Diversity Equity and Inclusion

Chill is dedicated to representing and working towards increasing the inclusion and belonging of youth we serve throughout the boardsport and outdoor industries. We do this through education, movement, and advocacy in partnership with youth’s communities. We undertake this work with the understanding we are still learning, growing, and finding our voice in a world where so many voices still need to be heard.

We take action through our philosophy of Ride, Inspire, Lead. We ride together by making opportunities for communities and people who have not had the chance to be introduced to boardsports. We grow together by amplifying voices and creating a core value-based curriculum with the incorporation of social, racial, and climate justice. We lead together by breaking down barriers in the outdoor industry, redefining social norms, and empowering youth beyond the borders of the Chill experience through career exploration. We prioritize diverse recruitment, hiring, and retention at all levels within the organization. Driven by our commitment to do better, we see boardsports as a unique and impactful vehicle of empowerment for our youth, staff, and community.

We pledge to be up front about the current setting and progress toward goals that address diversity, equity, and inclusion within our staff, board, partners, and youth we serve. Please see our DEI approach and our DEI dashboard below to help ensure our accountability with specific and actionable goals and hold us to it.

Our DEI Collaboration Model

At Chill we take ownership of our progress and place in this work. We are taking a more decentralized approach to DEI rather than a traditional “DEI Team.” What does decentralized DEI look like? It is broadening the approach across all departments by spreading resources and accountability. Relying on one team to balance out inequities can limit voices and belonging. DEI teams can be incredibly beneficial, but it is crucial to get on the same page when it comes to Diversity, Equity, and Inclusion with more foundational work. This innovative approach will include one person from each department working as an Equity Collaborator. Equity Collaborators will empower their team and open a more organized means of communication with other departments to keep a steadier flow of growth, heightened accountability, and giving a seat at the table for all voices. This approach is centered around the idea of changing the culture for the people: not changing the people for the culture. Inclusion is the link in DEI work: all voices must be represented for long lasting and impactful change.

Chill DEI Dashboard

Staff

Set and annually track progress toward 3-year targets for staff diversity.

Metrics and Progress to Date:

► In Progress

Staff demographics as of 2022 and 3-year targets for 2024
- Facilitators & Coordinators:
  - 56% identified as woman, non-binary, genderqueer, gender fluid (3-year goal: 50%+)
  - 50% identified as BIPOC (3-year goal: 50%+)
  - 25% identified as LGBTQ+ (3-year goal: 15%+)
- Management & Leadership:
  - 71% identified as woman, non-binary, genderqueer, gender fluid (3-year goal: 50%+)
  - 12% identified as BIPOC (3-year goal: 50%+)
  - 24% identified as LGBTQ+ (3-year goal: 15%+)
Staff demographics as of 2021 and 3-year targets for 2024:
- Facilitators & Coordinators:
  - 47% identified as woman, non-binary, genderqueer, gender fluid (3-year goal: 50%+)
  - 33% identified as BIPOC (3-year goal: 50%+)
  - 27% identified as LGBTQ+ (3-year goal: 15%+)
- Management & Leadership:
  - 62% identified as woman, non-binary, genderqueer, gender fluid (3-year goal: 50%+)
  - 8% identified as BIPOC (3-year goal: 50%+)
  - 16% identified as LGBTQ+ (3-year goal: 15%+)

► Implemented and/or Completed

Changed job description language to drive inclusivity (including advisement from consultants specializing in DEI in 2020): Completed 8/20; reviewed 4/22
Target outreach to BIPOC candidates: Started 6/20
Set diversity measurements across multiple demographics: Completed 8/21 (see above)

Implement on-boarding practices for new staff that are clear and effective as measured by post-survey evaluations.

Metrics and Progress to Date:

► In Progress

Track effectiveness of onboarding and training as measured by new staff survey; as of November 2022, 93% of new staff reported an overall favorable onboarding.

