Diversity, Equity and Inclusion (DEI) Statement
CAPS’ mission is to empower professional speakers to amplify their message, elevate their business, and unlock limitless possibilities. As an association, we are committed to maintaining a welcoming culture of diversity, equity, and inclusion that presents its members with equal opportunities that fully acknowledge the many different backgrounds and viewpoints of its membership. We believe the speaking profession offers amazing opportunities to drive unique perspectives and equality for all. By encouraging everyone to bring their authentic selves, and make it easy for others to do the same, CAPS can promote an environment where every member can truly learn, share, grow, and belong.
Does CAPS need a DEI Framework?
To ensure that CAPS continues to respond to the needs of all demographic, ethnic, and cultural groups, CAPS has chosen to adopt a position with regards to Diversity, Equity, and Inclusion. Younger generations, such as Millennials and Gen Z, have an expectation that professional associations like CAPS will embrace diversity in all of its manifestations. Minal Bopaiah, world-renowned DEI expert and author of “Equity: How to Design Organizations Where Everyone Thrives”, explains it best:
“First of all, DEI for Gen Z simply is. Talking about whether you should have a DEI initiative for Gen Z is like asking Gen X whether you should have email. Like, what are you even talking about? How is this even a question that is being posed seriously?”
In other words, adopting a DEI framework for our association is not only about being able to attract a diversity of amazing talent from all over the country, it’s also about future-proofing ourselves as a professional association, and showing we are still relevant in this new economy.
Proposal for a CAPS DEI Framework
1. Intent
CAPS is committed to promoting diversity, equity, and inclusion in the association by providing an environment that is free of barriers. A space where every member, volunteer, or guest feels welcomed, valued and respected. Where no member or volunteer is denied opportunities for reasons unrelated to their abilities or skill sets. We recognize and welcome the diversity of all of our members, volunteers, and external personnel. This initiative has been adopted to foster a space that respects people’s dignity, uniqueness, and ideas. We respect and value diverse life experiences and heritages, and want to ensure that all voices are valued and heard. We demonstrate this commitment by providing a nondiscriminatory environment, with a supportive culture that welcomes and encourages equal opportunities for all our members and volunteers.
2. Leadership
To demonstrate informed, inclusive, and authentic leadership, CAPS leaders strive:
- To view DEI as critical to ensure the growth of our membership, the well-being of our members, and the betterment of the speaking industry.
- To acknowledge any inequities brought up by members of under-represented groups related to DEI within CAPS policies, systems, programs, and services, and to address them in an appropriate and respectful manner.
- To advocate for, and support, board-level thinking about the ways in which inequities can impact our association’s work, and how best to address them in a way that is consistent with our mission, vision, and values.
- For more diverse representation within our Chapter Leadership Teams, as well as the National Board of Directors by ensuring that there are no barriers to entry into leadership roles.
- To lead with respect and tolerance.
CAPS encourages all of its members to abide by the spirit and intent of this DEI framework in their CAPS journey, but also their professional work.
3. Actions
CAPS strives to promote diversity and inclusion through the following actions:
- Pursue cultural sensitivity and deepen understanding throughout our association, by providing learning opportunities and transparent guidelines.
- Make incremental, measurable progress toward the visibility of our diversity, inclusion, and equity efforts and make them available on our website.
- Develop our cultural leadership pipeline by supporting programs and policies that foster leadership that reflects the diversity of the speaking industry.
- Connect with other professional speakers associations also committed to diversity and inclusion efforts.
- Create awareness about unconscious biases and their impact on membership experience.
- Share information and materials on diversity, equity and inclusion with our members, the community, and the speaking industry.
- Offer our members opportunities to grow through the recommendation of training sessions and workshops on DEI and equitable practices.
- Advocate for internal guidelines that promote diversity, inclusion, and equity.
4. Accommodations
CAPS is committed to creating a safe and welcoming environment, by observing and following relevant human rights, equity, and privacy legislation that prevent discrimination based on any protected characteristics. Under the guidelines of the DEI framework, CAPS strives to ensure that each member experiences fairness and impartiality in all aspects of their CAPS experience, regardless of their protected characteristics.
Within the limits of its power and ability, as well as the impact it may have on other members or the operations of the association, CAPS will ensure that reasonable accommodations are made for individuals who require them. Individuals should always feel encouraged to let the CAPS Board of Directors or Chapter Leaders know of any required accommodations or needs that they may have.
5. Cultural Sensitivity
All CAPS members and volunteers are strongly encouraged to treat everyone with dignity and respect. Through its programming and other chapter-level professional development opportunities, CAPS will continue to strive to build a culturally sensitive association. CAPS will do this by providing training opportunities about diversity, equity, and inclusion to its members and volunteers. Cultural sensitivity will also be achieved by encouraging positive attitudes towards cultural differences at all levels in the association, and by raising awareness of implicit biases and the harmful effects of prejudice, discrimination, and microaggressions.
6. Succession Planning
CAPS believes that one of its most valuable assets for future growth is the diversity of its membership, and the different perspectives that a diverse membership brings to the table. As such, we are committed to developing and elevating members and volunteers to positions of leadership fairly and equitably based first and foremost on competency.
Protected characteristics will not be used against an individual in consideration for leadership roles. Recruitment decisions will also be made on the basis of the membership criteria established by CAPS – as we are a professional association, not a public or private employer.
7. Definitions
The following definitions will prove useful to ensure a common understanding within CAPS.
- Dignity means being treated with respect at all times and under all circumstances.
- Discrimination means treating people unequally, or making a distinction based on legally protected characteristics that results in a burden, obligation, or disadvantage that is not imposed on others, or which limits access to opportunities, benefits, and advantages available to other members of the association.
- Diversity refers to the visible and invisible differences between individuals, including race, ethnicity, gender, sexual orientation, age, disability, and religion. Recognizing, welcoming and celebrating the uniqueness of the individuals is what makes the diversity of the association possible.
- Equity refers to ensuring that everyone has access to the same opportunities and resources, regardless of their differences. This involves addressing systemic and structural barriers that prevent certain groups from achieving equality.
- Inclusion refers to creating an association where everyone feels valued and respected, and where diverse perspectives are welcomed and encouraged. This involves fostering a culture of belonging where every individual can bring their authentic self to CAPS.
- Microaggressions are everyday slights, insults, or insensitive actions that may be intentionally or unintentionally offensive and are directed at anyone, including people who belong to protected groups.
- Protected characteristics (sometimes referred to as equality pillars) refer to the characteristics that cannot be used as reasons to discriminate against a member or volunteer under human rights legislation. These include race, colour, creed, ethnic or national origin, religion, sex, gender identity, gender expression, sexual orientation, family status, marital status, age, and/or disability.
- Unconscious biases are the inclinations or assumptions that we all have that operate without our awareness and can include stereotypes and prejudices towards certain individuals or groups.