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»» We will strive for gender balance in our schoolwide manager pool by 2020. »» By 2020 at least 5 percent of American managers (regardless of location) will be of color.

DIRECTORS

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We will track data on gender, rather than sex.

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We will track data for instructors who worked in the reporting year, rather than current instructors.

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We will track data for staff who worked for NOLS in the reporting year, rather than for staff who are employed by the school at the end of the fiscal year.

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To reduce margins of error in ethnicity and citizenship reporting, we will track ethnicity and citizenship as percentages of those who report this information.

TRACY BAYNES, STEP

»» We will strive for gender balance in our schoolwide director pool by 2020. »» By 2020 at least 1 director will be of color. »» By 2020 at least 75 percent of our non-U.S. operating locations will be led by a national of the region.

NEW TRACKING METRICS

MANAGERS

INCLUSION GOALS

»» NOLS will become more accessible to primarily Spanish-speaking families of current and prospective students. »» NOLS will continue to grow its pool of multilingual instructors and staff so we can run more courses in the native language of the countries in which we operate. »» We will make administrative language more gender inclusive. • Forms collecting demographic information, will ask for gender and not sex. • The NOLS database field currently entitled “sex” will be changed to “gender.” Though gender options in our database system are currently binary, we will explore including non-binary gender, transgender, or a write-in gender on forms, as appropriate. »» We will make our in-town work environments inclusive. • The retention and perceived usefulness of our D&I curriculum—the stickiness—will improve. (See

tactics on page 7 for measurements of success). • The inclusion index, i.e., whether NOLS is becoming more inclusive for people from target demographics will increase. • By 2016, we will ascertain whether we have challenges retaining employees in target demographics and subsequently set appropriate goals related to their retention. »» We will make our classroom and field environment more inclusive. • We will integrate inclusion and cultural competence into our leadership curriculum. • We will analyze and track the number of inclusion-related incidents on courses over the next two years and subsequently set appropriate goals for inclusion incident management.

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Profile for NOLS

Diversity and Inclusion Plan 2020  

In Vision 2020: NOLS Strategic Plan 2014–2020, we have committed to extending the reach of our mission to a broader audience, providing stud...

Diversity and Inclusion Plan 2020  

In Vision 2020: NOLS Strategic Plan 2014–2020, we have committed to extending the reach of our mission to a broader audience, providing stud...

Profile for nols.edu