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Diversity Equity and Inclusion

Chill is dedicated to representing and working towards increasing the inclusion and belonging of youth we serve throughout the boardsport and outdoor industries. We do this through education, movement, and advocacy in partnership with youth’s communities. We undertake this work with the understanding we are still learning, growing, and finding our voice in a world where so many voices still need to be heard.  

We take action through our philosophy of Ride, Inspire, Lead. We ride together by making opportunities for communities and people who have not had the chance to be introduced to boardsports. We grow together by amplifying voices and creating a core value-based curriculum with the incorporation of social, racial, and climate justice. We lead together by breaking down barriers in the outdoor industry, redefining social norms, and empowering youth beyond the borders of the Chill experience through career exploration. We prioritize diverse recruitment, hiring, and retention at all levels within the organization. Driven by our commitment to do better, we see boardsports as a unique and impactful vehicle of empowerment for our youth, staff, and community.  

We pledge to be up front about the current setting and progress toward goals that address diversity, equity, and inclusion within our staff, board, partners, and youth we serve. Please see our DEI approach and our DEI dashboard below to help ensure our accountability with specific and actionable goals and hold us to it.  

Our DEI Collaboration Model

At Chill we take ownership of our progress and place in this work. We are taking a more decentralized approach to DEI rather than a traditional “DEI Team.” What does decentralized DEI look like? It is broadening the approach across all departments by spreading resources and accountability. Relying on one team to balance out inequities can limit voices and belonging.  DEI teams can be incredibly beneficial, but it is crucial to get on the same page when it comes to Diversity, Equity, and Inclusion with more foundational work. This innovative approach will include one person from each department working as an Equity Collaborator. Equity Collaborators will empower their team and open a more organized means of communication with other departments to keep a steadier flow of growth, heightened accountability, and giving a seat at the table for all voices. This approach is centered around the idea of changing the culture for the people: not changing the people for the culture. Inclusion is the link in DEI work: all voices must be represented for long lasting and impactful change.  

Chill DEI Dashboard

Staff

Metrics and Progress to Date:

 

In Progress

  • Staff demographics as of 2021 and 3-year targets (demographics to be updated during October 2022 update):
    • Facilitators & Coordinators:
      • 47% identified as woman, non-binary, genderqueer, gender fluid (3-year goal: 50%+)
      • 33% identified as BIPOC (3-year goal: 50%+)
      • 27% identified as LGBTQ+ (3-year goal: 15%+)
    • Management & Leadership:
      • 62% identified as woman, non-binary, genderqueer, gender fluid (3-year goal: 50%+)
      • 8% identified as BIPOC (3-year goal: 50%+)
      • 16% identified as LGBTQ+ (3-year goal: 15%+) 

Implemented and/or Completed

  • Changed job description language to drive inclusivity (including advisement from consultants specializing in DEI in 2020): Completed 8/20; reviewed 4/22 
  • Target outreach to BIPOC candidates:  Started 6/20
  • Set diversity measurements across multiple demographics: Completed 8/21 (see above) 

Metrics and Progress to Date:

 

In Progress

  • Track effectiveness of onboarding and training as measured by new staff survey. 

Implemented and/or Completed

  • New staff survey developed thru Culture Amp (conducted 5-weeks from start dates), launched April 2022 
  • Develop and implement onboard training incorporating education with all teams:  Round 1 completed 9/20, re-onboarding for programs team completed 4/21 upon return from furlough/temporary layoffs due to Covid-19. 

Metrics and Progress to Date:

 

Implemented and/or Completed

  • BIPOC, Gender Identity and Expression, Sexual Orientation Affinity group development: Launched by Burton JEDI team, complete and continued by Burton JEDI team 

Metrics and Progress to Date:

 

Implemented and/or Completed 

  • Launched 7 Week Racial Equity Challenge: Completed 3/21; relaunched 4/21 for additional staff members 
  • 6 expert facilitations of DEI topics: Completed 9/21 
  • 90% learning objective obtainment: Accomplished  

Metrics and Progress to Date:

 

