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Diversity & Equity

We invest in our community through Girl Scouts. Our community represents every race, ethnicity, income level, sexual orientation, ability, and religion; reflects a spectrum of gender identity; and connects across geographic locations. By focusing our attention on community members who are furthest from racial, economic, and social justice, Girl Scouts can be an instrument of change, promoting equitable outcomes for all. We wholly commit to taking action to grow as an anti-racist and anti-oppressive organization so that, through Girl Scouts, our members are affirmed as they strive to make our community and world better. 

In order to put our mission into action, we’ve adopted the following strategies that serve as a guide for the work we do with employees and members.  

Strategy #1

Educate Employees and Volunteers on Topics of Diversity, Equity & Inclusion (DEI)

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Monthly trainings and workshops to educate and reinforce key concepts of Diversity, Equity, and Inclusion on topics such as cultural competency, anti-racism, ableism, classism, understanding gender identity, etc.

 

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Engage in caucus work with our employees to allow for the continued growth of employee understanding without harming marginalized communities.

 

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Virtual workshop series for volunteers on topics such as: how to talk to youth about race, allyship behaviors and addressing inappropriate comments, and empowering LGBTQ+ pride.

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Train employees and volunteers on conflict resolution skills, including how to interrupt biases when conflict arises, and tactics for mitigating those biases. 

 

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Create, institutionalize, and train on anti-discrimination policies for volunteers and troops with real consequences for discriminatory actions.

Strategy #2

Recruit Diverse Employees and Volunteers So that All Girl Scouts See Themselves Represented 

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Provide employee and volunteer training around engaging in strategies to reduce the likelihood of unconscious bias from occurring during the hiring and recruiting processes. 

 

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Create standardized resources for interview teams to evaluate candidates consistently and equitably to mitigate bias. 

 

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Partner and collaborate with departments and community partners to recruit and retain Girl Scouts and volunteers from underserved communities. 

 

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Develop and instill a philosophy of inclusion to help people feel a sense of belonging at Girl Scouts of Western Washington and strengthen employee and volunteer engagement.

 

Strategy #3

Be Responsive to Member and Employee Feedback

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Conduct regular DEI and employee engagement assessments.

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Send surveys to membership about their overall Girl Scout experience.

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Respond quickly and effectively to feedback from members and address concerns with an equity lens.

 

We are continually growing and learning, and plan to build on our strategies as we engage in this important work.

Social Justice FAQs