Diversity & Inclusion Policy

Introduction

Dyrenes Alliance actively and continuously works to promote an environment characterized by diversity, inclusion, and respect. We recognize that a wide range of perspectives, experiences, and talents strengthens the quality of our work and is vital to our mission to protect animal rights.

The work on diversity and inclusion is an ongoing process requiring reflection, learning, and adjustment. This policy outlines our guiding principles and the direction we strive toward.

Vision and Purpose

Our vision is to build an organization where everyone—regardless of ethnicity or racialized background, gender, gender identity and expression, sexual orientation, religion, age, disability, neurodiversity, national origin, socioeconomic background, family and caregiving status, or other characteristics—feels welcomed, respected, and valued.

This policy’s purpose is to guide our practices and decisions so that we actively promote diversity and inclusion in every aspect of our work—both within the secretariat and the volunteer community.

Definitions

• DiversityAcknowledges the many dimensions of people’s backgrounds and identities, such as ethnicity, religion, gender, sexuality, age, disability, neurodiversity, socioeconomic status, culture, and language.

• InclusionIs about creating conditions where people with these differences can participate and contribute equally, experiencing genuine belonging and ownership within the organization.

Concrete Goals and Benchmarks

As a relatively small organization, we work with the following tangible benchmarks, subject to ongoing adjustment:

Promote Representation: We strive to increase representation of underrepresented groups in governance bodies, among staff, and volunteers. This includes:

• Deliberate and inclusive job postings

• Transparent recruitment processes

• Active reflection on bias in selection and decision-making

Ensure Accessibility: We aim to make activities, events, and meetings as accessible as possible to people with diverse needs, including providing relevant accessibility information in event descriptions.

Strengthen Competencies: We prioritize competency development in diversity and inclusion through internal presentations, knowledge sharing, and—when resources permit—external training or consulting.

Foster Safety and Inclusion: We regularly assess well-being and experiences of inclusion among staff and volunteers through surveys, one-on-one meetings, and ongoing dialogue, aiming to identify areas for improvement and take action.

Specific Inclusion Efforts

Dyrenes Alliance recognizes that the animal rights movement has historically lacked diversity. We also acknowledge that access to volunteer work and activism isn’t equally distributed and that economic, social, and cultural barriers can affect participation.

We work to create an open and inclusive environment where joining the community and feeling welcome is natural.

To support this, we will:

Leverage Internal Resources: Use existing knowledge and experience through working groups, mentorship programs, and cross-organizational knowledge sharing.

Enter Strategic Partnerships on a Limited Basis: Partner with consultants or organizations with special expertise in inclusion and diversity, as finances and capacity allow.

Evaluate Locally: Continuously gauge inclusion in local chapters and communities, identifying any participation barriers.

Adapt Activities: Tailor activities in terms of location, language, and format to make events and meetings as accessible as possible. This may include:

• Information on access conditions

• Language details

• Companion accommodations

• Allergy-friendly catering information

• Digital participation options where relevant

Cultivate an Inclusive Culture: Value differences as an asset and prioritize open dialogue and exchange of perspectives.

Our efforts undergo continual evaluation and adjustment. We view inclusion as an integrated part of daily practice—not a separate project.

Requirement for Accessibility Information

All activities, events, and meetings organized by Dyrenes Alliance must include clear accessibility information in event descriptions by default.

This must specify:

• Access conditions, including elevator and wheelchair accessibility where applicable

• Language(s) used

• Contact person for accessibility questions

• Relevant details such as companion policies, allergy-friendly catering, or online participation options

People responsible for activities are introduced to these requirements as part of their role.

Complaint Procedure and Reporting of Misconduct

To ensure a safe and inclusive environment, Dyrenes Alliance has a Standard Operating Procedure (SOP) for handling reports of misconduct, including discrimination, harassment, bullying, sexual harassment, violence, and threats.

Details of the procedure and options for anonymous or identified reporting are available on the page Report.

Reports are received and managed by the Secretary General and the Director of People and Development unless the case concerns one of them, in which case the chairperson, vice-chairperson, and/or treasurer take over.

Cases are handled with respect for confidentiality and proportionality. Sanctions may range from dialogue and warnings to expulsion or police reports, depending on the severity.

Responsibilities

Leadership is responsible for implementing this policy and ensuring staff and volunteers are informed of its principles.

Individuals with local or organizational responsibility—such as coordinators or volunteer leaders—have a special duty to:

• Contribute to a safe and respectful environment

• Ensure accessibility information for activities

• Respond to concerns or refer them to appropriate procedures

Trusted Representative serves as an independent and confidential resource for those seeking advice or wishing to discuss concerns.

Implementation and Communication

This policy is communicated to staff, volunteers, and relevant partners.

Work on diversity and inclusion is integrated into existing structures such as recruitment, onboarding, well-being surveys, one-on-one meetings, and activity planning.

We encourage everyone to make use of our complaint system and trusted representativeif they experience anything contrary to this policy.

Follow-up and Evaluation

The policy is regularly reviewed to reflect the organization's current situation and goals.

Evaluation takes place through well-being surveys, one-on-ones, and ongoing dialogue. Feedback from staff, volunteers, and partners is actively used for improvement.

Updated 2/16/2026.