Políticas para 2024

09/10/2023 17:17

I wonder if the language we're using in the hiring section would make PP subject to discrimination lawsuits in the US, especially considering the recent Supreme Court ruling against affirmative action admissions in Universities. Can US candidates sue PP for discriminatory practices because we're a US-incorporated organization?

12/10/2023 02:04

The language and practice is designed to avoid this - this is why we say “ at least half of the people INTERVIEWED must be from Africa, Asia, Eastern Europe, or Latin America and at least half women.” rather than “at least half of the people HIRED must be from Africa, Asia, Eastern Europe, or Latin America and at least half women.” Using demographics to decide hiring would pose legal risks, but using demographics to create balanced interviewee pools is generally ok, as far as I know (recognizing that this can change)

17/10/2023 09:42

Have we got legal advice on this or is this something that we are not planning?

18/10/2023 06:28

I know that many other organizations set diversity goals for recruitment and this is often recommended as a best practice. I have never heard of legal issues with this, so I don't think getting legal advice is necessary.

Conversa com Alberto Ford

Alberto Ford

11/10/2023 07:26

Es mucho lo que PP ha hecho para profundizar la equidad y la inclusión en el interior de la organización. Apoyo todo eso. Un punto que me parece super importante es reconocer la diversidad de recursos que las y los miembros de PP ponen en juego. Aunque la cultura actual valora el recurso dinero sobre otros recursos, en PP debemos seguir esforzándonos por plantear equivalencias más justas, que reconozcan otros recursos como tiempo invertido, saberes locales y prácticas innovadoras. Muchas veces esos recursos vienen del Sur global de forma no monetizada y luego se monetizan en el Norte global (sin que el Sur vea los beneficios). Un ejemplo que traduce concretamente lo que estoy diciendo es que toda tarea rentada que realicen miembros de PP debe ser pagada de igual forma, independientemente de la región geográfica de la que proviene el miembro (esto para no replicar el modelo de producción de Nike, que localiza actividades en países del Sur global para pagar salarios más bajos).

17/10/2023 08:41

I just added a proposal to develop a new policy to set pay rates, in response to this comment: Pay Scale for Contractors

Comentário eliminado em 15/10/2023 18:19

People Powered

15/10/2023 18:21

You can find in the following link a video which provides a brief overview of the ''Diversity, Equity and Inclusion'' https://drive.google.com/file/d/1zpQN8ooWv9n7NFpX9MFBHwM7Lg1Q-4U-/view?usp=sharing

Conversa com Clara Bois

17/10/2023 09:30

Editado

Adjust the language in the long-term commitments to acknowledge non-binary people. For example: "At least half of our board and committee members, member organizations ... identify as women or non-binary".

Shoshana Lowe

18/10/2023 13:13

I think we can add non-binary to all mentions of women in this policy.

17/10/2023 10:05

Communications, events and meetings section should be revised to match PP's organizational capacity. For example, all the projects we developed with members so far had program materials in English. The final product was translated into other languages, but the materials and communications throughout the development process were in English. On interpretation, we have provided it according to demand, so we don't pay for translation when there is no demand for it. There will be situations in which we won't be able to support everyone's travel, accommodation, food and childcare costs for in-person events.

Ervyn Kaffah

19/10/2023 05:34

I think, one of potential problem if we working together in region (hub), is languages. When you held an onsite event in region, It would be more effective if you can translate some materials in national languages of the participants. The interpretator more likely. Thankyou

Conversa com daniel schugurensky

19/10/2023 05:50

Inconsistency in language.
The title says: "Diversity, Equity and Inclusion", but the next paragraph is only about equity and inclusion. Diversity is not a value.
I suggest either adding diversity to values, or have only 'equity and inclusion' in title of policy.

Ioana Sirca Belintan

23/10/2023 03:32

Hi Daniel, The paragraph indeed refers to two of our _explicit_ organisational values - equity and inclusion. Diversity is still an important value but perhaps not an explicit one. Many of our long-term organizational commitments speak to diversity, so I think we could keep it both in the title and as part of the general policy. If we wanted to add it as an explicit organizational value, this is something that we'd have to open up more broadly to the membership, staff and the board.

23/10/2023 09:07

Thank you Iona. My only suggestion is to have consistency between the title and the first sentence.
The title says 'diversity, equity and inclusion policy" and the first sentence says "our work is genuinely rooted in the values of inclusion and equity.". Given your comment, it may make sense to keep the first sentence as is and change the title to "Equity and Inclusion Policy". Aa you say, diversity could be added as an explicit value in the future (in this policy or somewhere else) after PP discussion.

23/10/2023 09:23

To clarify a bit more, I'm not sure that the issue is whether values are explicit or not. There are two related but different things here:
1) Our core organizational values: inclusion, collaboration, problem-solving, equity, learning (https://www.peoplepowered.org/about). Those are set and we decided not to change them this year.
2) Our diversity, equity, and inclusion policy. This is a policy that we decided to have, which does not depend on our core organizational values. We could (and arguably should) have this policy even if equity and inclusion were not core values.
I don't think we should change our core organizational values to incorporate every value from every specific policy, so I'm wary of heading in that direction here. It might be more helpful to cut the text on our organizational values (which is confusing because it only mentions 2 of the relevant values), and in this policy just speak directly on what we are doing.

Tarson Núñez

19/10/2023 05:56

A favor

In the comunications issue we mention that we have automatic translation to all our materials. But this kind of translation is not always accurate. Maybe we can try a colective effort to revise the translations in order to make them more eficient.

Colombina Schaeffer

19/10/2023 06:02

No estoy segura si se puede hacer por lo que señalan arriba de problemas legales en EE.UU. con este tipo de políticas, pero creo que no solo hay que ver de dónde son las personas que trabajan en PP (staff), sino que dónde están localizadas. Me parece que tener personas trabajando de distintos lugares es distinto a tener personas que son de un lugar, pero que viven, por ejemplo, en los países que suelen dominar este tipo de espacios. Un ejemplo: ser de Argentina y vivir en Londres o ser de Argentina y vivir en Mendoza. Creo que sería importante buscar variedad en la localidad de los miembros del staff PP.

Conversa com daniel schugurensky

19/10/2023 06:04

Potential inconsistency:
Under procurement: "Promote diversity, equity, and inclusion in terms of gender, race, sexual orientation, and people with disabilities"
However, the document also mentions several time the issue of regional inclusion (global south).

Mariana

22/10/2023 14:28

Could you explain a little bit more this point, Daniel? Do you mean that we are paying more attention/emphasis to geographical inclusion in some cases?