INCREASING EDI: INDIVIDUAL ACTIONS

DIVERSITY
•Audits: membership, age, promotion, pay, position
•Anonymous hiring, interviewing
•Quotas + timeline for positions
•Quotas for short lists (“Two in the pool rule”)
•Go beyond internal referrals
•Outreach to communities outside of the “same old”
•Style guides for representation on public facing materials
•Co-sponsorships, co-presentations, partnership with community organizations
•Scholarships
•Creating a fund for marginalized communities
•Portion of proceeds / donations toward fund; donation challenges
•Sliding scale fee structures
•Limited number of pro bono cases
•Cross-subsidization practices

EQUITY
•Redistributing resources within network
•Membership subsidies or comps
•Centering margins for programming, professional development, sourcing
•BIPOC referral lists
•BIPOC author reading lists
•Policy for prioritizing referral/collaborations with marginalized colleagues
•Awards for integrating EDI

INCLUSION
•Support for resource/affinity groups
•Mentorship and job-shadowing programs
•Tracking speaking time at meetings
•Systems for rotating co-chairs, directorship terms
•Knowledge exchanges to showcase small and large changes
•Email signature pronouns / zoom pronouns