► Implemented and/or Completed

New staff survey developed thru Culture Amp (conducted 5-weeks from start dates), launched April 2022
Develop and implement onboard training incorporating education with all teams: Round 1 completed 9/20, re-onboarding for programs team completed 4/21 upon return from furlough/temporary layoffs due to Covid-19.

Provide support for development of affinity groups based on demand.

Metrics and Progress to Date:

► Implemented and/or Completed

BIPOC, Gender Identity and Expression, Sexual Orientation Affinity group development: Launched by Burton JEDI team, complete and continued by Burton JEDI team.

Provide Chill staff the opportunity to undergo 6 trainings with live DEI experts with the goal of 90% learning objective obtainment measured through post-surveys. More learning opportunities will be hosted by Chill and in partnership with Burton’s JEDI team on an ongoing basis.

Metrics and Progress to Date:

► Implemented and/or Completed

Launched 7 Week Racial Equity Challenge: Completed 3/21; relaunched 4/21 for additional staff members
6 expert facilitations of DEI topics: Completed 9/21
90% learning objective obtainment for trainings in FY21: Accomplished
BIPOC Retreat with Burton: Attended by majority of Chill staff members that self-identify as BIPOC
Connection Circle & Identity Passports Workshop with Circle Corps: Completed 12/1/22

Launch annual DEI staff survey, develop goals, and action steps based on stratified data.

Metrics and Progress to Date:

► Not Started

Develop staff initiatives based on stratified inclusion data where feasible: Not started; Summer ’22 projection driven by People & Culture, SLT, and additional DEI Facilitators; Delayed again to Spring/Summer ’23 – demographics survey launched annually, inclusion and belonginess questions to be added in 2023. Delay due to management bandwidth.

► Implemented and/or Completed

Evidence-informed survey determined and customized: Culture Amp selected (completed 10/20)
Launched as Demographics only survey: June 2021, complete, 100% response rate

Update Chill-wide norms with an expert facilitator that are reflective of the team’s voice and values.

Metrics and Progress to Date:

► Not Started

Update norms in late 2022/early 2023.
Publish group values online: Not started, complete following updating of norms

► Implemented and/or Completed

Revamped Chill group norms in 2021, incorporating perspectives of all current staff: Staff foundational values developed with consultant April ’21

Chill DEI and Burton JEDI leadership will share best practices and progress toward shared goals.

Metrics and Progress to Date:

► In Progress

Decentralize DEI Team: develop process for shared accountability across all staff.
Working meeting held every two weeks with Burton and Chill.

DEI Staff Facilitators will update progress on goals in the DEI Dashboard every 6 months and will re-evaluate the goals annually.

Metrics and Progress to Date:

► Implemented and/or Completed

DEI Goals updated every April and October: Dashboard updated October 2021, April 2022
DEI Goals reevaluated every April: Re-evaluations occurred April 2022 and changes are reflected in this dashboard.

Youth

Define what inclusive and equitable practices mean for Chill programs through consultation with 3rd party experts and community members/stakeholders, set objectives for incorporating these practices into program curriculum, and incorporate outcomes as measured by questions within our existing evaluation tools.

Metrics and Progress to Date:

► In Progress

Program Equity audit started in August 2021 by Circle Corps, to be continued in alignment with curriculum reframe work as result of strategic plan; changes to curriculum based on recommendations in progress.
Implement equity audit recommendations for pilot in 2024, with feedback solicited from program staff after action

► Not Started

In alignment with strategic planning process, determine goals and FY24 budget for 3rd party consultation of further curriculum development with inclusivity and equity at the forefront.
Monitor and evaluate progress thru CQA and Agency Lead Survey: Not started, start May 2023 pending curriculum changes.

Stratify data seasonally collected from youth by demographics and determine and report on the existence of disparities; develop targeted program adjustments based on 3rd party research and Chill data analysis.

