Diversity and Inclusion at CLC

CLC seeks to protect and strengthen the rights of Americans who are blocked from participating meaningfully and equitably in the democratic process. We know that in many circumstances these barriers are due to a voter’s race, ethnicity, religion, disability or socio-economic status.

The vital work of protecting every American’s right to participate in the democratic process is not possible if we do not mirror our external values internally.

CLC strives to build and maintain a workforce that is talented, diverse, and committed to fostering a fair and inclusive workplace. We have made progress in these areas, but know we can do more. Our vision is built on a recognition of our current progress and a clear grasp of what could be.

 

Diversifying our Work

CLC’s DEI Vision

We can best fight for every American's access to the political process when our workplace reflects the diversity of our society; when we treat everyone with equal dignity and respect; and when we ensure that all voices are heard, valued, and integrated.

CLC’s DEI Mission

To foster a culture that exemplifies teamwork, embraces innovation, and values diversity, and where all employees, as well as members of the external communities we serve, are treated with respect and dignity.

CLC’s DEI Values

The following values hold true to our vision, shape how we carry out our mission, and guide how we hold each other accountable.

  • We promote respectful exchanges both internal and external to the organization.
  • We require fair treatment, accessibility, and equal opportunity for advancement for all employees.
  • We are committed to providing effective, quality-driven policies, processes, and procedures.
  • We treat our external stakeholders with full respect, actively listening to them and their expressed needs.
  • We seek for the communities we serve to see themselves reflected in our teams, including our programmatic leadership.
  • We communicate effectively and we will be conscious of how we present our programmatic work publicly, using empowering language that centers the experiences of our allies and clients.
  • We value all internal perspectives, and we will establish and maintain an environment in which all employees are comfortable as their true selves and are enabled to fully participate in their team’s work. We will ensure all voices and experiences are valued.

CLC’s DEI Goals

Accountability: CLC empowers all employees to be leaders in the charge toward a more inclusive and respectful workplace and demonstrate accountability for advancing diversity, equity, and inclusion.

  • Objective 1: Equip managers with the education, tools, and resources to develop and foster equitable management practices that will result in diversity, equity, and inclusion. 
  • Objective 2: Continue to incorporate the DEI mission and goals into the performance evaluation and advancement processes for all staff.
  • Objective 3: Continue to use strategies to increase diversity through recruitment and hiring across all levels and teams at CLC.
  • Objective 4: Increase Board diversity.

 

Culture: CLC’s internal work culture embodies the above DEI values in its internal and external interactions, policies, and practices.

  • Objective 1: Ensure all staff can be leaders in promoting a respectful and inclusive workplace.
  • Objective 2: Maintain and foster an inclusive and respectful workplace, recognizing that every employee has a role to play in achieving this objective.
  • Objective 3: Develop a forum for early career staff to have more engagement with leadership.

 

Communication: CLC employees have the tools and information for identifying, talking about, and advancing CLC’s DEI values internally and externally.

  • Objective 1: Foster open, respectful, and honest internal discussions.    
  • Objective 2: Determine appropriate external communications from CLC on democracy-related topics with a DEI component.

 

Measuring Our Progress

As of October 1, 2022, CLC’s total headcount was 70 employees. This includes:

Executive: 7 employees

Programs: 42 employees

Communications: 8 employees

Development: 5 employees

Operations & Finance: 8 employees

 

Board of Trustees

Generation

Generation Z: 0%

Millennials: 0%

Generation X: 0%

Baby Boomer: 100%

Gender

Female: 43%

Male: 57%

Race/Ethnicity

American Indian or Alaska Native: 0%

Asian: 0%

Black or African American: 7%

Hawaiian/Pacific Islander: 0%

Hispanic or Latino: 0%

Two or More: 7%

White: 86%

 

All Staff

Generation

Generation Z: 6%

Millennials: 71%

Generation X: 17%

Baby Boomer: 6%

Gender

Female: 59%

Male: 40%

Non-binary: 1%

Race/Ethnicity

American Indian or Alaska Native: 1.5%

Asian: 10%

Black or African American: 14%

Hawaiian/Pacific Islander: 0%

Hispanic or Latino: 6%

Two or More: 1.5%

White: 67%

 

Executive

Generation

Generation Z: 0%

Millennials: 14%

Generation X: 57%

Baby Boomer: 29%

Gender

Female: 29%

Male: 71%

Race/Ethnicity

American Indian or Alaska Native: 0%

Asian: 14%

Black or African American: 29%

Hawaiian/Pacific Islander: 0%

Hispanic or Latino: 0%

Two or More: 0%

White: 57%

     

    Methodology

    The categories for race and gender are determined by the U.S. Equal Employment Opportunity Commission based on the EEO categories. This data is collected voluntarily at the time of hire or by visual observation which the EEOC has identified as an acceptable method for collecting demographic data.

    The categories used for generation identification have been defined by Pew Research Center.

    Generation Z: born 1997 to 2012

    Millennials: born 1981 to 1996

    Generation X: born 1965 to 1980

    Baby Boomer: born 1946 to 1964

    Silent Generation: born 1928 to 1945