Justice, Equity, Diversity, Inclusion

Spring 2021 Recommendations (Priority List)

One emergent theme of the 2020-2021 committee was the need to focus on internal equity and the staff experience, recognizing class differences as a core longstanding issue in the organization. Many of the full 11-page list of recommendations are focused on internal JEDI, understanding that external action must emanate from a strong core. All recommendations were approved in principle by the Board and Senior Leadership, with a focus on committing to the following list of priority actions:

• Senior Leadership Team (SLT)
  • Create and commit to a system for consistently sharing SLT discussions and decisions with the wider team, with opportunities for input and feedback
• Managers
  • Make space for regular meetings with teams (provide a space for peer support and accountability for reporting back on issues)
• Human Resources
  • Strike a “People & Culture” committee that has access to an HR consultant, with well-rounded representation of all staff
  • Hire an internal HR person to focus on people, culture, and retention / address relationship between “upstairs and downstairs” staff
  • Consider re-hiring a contract HR consultant to build out JEDI policies and culture
  • Create and execute a plan / clear and coherent system for annual reviews, regular feedback (tools/system for all staff to have input), and staff engagement/development
  • Create a clear and consistent system for hiring and welcoming staff (that is specific to remote / Cortes staff)
• Staff Development
  • Facilitate space for staff to share their concerns actively and often
  • Provide training for managers so they can support staff growth and career development
  • Host an in-person JEDI committee taster/orientation for all staff
  • Host an all staff (weekend) facilitated retreat at Hollyhock with accommodations, meals, etc. (Give staff the guest experience)
• Wages & Benefits
  • Provide living wage
  • Review wages/salaries with JEDI lens (e.g. across systems of oppressions and review total compensation), and correct unfair compensation
  • Give extended health benefits to all or more staff
  • Provide free food and meals for staff on campus. Allow staff to take extra meals from the fridge for free, and/or determine staff meal time after guests. Make sure staff have access to one meal during their shift.
• Campus
  • Create a staff space
  • Do an accessibility audit of the campus (include accessible bathrooms)
  • Invest time and effort into vendor partnerships that support local entrepreneurs and organizations and to model equity work and learnings
  • Do a sustainability audit of the campus and strike a sustainability committee to create more policy around sustainability
  • Find ways to make travel to Cortes more accessible (e.g. shuttle from Vancouver)
• Programs
  • Audit presenters and develop a baseline of equity training (ie. land acknowledgement, gender pronouns, etc) – Prioritize accountability, healing, and sharing over “othering” and cancelling
  • Gift the campus to an organization dedicated to equity for one week each year (Liberation Week)
  • Commit to posting all virtual material online (build a library)
• Communication & Community
  • Post values statement and create JEDI portal on the website
  • Do assessment on our marketing to make it more accessible
  • Participate in Cortes Day and/or other island community events (ie. Friday market)

Spring 2020 Recommendations

• Virtual Accessibility
  • Record a detailed how-to video and written document for audience members who are new to Zoom
• Staff
  • Increase number of Wellness Days available to staff working during the pandemic

Fall 2019 Recommendations

• Accessibility
  • Purchase additional golf cart, or allow pre-booking free use of golf cart for non-ambulatory guests. If this is not possible, consider recycling bins at kitchen deck; reducing the use of golf carts by kitchen staff.
  • Provide an extra radio for guests with walker/wheelchair/cane to use. This could be facilitated by a ride request policy for guest services/hosting to respond when needed.
  • Address physical accessibility in the new Campus Plan, consider accessibility retrofitting all doorways and stairs/ramp access
  • Offer a discount to those with medical mobility issues
  • Create a standard policy for service animals on campus.
  • Build day-use fee into the tuition fee
• Tipping Policy
  • Review and amend the tipping policy with an equity lens, to maximize the proportion of tips received by employees directly contributing to the guest experience
• Community
  • Opening the lodge throughout the winter for use by the Cortes Island community

Spring 2019 Recommendations

• Hiring & Wages
  • Adopt an affirmative action or employment equity hiring policy
  • Review and create a standardized wage policy
  • Commit to becoming a living wage employer
• Education
  • Include DEI education in the All-Staff retreat
  • Schedule a Gender 101 Workshop for outfacing staff, open to all staff
• Accessibility
  • Turn the men’s dorm into a mixed dorm for all genders
  • Make tent rentals available