Diversity and Inclusion Policy

The Indianapolis Propylaeum organization as a whole is enriched by people from different backgrounds and life experiences. As an organization, we must educate ourselves to recognize implicit bias and act in support of the rights of all, provide a diverse, inclusive, and equitable environment where all employees, volunteers, and constituents, whatever their gender, race, ethnicity, national origin, age, sexual orientation or identity, education or disability, feel valued and respected. We are committed to a nondiscriminatory approach and provide equal opportunity for employment and advancement in all of our programs and workspaces. We respect and value diverse life experiences and heritages and ensure that all voices are valued and heard.

To fulfill our commitment to cultural equity, the Indianapolis Propylaeum strives to:

  • See diversity, inclusion, and equity as connected to our mission and critical to ensure the well-being of our staff and the communities we serve.

  • Acknowledge and dismantle any inequities within our policies, systems, and programs, and continually update and report organization progress.

  • Explore potential underlying, unquestioned assumptions that interfere with inclusiveness.

  • Advocate for and support board-level thinking about how systemic inequities impact our organization’s work, and how best to address that in a way that is consistent with our mission.

  • Help to challenge assumptions about what it takes to be a strong leader at our organization, and who is well-positioned to provide leadership.

  • Practice and encourage transparent communication in all interactions.

  • Lead with respect and tolerance. We expect all employees and volunteers to embrace this notion and to express it in interactions and through everyday practices.

The Indianapolis Propylaeum abides by the following action items to help promote diversity and inclusion in our workplace:

  • Pursue cultural competency throughout our organization by creating substantive learning opportunities and formal, transparent policies.

  • Make incremental progress toward the visibility of our diversity, inclusion, and equity efforts. Once the content is curated it will be added to our website so others can access.

  • Improve our cultural leadership pipeline by creating and supporting programs and policies that foster leadership that reflects the diversity of American society.

  • Expand offerings for underrepresented constituents by connecting with other organizations committed to diversity and inclusion efforts.

  • Develop a system for being more intentional and conscious of bias during the hiring, promoting, or evaluating process.

Adopted 9/8/2020

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