary Clavieres, CEO + Founder), 4 part time contractors (3 female, 1 male, 1 Person of Color, 3 white).
- Add a DEI statement to job posts.
- Post the listing on job sites geared toward BIPOC and marginalized communities to increase visibility of opportunities. We will use this list as a guide to start and will continue seeking other resources: https://breezy.hr/blog/top-20-job-boards-diversity-hiring
COMMUNITY MEMBERSHIP, CLIENTELE AND SUPPORT
As we work on bringing in guest speakers and sharing resources with our members and clients, we commit to showcasing resources by individuals who are part of marginalized communities.
We’ll also vet resources that we use for our own training to ensure they tackle and address systemic issues.
We’ll vet partners to ensure they’re values aligned and have also committed to being anti-racist, anti-sexist, anti-ageist, anti-homophobic, and anti-transphobic.
Partners who extend an invitation to Mary to speak, will be asked about the percentage of BIPOC and diverse individuals who are spotlighted on their respective platform (podcast, panels, keynotes, blogs, etc.) and Mary will only accept the invitation if people of color and people from marginalized groups are included beyond tokenization.
Service providers, educational resources, communities/groups we join as a company (as well as Mary as an individual) will be vetted for diversity, equity, and inclusion before we sign on with them
- Do they have a DEI policy? Will they share it?
- What percentage of participants are BIPOC?