In 2021, NEIWPCC launched the Justice, Diversity, Equity and Inclusion (JDEI) Task Force as a way to embed these values across NEIWPCC’s work and culture.
“NEIWPCC is creating a more inclusive and equitable environment for our team members and program partners,” said Susan Sullivan, executive director of NEIWPCC. “Being involved in JDEI activities helps our people feel confident and empowered.”
Director of Human Resources Mike Wilkinson said that JDEI work can also help with recruitment and retention efforts. “A diverse workforce brings in new ideas and perspectives on how we accomplish our mission,” said Wilkinson.
The task force, which currently consists of twelve NEIWPCC staff members from across the Northeast, holds monthly meetings that provide a forum for staff to discuss ongoing JDEI progress. Employees from any division may participate in the group.
“Our JDEI efforts are employee led,” said Katelyn Sultzbach, an information officer in the Human Resources Division, who serves as the co-chair of the task force with Environmental Analyst Mae Kate Campbell.
After reviewing employee feedback, the task force established several affinity groups, which serve as space for staff who share a common identity to build community and discuss ways to make NEIWPCC a more inclusive workplace. To date, more than 75 individuals have participated in an affinity group event or joined at least one of the groups, representing around 60% of the total staff.
There are currently five identity-based groups — neurodiversity, LGBTQIA+, parenting and caregiving, young professionals and women — and a sixth (Allyship and Environmental Justice Book Group) for any staff wanting to educate themselves on JDEI topics.
The task force encourages employees to reach out if they would like to see another group represented.
Neurodiversity and Mental Health Affinity Group
The Neurodiversity and Mental Health Affinity Group serves as a support tool for those navigating neurodivergence or mental health issues in the workplace. According to the Cleavland Clinic, neurodivergence describes people whose brain differences affect how their brain works, meaning that they have different strengths and challenges than other people. The group encourages anyone who feels the meetings may benefit them to try dropping in.
“We welcome anyone who may need a little extra support at work,” said Anya Grondalski, an information officer who serves as the staff contact for the group. “We are all about creating a safe space to take a moment, relax, feel validated in your struggles and seek support from group members.”
The meetings provide a space for staff to discuss any challenges they are dealing with at work. The group addressed feedback from NEIWPCC’s Annual All-Staff meeting, which revealed that many staff, including new employees and those from offices outside of the Lowell, Massachusetts headquarters, found the atmosphere at the 2023 meeting to be overwhelming. Each year, the two-day meeting brings together more than 130 people from across the region to participate in back-to-back sessions and networking activities. Many of these staff members have never met prior to the meeting.
In response, the affinity group launched an organized buddy system at the 2024 All-Staff Meeting, which paired employees with a partner to support them throughout the event. They also designated a room at the venue as a decompression space, for individuals who would benefit from a break from all the stimulation.
The Neurodiversity and Mental Health Affinity Group also co-sponsors a series of quarterly mindfulness webinars for all staff, which allow them to bring their awareness to the present moment. Sessions aim to reduce stress, improve coping strategies and transform reactions and habits into healthy responses. The 2024 All-Staff Meeting also offered an in-person presentation on mindfulness.
The affinity group has also been discussing how to make NEIWPCC’s physical and digital materials more accessible for people with cognitive and visual impairments. This includes adding alternative text for individuals using screen readers, writing in easy-to-understand language, organizing text into subheadings and providing multiple ways to consume content, such as audio and video formats.
LGBTQIA+ Affinity Group
The LGBTQIA+ Affinity Group is open to anyone who identifies as a member of LGBTQIA+ community, including those questioning their gender identity or sexual orientation. Campbell, who started the group, wanted to create a community of staff from across the region, many of whom would otherwise not see each other outside of the All-Staff Meetings.
“In this space, people can celebrate their identities and talk about the challenges that may arise from the intersections of identity and working life,” said Campbell.
The meetings serve as a place for staff to build connections, share successes and challenges and support each other. In addition to the monthly meetings for members, the affinity group hosts occasional events open to any staff looking to learn more about the community. During Pride Month, a virtual trivia session focused on questions about LGBTQIA+ history. Another virtual session featured a panel, who discussed their experiences as members of the LGBTQIA+ community and answered questions from the audience.
The affinity group also acts as an advocate on behalf of the community in the workplace. Group members discussed the importance of adding pronouns to name tags at the All-Staff Meetings and brought this to the attention of the JDEI task force. They also provided a resource list to accompany a required LGBTQIA+ inclusion training.
Parenting and Caregiving Affinity Group
The Parenting and Caregiving Affinity Group seeks to support staff members in balancing their work and personal lives, while managing the needs of others. The group, which is actively seeking new members, aims to be a sounding board and resource for topics such as work/life balance, child development and family dynamics. Meetings serve as a space for members to ask questions and get support about any aspects related to caregiving.
Young Professionals Affinity Group
The Young Professionals Affinity Group is open to anyone at the beginning of their current career, whether due to their age, when they entered the workforce or previous career changes. The meetings act as a forum for employees to share opportunities for career advancement, discuss hardships they have encountered and network with other young professionals.
Women’s Affinity Group
The Women’s Affinity Group strives to be a low-pressure space for women across NEIWPCC to connect and build community. Campbell, who currently serves as the temporary lead, said the group discussed the tendency for women to take on or get assigned more administrative tasks or chores, both in the workplace and the household.
“This group allows us to step back from our busy jobs and lives to connect with other women,” she said. “A highlight for me is seeing the inter-generational friendships and knowledge sharing that has come out of these meetings.”
The Women’s Affinity Group welcomes any new members who would like to join and is currently seeking a permanent group leader.
Allyship and Environmental Justice Book Group
The Allyship and Environmental Justice Book Group is open to anyone interested in learning more about social justice topics, regardless of their identity. The affinity group selects a nonfiction book and notifies all employees that a discussion will be held within the next few months. All selections are available in audiobook form, for staff members who prefer or require an alternative reading method. The meeting space allows participants to share their thoughts and feelings about the book, as well as ideas for how to apply what they have learned to their work.
NEIWPCC’s other affinity groups have collaborated with the book club on their recent picks. The Neurodiversity and Mental Health Affinity Group held a discussion of “Stolen Focus: Why You Can’t Pay Attention — and How to Think Deeply Again,” by Johann Hari. The LGBTQIA+ Affinity Group kicked off Pride Month with a conversation about “He/She/They: How We Talk About Gender and Why It Matters,” by Schuyler Bailar.The book club also co-hosted a reading of “Inferior: How Science Got Women Wrong — and the New Research That’s Rewriting the Story,” by Angela Saini with the Women’s Affinity Group.
The book club is held every few months; staff are welcome to drop in.
Looking Forward
As the JDEI task force approaches its third year, the team is evaluating how to continue its momentum.
“Less than three years ago, this program did not exist at all,” said Sultzbach. “The foundation is there and now we just have to continue to grow.”
One objective of the task force is keeping the affinity groups up and running, according to Wilkinson. To do this, each will be asked to create an actionable goal to strive towards throughout the year.
Another priority is to recruit new members by promoting their work and the affinity groups during new employee orientations and in the monthly Current Connections newsletter that is distributed by the Human Resources Division to all NEIWPCC employees. The 2025 All-Staff Meeting will center on JDEI goals and feature sessions about the task force and affinity groups.
“Our work continues to promote the well-being of our teams by fostering authenticity and human connectivity,” said Sullivan. “We want everyone to feel embraced by NEIWPCC’s commitment to them and their differences.”