Diversity and Inclusion Strategy: Difference between revisions

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='''DRAFT: this is only a draft. More significant revision are being added to all areas.'''=
=Overview=
Mozilla is committed to diversity and inclusion among its staff and volunteers. The Mozilla Project welcomes and encourages participation by everyone. It doesn’t matter how you identify yourself or how others perceive you: we welcome you. We are a proudly non-profit organization driven by a culture of openness and collaboration. It’s a value we hold strong and it’s how we work together, day in and day out. Our diversity and inclusion strategy is a business level strategy, not a single program or project. It is not a once and done, it is how we operate.  


=About=  
=Strategic Investments and Measures=
The Diversity and Inclusion Strategy (D&I) is a long term solution, supported by tangible, participatory mechanisms like workshops, trainings, tools, coaching, and other collaborative structures. etc., that serve to impact the long-term organizational health of a Project whose contributor pathways are becoming increasingly complex. As our geographic reach and the number of people who touch the Project grows, we are presented with an opportunity. If we apply a complementary layer of rigor, structure, and coordination to our existing programs, with a focus on helping Mozillians know more, do more, and do better, we can bring these tenets to life with an even greater impact.
Strategy for 2020


=Benchmarks=
    Partner closely with Talent Acquisition to continue to de-bias and structure our hiring process
In order to measure progress on the strategy we would use benchmarks. '''Please note: We are in the process of requesting copyright permission.'''
    Launch Mozilla's first employee resource group (ERG) which will be focused on driving inclusion
    Pilot a program to boost psychological safety focused on improving inclusion and innovation.


=Metrics=
==External Diversity Disclosures==
==Survey==
We are committed to sharing our diversity and inclusion results every year to hold ourselves accountable to creating an inspiring workplace where no one feels like an only.  
There will be a survey designed to capture Mozilla's D&I practices as they are presently experienced and where we would like them to be. This survey will borrow from the Global Diversity and Inclusion Benchmarks, a comprehensive research tool that places an emphasis on "Leadership and Accountability" as a foundational element to building any systemic D&I strategy.  
[https://blog.mozilla.org/careers/mozilla-diversity-inclusion-2018-results/ You can find our annual Diversity Disclosures here.]
* For more info on the strategy, please [http://diversitycollegium.org/downloadgdib.php go here].


=Methodology=
==Community Participation Guidelines Revision (May 2017)==
While we strive to use "best practices," our intention is always to do what is right for our Mozilla citizens. Our approach will always be unique because of the particular nature of our global project. We choose to partner with trusted partners we have worked with in the past, and new, innovative partners that will help us evolve our global awareness.
In May 2017, Mozilla released the revised Community Participation Guidelines - Version 2.3 (hereto referred to as CPG). <br />


=Partners=
You can find the CPG hosted on Mozilla.org: https://www.mozilla.org/en-US/about/governance/policies/participation/ <br />
*External
**Ada initiative
*** For more on Ada [http://adainitiative.org/ go here].
**Aperian Global
*** For more on Aperian [http://corp.aperianglobal.com/diversityn go here].
**Diversity Collegium
***For more info: [http://diversitycollegium.org/globalbenchmarks.php go here].
**Sexual harassment prevention training
*** Richard Curiale
*Internal
** [[Community_Diversity | Community Diversity Working Group]]
** [[Contribute/Education | Education & Culture Working Group]]


=Activities=
You can find the CPG Revision wiki guide here:
==Benchmark Survey==
[[Diversity and Inclusion Strategy/Community Participation Guidelines]]
==Discussion and Working groups==
*Community Diversity Working Group
*Global Cultural Literacy
*Mental Health Wellness
*Psyche and Ethics
==Trainings and Workshops (Dates of Activities)==
===AdaCamp===
'''AdaCamp''': "AdaCamp is a conference dedicated to increasing women’s participation in open technology and culture: open source software, Wikipedia-related projects, open data, open geo, library technology, fan fiction, remix culture, and more. The AdaCamp main track brings women together over two days to build community, share skills, discuss problems with open tech/culture communities that affect women, and find ways to address them." For more info, [http://portland.adacamp.org/ click here]. Mozilla is a Gold Sponsor of AdaCamp!
* Portland: 21-22 June 2014
* Berlin: 11-12 October 2014
* Bangalore: 29-30 November 2014


===Sexual harassment training===
=Our Team=
All of us deserve to work in a place where we are respected, have each other's backs, and hold each other accountable for both. To help us all do this better, we have asked Richard Curiale, a California-based employment law attorney, to spend some time with us on the topic of sexual harassment. This is a legal training - understanding what constitutes harassment in the eyes of the law.


