DEIA for All Spaces

Problem

Diversity, equity, inclusion, & access (DEIA) are basic standards every American and every human deserves. From corporations to education, DEIA isn’t prioritized as much as it needs to be in any sector. In corporate settings, movements towards diversity, equity, inclusion, and access are often reactive rather than proactive. DEIA leadership is often lacking and minority employees are frequently tokenized. In education systems, faculty not being representative of student populations can be damaging to both student self-esteem and the cultural responsiveness of the curriculum. There’s a lack of intersectional coursework, and tenure makes it difficult for teaching staff to be held accountable for DEIA efforts. DEIA benefits all of us. Diversifying the US workforce could lead to up to a 26% increase in GDP, and diverse management can increase a company's revenue by as much as 19%. It's time for our workplaces to represent and be welcoming to all of us. 

Our Plan

Government: 

• Appoint a DEIA commissioner for NY-10, who will advise on key issues brought forth by constituents and congress and work with leaders of minority communities to develop sustainable solutions to longstanding DEIA problems.

  • Enable the DEIA Commissioner to implement Chief Diversity Officer training for businesses and corporations in the district. 

  • Enlist the help of an external agency to measure the effectiveness of DEIA initiatives 

• Implement community health programs to support the mental health of minority groups in the district.

• Offer leadership opportunities for mentorship and relationship-building and host events to build community networks amongst minorities. 

Business 

• Require businesses to join the Coalition of Equitable Businesses and Corporations, which vets business and rates them according to whether the corporation has a DEIA executive, whether employees undergo comprehensive training with proven accountability, and whether there is statistical evidence to support the company’s efforts.

  • Incentivize businesses within CEBC to appoint employees dedicated to DEIA as DEIA sponsors who could serve as internal leaders or as liaisons between current CEBC businesses and external groups. 

  • Encourage the CEBC to aid unemployed and formerly incarcerated individuals in finding employment. 

• Implement mandate-to-serve using an anonymous program for employees to report on training 

• Require behavior-based training. 

Schools 

• Advocate for the following list of demands to be met at schools in NY-10.

  • Schools must hire a Dean of DEIA with access and the decision-making power needed to be able to fully assess a problem and make concrete structural changes. This dean must have a dedicated staff and should have a direct reporting line to the Dean. 

  • Reporting on student populations must be transparent. 

  • Implement a mandatory 1.5 unit course for all students on power, race, oppression, and privilege.

    • Provide more support for diversity coalition student organizations, including dedicated spaces for minority students, more funding that is easily accessible, and more access to high-level administration and decision-making processes 

  • Integrate digital literacy curriculum in K-12 schooling so that every student is equipped to navigate our rapidly changing digital world. 

  • Provide free extracurricular activities to every student for emotional, personal, and intellectual growth. 

This Matters

No community is safe unless everyone feels safe. Diversity, equity, inclusion, & access are essential for the health of our businesses and schools both small and large. Without sustainable solutions, workers and students continue to be undermined, underrepresented, and ignored. When we prioritize DEIA, the environments in which we work, the country in which we live, and the communities that we call home will all be benefitted.