We are proud of the diverse background of our growing number of learners from all corners of the world
Diversity & Inclusion
Success for every organization—including our own—hinges on the ability to elevate diversity of thought, to challenge established mindsets, and to unlock solutions that enable organizations to thrive.
In order to achieve our vision, ACCPA has been committed to building a diverse and inclusive community to reflect the world we envision and to successfully support the growing network of learners. We aim to create a more inclusive global environment where everyone can fully participate, feel a sense of belonging, be innovative, engage, and bring their whole selves to work.
We’ve focused on four key areas to create a diverse, equitable, and inclusive global organization and network: establishing principles to guide our work together; develop skills acquisition approaches to build awareness, counter bias, and develop diverse pipelines; taking action to advance the creation of a more inclusive global environment; and furthering the work of current and potential partners.
Our diversity initiatives and strategies are designed to develop the professional skills of individuals regardless of their race, sexual orientation, religion, age, gender, disability status or any other dimension of diversity. Our distinctive approach to diversity is based on a belief that we each have a personal accountability for success in this area. We provide our people with training and tools to help increase their awareness and understanding of differences and why they matter, so their actions can contribute to an inclusive and high-performing workplace culture.
ACCPA is committed to building an organization that seeks and embraces diversity, actively pursues equity and fosters an environment of inclusion. Our commitment stems from an understanding of historic injustice and an unwavering belief that differences in perspectives, experiences, and identities ultimately get us closer to our vision and lead to stronger teams and better organizational performance. We value diversity across multiple dimensions, including but not limited to race, ethnicity, socioeconomic background, sexual orientation, religious beliefs, gender identity, disability status, and age. We additionally recognize and act on the impact of intersectionality because we understand that individuals may be further impacted by oppression when their identities overlap a number of marginalized groups.
In order to positively impact these complex issues, we must seek out and elevate diverse local perspectives, foster an inclusive environment where those voices are centered in the decision-making process, and embrace an equity-centered approach that uses our privileged position to meet the needs of the marginalized and historically underserved.
Elevating diverse perspectives: We value and respect diversity in its many forms: race, ethnicity, national origin, ability, class, faith, age, gender identity, sexual orientation, and experience. Diverse perspectives lead to better solutions, but those perspectives, particularly from people of color, are often silenced. In our recruiting practices, we seek to bring diverse candidates to the table. In our engagements with local communities, we acknowledge the power of local wisdom and lived experience to create lasting social change, and in our privileged position, we seek to create the space for that wisdom and experience to influence us as an organization, the practices we engage in, and the communities in which we work.
Fostering an inclusive environment: Building a diverse team and engaging community members is not enough. In order to learn from and co-create with people of diverse backgrounds and perspectives, we seek to foster an inclusive and collaborative environment where team members, clients, and community members can fully participate in decision-making processes, prosper, and reach their full potential.
Embracing an equity-centered approach: We recognize that those in positions of power and privilege have created a system that functions by excluding and oppressing others. Racial and ethnic minorities, in particular, have less access to the resources, services, and opportunities needed to thrive. In order to direct resources and services where they are needed most, we seek to apply an equity-centered approach that questions and addresses the structures that disadvantage certain people . We strive to work in partnership with non-profit providers and the people they serve to adapt to community-specific context and address the root cause of disparate opportunities. Equal opportunity is not possible until equity is achieved, and this requires making deliberate efforts to reach the traditionally underserved, ignored, and systemically disenfranchised and include them in the decision-making process as equal parties.