Not Started 

  • Develop staff initiatives based on stratified inclusion data where feasible: Not started; Summer ’22 projection driven by People & Culture, SLT, and additional DEI Facilitators 

Implemented and/or Completed 

  • Evidence-informed survey determined and customized: Culture Amp selected (completed 10/20) 
  • Launched as Demographics only survey: June 2021, complete, 100% response rate 

Metrics and Progress to Date:

 

Not Started 

  • Update norms in late 2022/early 2023. 
  • Publish group values online:  Not started, complete following updating of norms 

Implemented and/or Completed 

  • Revamped Chill group norms in 2021, incorporating perspectives of all current staff: Staff foundational values developed with consultant April ’21 

Metrics and Progress to Date:

 

In Progress 

  • Decentralize DEI Team: develop process for shared accountability across all staff 
  • Working meeting held every two weeks with Burton and Chill. 

Metrics and Progress to Date:

 

Implemented and/or Completed 

  • DEI Goals updated every April and October: Dashboard updated October 2021, April 2022
  • DEI Goals reevaluated every April: Re-evaluations occurred April 2022 and changes are reflected in this dashboard. 

Youth

Metrics and Progress to Date:

 

In Progress 

  • Program Equity audit August 2021 by Circle Corps; changes to curriculum based on recommendations in progress 
  • Implement equity audit recommendations for pilot in Fall 2022, with feedback solicited from program staff after action 

Not Started 

  • In alignment with strategic planning process, determine goals and FY24 budget for 3rd party consultation of further curriculum development with inclusivity and equity at the forefront
  • Monitor and evaluate progress thru CQA and Agency Lead Survey: Not started, start May 2023 pending curriculum changes 

Metrics and Progress to Date:

 

In Progress 

  • Identify inequities through annual data review, develop program improvements based on data (ongoing)   

Not Started 

  • Age based programming to be launched 2022 based on evidence-based protocols and Chill youth data (report developed in house); consider setting targets for gender-based programming to launch in 2023 based on research and 3rd party consultancy. 

Implemented and/or Completed 

  • Data collected, stratified, and analyzed 3 times per year, collect 4 self-identifying demographics datapoints thru Youth Survey: published 3x per year in Chill Key Performance Indicator Report (internal use).  

Metrics and Progress to Date:

 

In Progress 

  • Fall 2021: 
    • High rates of belongness across all youth in aggregate: 87% of youth reported that they feel like they belong at Chill.
    • Less than 5% disparity by gender identity and age
    • BIPOC youth reported a higher level of belongness than White youth by a 15%+ margin – assess for snow and annualized in May 2022 

Metrics and Progress to Date:

 

In Progress 

  • Develop Evolution strategy, as integrated component of strategic planning in 2022; define Evolution and inform high level goals, outcomes, and multi-year initiatives 
  • Develop Explore manual including program delivery and operations (Projected completion: May 2022) 

Implemented and/or Completed 

  • Launched JBC Evolution Fund
  • Increased hours for coordinator roles 
  • Identified possible uses of JBC Evolution Fund dollars for 2021/22 
  • Prioritized Snow Explore program expansions (4/21); Determined the 7 sites for Snow Explore programming (10/21) 
  • Developed new Explore program evaluation tool (10/21)  

Ambassadors and Program Mentors

Metrics and Progress to Date:

  

Implemented and/or Completed 

  • Collect demographic data through self-identification questions on Chill forms: started ‘20
  • Determine baselines, set diversity goals, monitor, and evaluate:
    • FY25 3-year target: 60%. representation across ambassadors
    • 2021, 40% of Chill’s ambassadors self—identified as BIPOC, women and/or LGBTQ+.
    • Fall 2022, 67% of Chill’s ambassadors self—identify as BIPOC, women and/or LGBTQ+.  

