Reviewing Racial Inequities in KLC's Policies, Procedures and Norms

We identified opportunities to update the employee handbook to reflect our shared commitments.

We attempted to see handbook from a partner, but didn't get full document.

Handbook review notes from Julia:
A few questions that come to mind on first read (for this purpose) of the Employee Handbook: What is missing, insufficient or inadequate about the Equal Op Statement, Commitment to Diversity and/or Anti-Harassment Discrimination Policy stated on pages 3 and 4? What would make them more powerful? What more needs to be done to make sure people understand and apply those policies? What if anything needs to be added to our policy about New Employee Orientation on Page 6? Staff enrichment gets mentioned on page 8 in the section titled Performance Review - Would we want to name anything related to DEI in that section? Would we want to include anything specific related to racial equity as part of our performance review? On page 16, might we add something in the opening paragraph about workplace expectations that underlines the Commitment to Diversity or Equal Op Statement? On page 18, add something about DEI to the Professional Conduct and Working Conditions sections? Is there anything in the Dress Code on page 19 that demonstrates lack of cultural competence and could work against inclusion and belonging? I got to the workplace safety section and workplace violence on page 22 and wondered if we wanted to add anything on belonging/psychological safety? This could include a definition of psychological safety, a statement against reckless injury to employee mental health and steps to take if you feel your psychological safety has been impinged upon.

Discussion topics that were raised that we hope to hear more on during interviews:
1. Belonging & psychological Safety
2. Clarity for advancement process and benchmarks

Internal Interviews Attached