Anti-Racism and Inclusion Framework

The Insight Alliance Actively Works To Dismantle Oppressive Structures and Systems.

We acknowledge that social structures and systems in our country were built to marginalize and oppress people of color, women, LGBTQIA+ community members, people living with disabilities, immigrants and refugees, low-income individuals and folks who have experienced incarceration. We also acknowledge that Black and Indigenous community members have disproportionately experienced oppression, violence and racism.

Click here for a list of recommended readings or films that dive deeper into the issues of oppression and racism and how they’ve shown up in our country.

Our Hiring Process and Practices

The Insight Alliance follows a strict non-discrimination policy in our hiring practices and in the work place. Additionally, we have moved away from a traditional hiring practice, meaning we:

  • Do not ask for a detailed work history from candidates

  • Welcome people who have experienced incarceration

  • Make sure our interview teams are racially diverse

Ongoing Training for Team Members

Our budget includes an annual professional development fund for all team members. Additionally, we are committed to hosting at least one organization-wide training focused on topics of anti-racism and inclusion each year.

Fund Development

  • Not appeasing people in power because they can fund us 

  • Identifying ways to raise funding through diverse sources

  • Not exploiting those we work with and serve

  • Engaging voices of program participants in fund development efforts

Our Culture and Workplace Policies

We provide living wages to all employees and follow a clear, transparent pay scale.

  • Flexibility around childcare/schedules 

  • Our physical space being inclusive

  • Being accommodating to various needs

Leadership Composition

We are committed to making sure that the key decision makers within our organization (Directors and Board Members) are diverse and include BIPOC voices. Our goal is for 50% or more of our leadership (directors & board members) to identify as Black, Indigenous, or as a person of color.

Our Programs

We are working to offer culturally appropriate programming by diversifying our staff and teachers, organizing classes and services that are culturally-specific and utilizing a curriculum that has been developed with an anti-racism and inclusion lens.

  • Compensating participants when they speak at our events

  • Finding ways for participants to engage in the development of materials like the curriculum

  • Recognizing the importance of language access, we deliver our programs in Spanish through bilingual facilitators.