'''Manager training (live in Mountain View, streamed live to all spaces)''':
'''Diversity and Inclusion Core Team'''<br />


* SESSION ONE: July 16th @ 9:00-11:00am PT (https://air.mozilla.org/anti-harassment-manager-training/)
* Tara Robertson, D&I Lead <br />
* SESSION TWO: July 31st @ 2:00-4:00pm PT (https://air.mozilla.org/anti-harassment-manager-training-2/)
* Kelsey Witthauer, D&I Senior Project Manager <br />
* SESSION THREE (this will be broadcasted live but not hosted in an office): August 7th @ 7:00-9:00pm PT (https://air.mozilla.org/anti-harassment-manager-training-apac-timezone-friendly)


Managers - if you are absolutely unable to rearrange your schedule to attend the session live in Mountain View or from your local or home office via AirMo, please email Mihca Anderson about how to satisfy the requirement for attending harassment training.
=Contact=
Slack: #diversity <br />
Email: diversityandinclusion@mozilla.com


'''Individual contributor training (live in Mountain View, streamed live to all spaces)'''
=Links=
[https://blog.mozilla.org/careers/transitioning-freely/ Transitioning Freely, by Tara Robertson]


* SESSION ONE: July 16th @ 2:00-3:00pm PT (https://air.mozilla.org/anti-harassment-employee-training/)
[https://blog.mozilla.org/careers/mozilla-corporation-takes-part-in-hrcs-2019-lgbtq-workplace-equality-index/ HRC’s 2019 LGBTQ Workplace Equality Index, by Kelsey Witthauer]
* SESSION TWO: July 31st @ 9:00-10:00am PT (https://air.mozilla.org/anti-harassment-employee-training-2/)
* SESSION THREE (this will be broadcasted live but not hosted in an office): August 5th @ 8:00-9:00pm PT (https://air.mozilla.org/anti-harassment-employee-training-apac-timezone-friendly)


We're using the MoCo Vidyo channel for these sessions (same as we use for Monday meetings). You can watch live from AirMo, linked above, or you can join via Vidyo to be able to ask questions (https://mana.mozilla.org/wiki/display/airmo/MoCo+Vidyo+Room+Security). You can also send your question to angelak on IRC.
[https://blog.mozilla.org/careers/mozilla-corporation-takes-part-in-hrcs-2019-lgbtq-workplace-equality-index/ Project Street View: Connecting Team Members with Mozilla’s Leadership]
 
Per the requirements of the presenter, these sessions cannot be recorded.
 
=Badging=
[Coming soon]
 
=Champions=

Latest revision as of 22:01, 22 June 2020

Overview

Mozilla is committed to diversity and inclusion among its staff and volunteers. The Mozilla Project welcomes and encourages participation by everyone. It doesn’t matter how you identify yourself or how others perceive you: we welcome you. We are a proudly non-profit organization driven by a culture of openness and collaboration. It’s a value we hold strong and it’s how we work together, day in and day out. Our diversity and inclusion strategy is a business level strategy, not a single program or project. It is not a once and done, it is how we operate.

Strategic Investments and Measures

Strategy for 2020 

   Partner closely with Talent Acquisition to continue to de-bias and structure our hiring process
   Launch Mozilla's first employee resource group (ERG) which will be focused on driving inclusion
   Pilot a program to boost psychological safety focused on improving inclusion and innovation.

External Diversity Disclosures

We are committed to sharing our diversity and inclusion results every year to hold ourselves accountable to creating an inspiring workplace where no one feels like an only. You can find our annual Diversity Disclosures here.

Community Participation Guidelines Revision (May 2017)

In May 2017, Mozilla released the revised Community Participation Guidelines - Version 2.3 (hereto referred to as CPG).

You can find the CPG hosted on Mozilla.org: https://www.mozilla.org/en-US/about/governance/policies/participation/

You can find the CPG Revision wiki guide here: Diversity and Inclusion Strategy/Community Participation Guidelines

Our Team

Diversity and Inclusion Core Team

  • Tara Robertson, D&I Lead
  • Kelsey Witthauer, D&I Senior Project Manager

Contact

Slack: #diversity
Email: diversityandinclusion@mozilla.com

Links

Transitioning Freely, by Tara Robertson

HRC’s 2019 LGBTQ Workplace Equality Index, by Kelsey Witthauer

Project Street View: Connecting Team Members with Mozilla’s Leadership

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