Metrics and Progress to Date:

 

In Progress 

  • Meet with two different 3rd party experts to determine best alignment with Chill goals and approach (4/22) 
  • Develop training to implement by November 2022 for incorporation into Snow programs
  • Deliver an in-house workshop on “Creating Brave Space” at program (5/22) 

Implemented and/or Completed 

  • Pilot inclusion training of Snow Program Mentors within Snow Equity Collective, a partnership of snow focused youth development organizations: Pilot completed 10/2 
  • Develop more inclusion Program Mentor trainings in partnership with Snow Equity Collective: 9 sessions completed
  • Host 10 sessions in 2021 with Chill staff, Chill Reps, Chill program mentors, and instructors: Started May 2021 

Partners and Vendors

Metrics and Progress to Date:

 

In Progress 

  • Data collection thru payment portal began Summer 2021; will set targets once baseline data is finalized in 2023.  

Implemented and/or Completed 

  • Determine baselines, set diversity goals, monitor, and evaluate: Completed and within Chill KPIs 

Not Started 

  • Research and develop best practices and resources on recruitment of diverse Chill partners, vendors; development of equity goals around local communities shifted from 2022 to 2023 

Development

Metrics and Progress to Date:

 

In Progress 

  • Include language on event marketing materials informing stakeholders who can’t afford to attend that scholarships are available – ongoing
  • Raise new grants to specifically support Chill’s DEI training efforts - ongoing
  • Maintain commitment to having a diverse development committee
  • The Development team commits to continual learning and education / finding additional ways of authentically incorporating DEI into our work on an ongoing basis – ongoing  

Implemented and/or Completed 

  • Use person-first language in communication with donors. 
  • Identify BIPOC stakeholders to author Chill fundraising solicitations
  • Commit to DEI being a standing agenda item on monthly team meetings 
  • Create a dedicated channel within Teams for development DEI resources 

Marketing and Communications

Metrics and Progress to Date:

In Progress  

  • Use testimonials and photos from BIPOC youth for marketing projects (annual report, website, social media, video)
  • Include a truthful representation of the diversity across programs, staff, and partner agencies including geography, ethnicity, socio-economic and cultural background in marketing content
  • Use ethical storytelling practices by giving youth opportunities to provide first person voice and agency in their representation 
  • Consider youth as playing a significant role in our target audience 

Implemented and/or Completed  

  • Develop a policy and guidelines for how long images and stories are used by Chill and our partners (to avoid exploiting or tokenizing youth)

Metrics and Progress to Date: 

In Progress  

  • Include acknowledgement that historically there has been a lack of diversity, equitable access, and inclusivity in the boardsports community in messaging.
  • Highlight the work Chill is doing to change the lack of diversity and inequitable access to boardsports in marketing content and communications
  • Depict Chill’s youth participants from a place of strength (vs. deficit), by abstaining from over-generalizations, stereotypes, or assumptions about their backgrounds, family life or personal challenges.

Metrics and Progress to Date 

 

In Progress  

  • Whenever marketing conducts an RFP process, proactive efforts to include BIPOC vendors will be made.
  • Whenever hiring media capture vendors, proactive efforts will be made to include BIPOC vendors and consultants.

Metrics and Progress to Date:

 

In Progress  

  • DEI Audit on new website conducted by a consultant April 2022
  • Alt text on the website (will be implemented throughout new website FY22)
  • Produce a new headliner video that centers the work we do at Chill in a more equitable way. (FY23)

Implemented and/or Completed  

  • Capitalize the first letter of each word in hashtags (started FY19, ongoing)
  • Image alt text descriptions on social media (start FY21)
  • Captions on videos (started 2019) 
  • Mentions/hashtags at the end of captions (include at the end where feasible, started FY21)
  • Captions as short as possible. A focus on maximizing color contrast in visual media for better readability 

Finance

Metrics and Progress to Date:

 

Implemented and/or Completed 

  • Share or present quarterly financials after each Finance Committee session with Chill staff (started 2021)
  • Share or present annual 990 after approved by Finance Committee with Chill staff (started 2021)

“I’ve learned that you can never really enjoy anything if you’re alone. You can’t share your stories or the things that bring you joy, you can’t have arguments or differing opinions with yourself, you can’t share your happiness. Chill was a small but hardy force in my life as I was entering adulthood, and it has been a continuous gnawing in the back of my head telling me to be better for me, and to show up for myself when I wouldn’t before.”

Meidan, Chill Vancouver Alumni

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