Metrics and Progress to Date:

► In Progress

Identify inequities through annual data review, develop program improvements based on data (ongoing)

► Not Started

Review need/approach for age based programming based on evidence-based protocols and Chill youth data (report developed in house); consider setting targets for gender-based programming to launch in 2025 based on research and 3rd party consultancy along with curriculum reframe work aligned with strategic plan.

► Implemented and/or Completed

Data collected, stratified, and analyzed 3 times per year, collect 4 self-identifying demographics datapoints thru Youth Survey: published 3x per year in Chill Key Performance Indicator Report (internal use).

High levels of belonginess reported by youth and low levels of disparity between demographics.

Metrics and Progress to Date:

► In Progress

Fall 2022:
- Continued high rates of belongness across all youth in aggregate: 82% of youth reported that they feel like they belong at Chill.
- Disparity analysis to be conducted May 2023 with full year data.
Fall 2021:

- High rates of belongness across all youth in aggregate: 87% of youth reported that they feel like they belong at Chill.
- Less than 5% disparity by gender identity and age
- BIPOC youth reported a higher level of belongness than White youth by a 15%+ margin – assess for snow and annualized in May 2022

Develop strategy and objectives for increasing continued boardsport access and increased intersectional representation in boardsports.

Metrics and Progress to Date:

► In Progress

Develop Evolution strategy, as integrated component of strategic planning in 2022; define Evolution and inform high level goals, outcomes, and multi-year initiatives; as of November 2022, draft 3 year strategy near completion, finalization and board approval projected March 2023

► Implemented and/or Completed

Launched JBC Evolution Fund
Increased hours for coordinator roles
Identified possible uses of JBC Evolution Fund dollars for 2021/22
Prioritized Snow Explore program expansions (4/21); Determined the 7 sites for Snow Explore programming (10/21)
Developed new Explore program evaluation tool (10/21)
Developed Explore manual including program delivery and operations (Completed: May 2022)

Ambassadors and Program Mentors

Collect and set targets for diversity of Ambassadors and Program mentors.

Metrics and Progress to Date:

► Implemented and/or Completed

Collect demographic data through self-identification questions on Chill forms: started ‘20
Determine baselines, set diversity goals, monitor, and evaluate:
- FY25 3-year target: 60%. representation across ambassadors
- 2021, 40% of Chill’s ambassadors self—identified as BIPOC, women and/or LGBTQ+.
- Fall 2022, 67% of Chill’s ambassadors self—identify as BIPOC, women and/or LGBTQ+.

Develop mandatory trainings for Chill staff, volunteers, and agency leads through 3rd party expert on inclusive practices, with success measured by program completion, favorable ratings within post-surveys and design and launch of ongoing trainings across all seasons.

Metrics and Progress to Date:

► In Progress

Trainings conducted by Mattingly Solutions, Fall 2022 for incorporation into Snow programs (In progress: 1 of 3 trainings completed 10/22)

► Implemented and/or Completed

Pilot inclusion training of Snow Program Mentors within Snow Equity Collective, a partnership of snow focused youth development organizations: Pilot completed 10/2
Develop inclusion Program Mentor trainings in partnership with Snow Equity Collective: 9 sessions completed
Host 10 sessions in 2021 with Chill staff, Chill Reps, Chill program mentors, and instructors: Completed
Deliver an in-house workshop on “Creating Brave Space” at program: Completed 5/22
Meet with two different 3rd party experts to determine best alignment with Chill goals and approach: Completed 4/22

Partners and Vendors

Collect and set diversity targets for diversity of Partners and Vendors across all Chill, and in 2024 develop equity goals aimed at investing in local communities traditionally lacking fair access to capital.

Metrics and Progress to Date:

► In Progress

Data collection thru payment portal began Summer 2021; will set targets once baseline data is finalized in 2023.

► Implemented and/or Completed

Determine baselines, set diversity goals, monitor, and evaluate: Completed and within Chill KPIs

► Not Started

Research and develop best practices and resources on recruitment of diverse Chill partners, vendors; development of equity goals around local communities shifted from 2022 to 2023

Development

Continue to drive diversity, equity, and inclusion throughout fundraising where feasible.

