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DQC’s DEI policy was developed collaboratively by staff and based on best practices. It is fully supported by the organization’s Board of Directors and leadership team.

DQC is committed to maintaining a supportive and inclusive culture that encourages a diversity of identities and perspectives on our team and in our work. Each employee will be respected and valued—and able to give their best as a result. Employees will be supported and encouraged to develop their potential and use their unique skills and talents to strengthen DQC’s work.

We embrace our employees’ differences in age, color, disability, ethnicity, family or marital status, gender identity or expression, language, national origin, physical and mental ability, political affiliation, race, religion, sexual orientation, socio-economic status, veteran status, and other characteristics that make the individuals on our team unique.

DQC’s diversity, equity, and inclusion (DEI) policy is applicable—but not limited—to our practices and policies on recruitment and selection, compensation and benefits, professional development and training, and promotions. DQC is committed to the ongoing development of a diverse, equitable, and inclusive working environment, and this work is never complete.

Some of the ways DQC operationalizes our commitment to DEI include the following:

• Create opportunities for staff to increase cultural competency, evaluate systems for equity, and learn how to uncover and interrupt bias in the workplace.
• Maintain and seek the counsel of diverse voices on our Board of Directors.
• Continue building DEI practices into internal operations, including hiring, onboarding, staff retention, benefits, professional development, and growth pathways.