At TDV Global Inc., we believe in the importance of an EDI policy to 1) develop a full and compassionate understanding of our team members, clients, and partners; 2) to identify any barriers that hinder equity, diversity, and inclusion in our teams and in our work; and 3) to foster a safe and inclusive work environment, with concrete proactive and reactive measures. We want to openly commit to being serious about EDI with a policy that intends to be rooted in genuine purpose, intention, and follow-through, serving as a cornerstone of your organization's commitment to actively advancing EDI.
This EDI Policy applies to all who are hired by and who represent TDV Global (including employees, management, subcontractors, volunteers, etc.).
Equity refers to the fair and just treatment of all individuals, regardless of their backgrounds or social identities. It involves identifying and addressing systemic barriers and providing resources and opportunities to ensure that everyone has an equal chance to succeed and thrive.
Diversity encompasses the range of human differences, including but not limited to race, ethnicity, gender, age, sexual orientation, disability, religion, and socioeconomic status. Embracing diversity means recognizing and valuing these differences and fostering an inclusive environment that respects and celebrates diverse perspectives and experiences.
Inclusion involves creating a supportive and respectful environment where every individual feels valued, welcomed, and empowered to fully participate and contribute. It entails fostering a sense of belonging, removing barriers, and promoting equal access to opportunities, resources, and decision-making processes.
Equity, Diversity, and Inclusion (EDI) Policy
An EDI policy is a formal statement or set of principles that outlines an organization's commitment to promoting equity, diversity, and inclusion within its operations, practices, and culture. It provides guidelines and strategies to ensure equal opportunities, foster inclusivity, address bias and discrimination, and create a supportive and diverse workforce or community.
Bias refers to the tendency to favor or hold preconceived opinions or attitudes towards individuals or groups based on their characteristics, such as race, gender, or age. Bias can be conscious or unconscious and can result in unfair treatment or disadvantage for certain individuals or groups.
Unconscious bias refers to biases or stereotypes that exist without conscious awareness. These biases can influence decision-making, judgments, and behaviors, often unintentionally. Recognizing and addressing unconscious bias is essential for creating a more inclusive and equitable environment.
Representation involves ensuring that individuals from diverse and equity-deserving backgrounds are proportionately included and represented in various contexts, such as leadership positions, decision-making processes, and organizational structures. It aims to reflect the diversity of society and ensure that different voices and perspectives are heard and valued.
Intersectionality recognizes that individuals have multiple social identities and that these identities interact and intersect, leading to unique experiences and forms of discrimination. Understanding and addressing intersectionality is crucial for recognizing and addressing the complex and interconnected nature of inequities.
Continuous improvement refers to an ongoing process of learning, evaluation, and adaptation to enhance and refine EDI efforts within an organization. It involves regularly assessing policies, practices, and outcomes, seeking feedback from diverse stakeholders, and implementing changes to foster greater equity, diversity, and inclusion.