Metrics and Progress to Date:

► In Progress

Include language on event marketing materials informing stakeholders who can’t afford to attend that scholarships are available – ongoing
Raise new grants to specifically support Chill’s DEI training efforts - ongoing
Maintain commitment to having a diverse development committee
The Development team commits to continual learning and education / finding additional ways of authentically incorporating DEI into our work on an ongoing basis – ongoing

► Implemented and/or Completed

Use person-first language in communication with donors.
Identify BIPOC stakeholders to author Chill fundraising solicitations
Commit to DEI being a standing agenda item on monthly team meetings
Create a dedicated channel within Teams for development DEI resources

Marketing and Communications

Amplify the voices and experiences of youth – and BIPOC and marginalized youth in particular.

Metrics and Progress to Date:

► In Progress

Use testimonials and photos from BIPOC youth for marketing projects (annual report, website, social media, video)
Include a truthful representation of the diversity across programs, staff, and partner agencies including geography, ethnicity, socio-economic and cultural background in marketing content
Use ethical storytelling practices by giving youth opportunities to provide first person voice and agency in their representation
Consider youth as playing a significant role in our target audience

► Implemented and/or Completed

Develop a policy and guidelines for how long images and stories are used by Chill and our partners (to avoid exploiting or tokenizing youth)

Center the importance of fighting systemic racism, inequality, and other forms of oppression in all marketing and communications messaging.

Metrics and Progress to Date:

► In Progress

Include acknowledgement that historically there has been a lack of diversity, equitable access, and inclusivity in the boardsports community in messaging.
Highlight the work Chill is doing to change the lack of diversity and inequitable access to boardsports in marketing content and communications
Depict Chill’s youth participants from a place of strength (vs. deficit), by abstaining from over-generalizations, stereotypes, or assumptions about their backgrounds, family life or personal challenges.

Proactively seek out BIPOC vendors, influencers, collaborators, and organizations to feature and/or partner within marketing efforts.

Metrics and Progress to Date:

► In Progress

Whenever marketing conducts an RFP process, proactive efforts to include BIPOC vendors will be made.
Whenever hiring media capture vendors, proactive efforts will be made to include BIPOC vendors and consultants.

Conduct an audit of Chill’s website and social media on an annual basis to identify specific areas that can be improved for accessibility and equity.

Metrics and Progress to Date:

► In Progress

DEI Audit on new website conducted by a consultant April 2022
Alt text on the website (will be implemented throughout new website FY22)
Produce a new headliner video that centers the work we do at Chill in a more equitable way. (FY23)

► Implemented and/or Completed

Capitalize the first letter of each word in hashtags (started FY19, ongoing)
Image alt text descriptions on social media (start FY21)
Captions on videos (started 2019)
Mentions/hashtags at the end of captions (include at the end where feasible, started FY21)
Captions as short as possible. A focus on maximizing color contrast in visual media for better readability

Finance

Increase transparency of Chill financials.

Metrics and Progress to Date:

► Re-Launch

Share or present quarterly financials after each Finance Committee session with Chill staff (started 2021, paused with change in leadership, commit to re-launching early 2023 with onboarding of new Accounting Firm partner eCratchit and onboarding of new Chill Finance Manager)
Share or present annual 990 after approved by Finance Committee with Chill staff (started 2021)

“I’ve learned that you can never really enjoy anything if you’re alone. You can’t share your stories or the things that bring you joy, you can’t have arguments or differing opinions with yourself, you can’t share your happiness. Chill was a small but hardy force in my life as I was entering adulthood, and it has been a continuous gnawing in the back of my head telling me to be better for me, and to show up for myself when I wouldn’t before.”

Diversity Equity and Inclusion

Our DEI Collaboration Model

Chill DEI Dashboard

Staff

Youth

Ambassadors and Program Mentors

Partners and Vendors

Development

Marketing and Communications

Finance

Meidan, Chill Vancouver Alumni

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