Diversity, Equity, Inclusion, and Accessibility (DEIA) – Our Commitment and Action toward Belonging
New York Center for Interpersonal Development, Inc. (NYCID) stands with all others for equity and justice. In denouncing racism, intolerance, and exclusion, we acknowledge that statements are not enough.
Our organization is taking action with a plan that sets forth actions that will promote and foster a culture that values diversity, equity, inclusion, and accessibility throughout the New York Center for Interpersonal Development and the diverse communities we serve in order to achieve our highest potential together.
We strive to create an organization where every person feels a sense of belonging. Where people feel loved and understood.
Our approach to achieving diversity, equity, inclusion, and accessibility is rooted in principles of equity. We have chosen to have an intentional but not exclusive focus on race as a way to address systemic racism, while also addressing other forms of oppression and exclusion. This equity approach will allow us to design policies, practices, and strategies that result in fair and equitable opportunities for everyone.
Our plan’s vision is to ensure diversity, as reflected in our leadership and throughout our workforce, offers a valuable range of experiences and perspectives. Our diverse workforce will be an essential asset for developing and providing health and human services that are culturally proficient to address existing and emerging health and social issues.
Further, we offer these definitions:
Belonging:
The sense of acceptance, inclusion, and love. Belonging is feeling supported and secure in our identity and that we can express our most authentic selves without judgement. Our committment to building community and nurturing personal growth is a committment to creating an organization filled with programs and opportunities for our team and those we serve to feel as a sense of belonging.
Diversity:
The range of human differences, abilities, experiences, and perspectives. At NYCID, we embrace these differences and strive to see each human being with respect for and appreciation of differences in gender, gender identity, age, national origin, disability, sexual orientation, ethnicity, socioeconomic background, family composition, education, learning styles, race, religion, and other dimensions.
Inclusion:
An organizational culture that fosters diversity, equity, support, and respect within every facet of organizational services and activities.
Equity:
Fair and just treatment, access, and opportunities for all people while building better outcomes for historically and currently disadvantaged populations.
Accessibility:
Giving equitable access to everyone along the continuum of human ability and experience. We strive to eliminate barriers and forge pathways for our team and those we serve to engage in life meaningfully. We respect and appreciate the diverse characteristics of every person and we strive to create an environment where everyone can make contributions.
“The opposite of racist isn’t ‘not racist.’ It is ‘anti-racist.’ What’s the difference? One endorses either the idea of a racial hierarchy as a racist, or racial equality as an anti-racist. One either believes problems are rooted in groups of people, as a racist, or locates the roots of problems in power and policies, as an anti-racist. One either allows racial inequities to persevere, as a racist, or confronts racial inequities, as an anti-racist. There is no in-between safe space of ‘not racist.”
― How to Be an Antiracist
Anti-Racist Position because of Systemic Inequities:
We know that there are policies built into systems that produce inequities even in the absense and/or awareness of individual biases. Some examples include, but are not limited to, racism, sexism, heterosexism, ableism, and ageism. We know that systems in which we operate can only be changed if the operators of the system actively seek to rewrite the policies that perpetuate the inequities. This requires an anti-racist approach to change.
Recent News
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