Diversity, Equity, Inclusion & Belonging (DEIB) Commitment Policy

PURPOSE

At Big Brothers Big Sisters of Eastern Newfoundland (BBBSEN) diversity, equity, inclusion, and belonging (DEIB) are foundational to who we are and how we work. We are committed to creating an organization where differences are recognized, valued, and reflected in our programs, policies, and everyday practices.

We intentionally work to remove systemic barriers and advance equitable access so that every young person, mentee, mentor, employee, board member, and volunteer feels respected, supported, and able to fully participate. We foster inclusive and psychologically safe environments where people are welcomed as their authentic selves and where lived experience is honored as expertise.

Our commitment to DEIB requires ongoing learning, reflection, and accountability. We listen to the communities we serve, examine power and privilege, and continuously adapt our approach to ensure our work is responsive, accessible, and culturally relevant. Through this commitment, we strengthen our relationships, deepen our impact, and contribute to a more just and inclusive community for all.

Policy

Big Brothers Big Sisters of Eastern Newfoundland is committed to advancing Diversity, Equity, Inclusion, and Belonging across all aspects of our work.

We recognize that young persons, mentees, mentors, employees, board members, and volunteers bring diverse lived experiences shaped by intersecting identities, including race, ethnicity, Indigenous identity, gender identity and expression, sexual orientation, neurodiversity, ability, age, religion, language, immigration status, and socio-economic background.

BBBSEN is committed to:

  • Creating environments where young people, mentees, mentors, employees, board members, volunteers and stakeholders feel safe, respected, and genuinely belong
  • Identifying and removing systemic, structural, and attitudinal barriers
  • Ensuring fair, inclusive, and transparent practices in governance, employment, volunteering, and service delivery
  • Embedding DEIB into our culture, policies, programs, and decision-making
  • Committing to ongoing learning and continuous improvement

Discrimination, harassment, and exclusionary behaviour are not tolerated

Procedure

At BBBSEN we foster and promote diversity, equity, inclusion and belonging. We know that having a diverse work environment and organization, where everyone feels included, supported, and safe to bring their full authentic selves to work increases engagement, creativity, productivity and creates a welcoming, respectful, safe, healthy, and inclusive workplace.

1.Governance and Accountability

BBBSEN Board of Directors

  • Approves this policy and provides oversight of its implementation.
  • Ensures DEIB considerations are reflected in strategic and operational planning.
  • Receives information or updates, as appropriate, from the Executive Director on DEIB-related risks or trends.
  • Participate in required DEIB-related learning and development opportunities.
  • Supports accountability and continuous improvement related to DEIB commitments.
  • Intentional recruitment of diverse perspectives and voices on the Board.

Executive Director

  • Leads the implementation of this policy across the organization.
  • Supports the intentional recruitment of diversities in employees.
  • Ensures DEIB principles are integrated into organizational strategy, operations, and organizational culture.
  • Responds appropriately to concerns or incidents related to discrimination or exclusion.
  • Reports to the Board, where appropriate, on DEIB-related risks, trends, and progress.

Employees and Volunteers

  • Uphold respectful language and inclusive conduct in all interactions.
  • Participate in required DEIB-related learning and development opportunities.
  • Contribute to environments where children, youth, and families feel welcomed and experience a sense of belonging.

2. Inclusive Practices

BBBSEN is committed to inclusive practices across employment, volunteering, and service delivery. Recruitment and outreach processes will use inclusive and accessible language, gender decoder and neutral pictures on all job posts. Maintain equitable and transparent selection practices. Provide reasonable workplace adjustments and accommodations to support full participation in the interview process while ensuring National Standards are followed. Practices will be reviewed as per legislation or BBBSC standards to identify and address any potential barriers.

Programs and services will be designed and delivered in ways that reflect the diversity of the communities we serve. BBBSEN will centre the safety, dignity, and lived experiences of children, youth, and families, and will use culturally responsive, strengths-based, and trauma-informed approaches in program design, matching, and support.

BBBSEN will ensure ongoing DEIB learning opportunities for board members, employees, and volunteers, and will integrate DEIB learning into onboarding and professional development activities to support continuous improvement.

3. Reporting and Response

This policy will be reviewed by the Executive Director and the Board of Directors every four (4) years, or sooner if required due to changes in legislation, updates to Big Brothers Big Sisters of Canada (BBBSC) standards, or organizational needs.

As part of the organization’s commitment to continuous improvement, the Executive Director will lead ongoing efforts to strengthen DEIB practices. This includes reflecting on organizational experiences, trends, and lessons learned; considering relevant feedback from employees, volunteers, board members, and community partners; and monitoring emerging best practices relevant to youth-serving and volunteer-based organizations.

These efforts will inform decision-making and continuous improvements to policies, practices, and programs.

Concerns related to discrimination, harassment, or exclusion may be raised through established BBBSEN reporting channels, and Executive Director. All concerns will be addressed in a timely, respectful, and confidential manner and in accordance with existing complaint, conduct, or projected disclosure (whistleblower) policies. Retaliation against individuals who raise concerns in good faith is strictly prohibited.