Grayson Grand Central Station

Equity Statement

Grayson Grand Central Station Diversity and Inclusion Policy

Grayson Grand Central Station (GCS) has a diverse, inclusive, and equitable workplace where all employees and volunteers, regardless of gender, race, ethnicity, national origin, age, sexual orientation, identity, education, or disability, feel valued and respected. We are committed to a nondiscriminatory approach and provide equal employment and advancement opportunities in our departments, programs, and worksites. We respect and value diverse life experiences and heritages and ensure that all voices are valued and heard.

We’re committed to modeling diversity and inclusion for the entire nonprofit industry and maintaining an inclusive environment with equitable treatment.

To provide informed, authentic leadership for cultural equity, Grayson Grand Central Station (GCS) strives to:

• See diversity, inclusion, and equity as connected to our mission and critical to ensure the well-being of our staff and the communities we serve.

• Acknowledge and dismantle any inequities within our policies, systems, programs, and services, and continually update and report organization progress.

• Explore potential underlying, unquestioned assumptions that interfere with inclusiveness.

• Advocate for and support board-level thinking about how systemic inequities impact our organization’s work and how best to address that in a way that is consistent with our mission.

• Help to challenge assumptions about what it takes to be a strong leader at our organization and who is well-positioned to provide leadership.

• Practice and encourage transparent communication in all interactions.

• Commit time and resources to expand more diverse leadership within our board, staff, committee, and advisory bodies.

• Lead with respect and tolerance. We expect all employees to embrace and express this notion in workplace interactions and everyday practices.

Grayson Grand Central Station (GCS) abides by the following action items to help promote diversity and inclusion in our workplace:

• Pursue cultural competency throughout our organization by creating substantive learning opportunities and formal, transparent policies.

• Generate and aggregate quantitative and qualitative research related to equity to make incremental, measurable progress toward the visibility of our diversity, inclusion, and equity efforts. Once the content is curated, it will be added to our website so others can access it.

• Improve our cultural leadership pipeline by creating and supporting programs and policies that foster leadership that reflects the diversity of American society.

• Pool resources and expand offerings for underrepresented constituents by connecting with other organizations committed to diversity and inclusion efforts.

• Develop and present diversity, inclusion, and equity sessions to provide internal information and resources to members, the community, and the nonprofit industry.

• Develop a system for being more intentional and conscious of bias during the hiring, promotion, or evaluation. Train our hiring team with equitable practices.

• Include a salary range with all public job descriptions.

• Advocate for public and private-sector policy that promotes diversity, inclusion, and equity. Challenge systems and policies that create inequity, oppression, and disparity.