Diversity & Inclusion Policy

Introduction

Dyrenes Alliance actively and continuously works to promote an environment marked 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 for our mission to protect animal rights.

Work on diversity and inclusion is an ongoing process requiring reflection, learning, and adjustment. This policy outlines our principles and the direction we pursue.

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 or caregiving situation, or other characteristics—feels welcome, respected, and valued.

The purpose of this policy is to guide our practices and decisions to actively promote diversity and inclusion in all aspects of our work—both within the secretariat and in the volunteer community.

Definitions

• DiversityAcknowledgement of the many different dimensions of people's backgrounds and identities, e.g., ethnicity, religion, gender, sexuality, age, disability, neurodiversity, socioeconomic status, culture, and language.

• InclusionInclusion

Creating frameworks where people with these differences can participate and contribute equally and experience genuine belonging and ownership within the organization.

As a relatively small organization, we work with the following tangible benchmarks, which can be adjusted over time:

Promote representation: We strive to increase representation of underrepresented groups in leadership bodies, among employees, and volunteers. This includes, among other things:

• Conscious and inclusive wording in job postings

• Transparent recruitment processes

• Active reflection on bias in selection and decision-making

Ensure accessibility: We seek to make activities, events, and meetings as accessible as possible for people with diverse needs, including by adding relevant accessibility information in event descriptions.

Build skills: We prioritize competence development in diversity and inclusion through internal presentations, knowledge sharing, and, when resources allow, external presentations or consultation.

Foster safety and inclusion: We continuously assess wellbeing and experiences of inclusion among staff and volunteers through surveys, one-on-one meetings, and ongoing dialogue. The goal is to identify areas for improvement and act accordingly.

Concrete inclusion efforts

Dyrenes Alliance recognizes that the animal rights movement has historically appeared less diverse. We also acknowledge that access to volunteer work and activism is uneven, and 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:

Utilize internal resources: Use existing knowledge and experience through working groups, mentoring, and cross-organizational knowledge sharing.

Engage in strategic partnerships to a limited extent: Collaborate with consultants or organizations with special expertise in inclusion and diversity, as budget and capacity allow.

Evaluate locally: Continuously assess inclusion in local groups and communities and identify any barriers to participation.

Adapt activities: Modify activities regarding location, language, and format to make events and meetings as accessible as possible. This may include:

• Information on access conditions

• Language information

• Companion options

• Information on allergy-friendly catering

• Digital participation options when relevant

Promote an inclusive culture: Value differences as a resource and prioritize open dialogue and exchange of perspectives.

The work is accompanied by ongoing evaluation and adjustment. We see inclusion as an integral part of our daily practice—not a separate project.

Accessibility Information Requirements

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

The following must be stated:

• Access conditions, including any elevator and wheelchair accessibility

• Which language will be used

• Contact person for accessibility questions

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

Those responsible for activities are introduced to these requirements as part of their roles.

Complaint Process and Reporting of Boundary-Violating Behavior

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

Details on the procedure and options for anonymous or non-anonymous reporting are available on the page Report.

Reports are received and handled by the Secretary General and Director of People and Development unless one of them is involved. In that case, the chairperson, vice-chairperson, and/or treasurer take over the case.

Cases are handled with respect for confidentiality and proportionality. Sanctions may range from dialogue and reprimand to exclusion or police involvement, depending on the case's nature.

Division of Responsibilities

Leadership is responsible for implementing this policy and ensuring that employees and volunteers are informed about its principles.

Individuals with local or organizational responsibility—such as coordinators or volunteer leaders—carry special duties to:

• Contribute to a safe and respectful environment

• Ensure accessibility information for activities

• Respond to concerns or refer to relevant procedures

Trusted Representative Serves as an independent and confidential resource for individuals seeking advice or to discuss concerns.

Implementation and Communication

Politikken kommunikeres til ansatte, frivillige og relevante samarbejdspartnere.

Diversity and inclusion work is integrated into existing structures such as recruitment, onboarding, wellbeing surveys, one-on-one meetings, and activity planning.

We encourage everyone to use our complaint system and trusted representativeif they experience situations contradicting the policy.

Follow-up and Evaluation

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

Evaluation occurs through wellbeing surveys, one-on-one meetings, and ongoing dialogue. Feedback from employees, volunteers, and partners is actively used for improvement.

Updated on 2/16/2026.