Bark is seeking members for our Equity, Diversity, and Inclusion Committee

For several years, Bark has been on a journey as an organization to establish our work more firmly into principles of Equity, Diversity, and Inclusion (EDI). While this work has become momentarily trendy in many white-led nonprofit communities, we acknowledge that the oppression we are addressing in society and in our own organization has been woven deeply into our fabric since its origins. We want our efforts to be lasting shifts in how we work together and align ourselves with other justice-led change.

To this end, we are asking the Bark community to help us build up an EDI Committee to help shepherd our organizational work. We are grateful to those volunteers and staff who were part of starting the first EDI Committee at Bark and their willingness to reset the committee with a more robust application process. We hope those members will take this opportunity to apply.

We have attached more information below. If this work speaks to you, please consider serving Bark’s efforts to protect Mt. Hood National Forest’s and its rivers by being part of a vital committee. Please send the attached application, filled out, back to Amy@Bark-Out.org by Friday, June 7th.

Thank you!
Nakisha and the Bark Board of Directors

Ideal membership size: 7 members

Bark Board Members (2)
Bark Staff Members (2, includes 1 member of outreach team)
Volunteers (2 to 3)
Community Partner (1)

 

Context: Bark is committed to develop cultural competency and work to end oppression in all levels of our work, including organizational development, staffing, and outreach (per GOAL 1.4 in Bark’s Strategic Plan). The Board is determined to drive this work, and the creation of a committee and all appointments to it on Equity, Diversity and Inclusion (EDI) is considered a necessary component to do so.

Specific roles of this committee include: (This committee is a working committee).

Coordinating and tracking activities and resources that drive EDI within Bark and the communities we work with.
Provide and follow through on systems of accountability.
Establish, practice, and provide support for actions that weave EDI work into the center of all things Bark does. Prioritizing work of staff, while also considering what types of actions and activities the committee does outside of staff work.
Engage in conflicts concerning EDI.

 

Terms: Initially, one of each of the same type of member’s terms are staggered, one at 12 months, and the second at 18 months. After the initial terms are served all terms will be 18 months.

 

Qualifications (all positions require an application):

Some level of experience (including lived-experience), willingness, and ability in to engage in a challenging environment in an intentional and thoughtful manner.
Ability to assist with expanding skills and EDI goals (e.g. Non-violent communication (or other forms of facilitating meaningful and transformation conversation); facilitating critical and authentic self-reflection; analyzing processes and data; change management; organized; responsible and responsive).
Ability to participate actively in the group and commit to perform work outside of group meetings.
Commitment to self-transformation.
Preferred: Connections to diverse communities.

 

Governance:  The EDI Committee is a formal committee created by the Board of Directors. The Board will vote on the implementation of the committee and its charge during the March 22-24th Strategic Planning Retreat, or if quorum is not met, during the next board meeting.

 

Principal Responsibilities and Specific Tasks:

Review materials, including but not limited to: Charter from initial EDI Committee, Analysis of Bark’s Implicit, Historical Theory of Change; Wheel of Change; DARCI; Soft Reset Recommendations; and, Bark’s Goal 1.4 Assessment Report by Yee Won Chong.
Create and finalize a Committee Charter for Board approval.

Charter must clarify decision-making power held by committee.

Create an Equity Statement.
Tend to Bark’s GOAL 1.4 in Bark’s Strategic Plan and cultivate EDI throughout Bark’s visioning process.

Prioritize spending and support reporting for restricted funding from grants.
Determine what role the committee has in allocating funds.
Assist and oversee Development Director in obtaining grants related to EDI.

Facilitate and support a culture of Accountability and Gratitude.
Finalize, tend to, and consistently evaluate binding accountability processes (including those that concern the Board) to do this work consistently and in response to incidents. Based on Bark’s definition of accountability and foundational work completed by Bark Outreach Team members who are participating in the Intertwine Alliance Equity & Inclusion Cohort 2019.
Ensure there is consistency in the EDI work being done throughout the organization.
Examine Bark’s values and the grounding forces of this work.
Create an 18-month work plan for Board approval that includes aforementioned tasks and outcomes, and any additional tasks and outcomes as they arise and are determined. The work plan should make use of the DARCI tool.
Gather, maintain, and provide EDI tools used by Bark’s board and staff as onboarding materials. Examples include but are not limited to: the Wheel of Change, Soft Reset Recommendations, DARCI, Bark’s Goal 1.4 Assessment Report by Yee Won Chong.

 

Notes will be taken at all Bark EDI Committee meetings and be made available consistently, reports will also be provided every two-months to the board, staff and community via email list-serves as a matter of transparency.