CPM strives to reflect within our organization the many diverse communities that we serve. We are committed to building a team that represents a diversity of thought, experience, and personal background. We view diversity as the characteristics and attributes that make each one of us unique. Along with race, gender, and physical ability, we believe that one’s ethnicity, national origin, nationality, religion, veteran status, sexual orientation, gender identification, and age are other dimensions that strengthen us. More broadly, diversity includes geographic location, work experience, family status, socio-economic class, and political thought.
We enrich our community, our organization and ourselves when we celebrate and leverage the varied experiences and ideas that each individual brings. We invest our resources and hold ourselves accountable to increasing diversity of team members, board directors and content contributors.
CPM adopted a Diversity, Equity, Inclusion, and Belonging (DEIB) strategic plan to improve our organization and our service to the community, with the following goals:
1. Recruit and retain qualified, diverse team members and board directors that reflect, at a minimum, the statistical makeup of the population of the community we serve.
2. Foster a culture that encourages collaboration, flexibility and inclusion in order to enable all team members to contribute to their potential and increase retention.
3. Rectify systemic barriers to full inclusion by embedding diversity and inclusion in policies and practice.
4. Provide programming and events that reflect the diversity of our community.
The plan includes key results, measures of success, and deadlines attached to each of the goals. We embrace the ongoing nature of this work and will continue to iterate on our plan to achieve a fully diverse, equitable and inclusive organization that fosters true belonging.
To increase workplace diversity, CPM’s goals for FY2024 are to have an organization comprised of at least 50% female and 35% POC (to date, CPM is 58% female and 30% POC); and to increase managers of color by at least 25% (28% in FY2023) and have a minimum of 50% female managers (49% in FY2023).
CPM’s Executive Team is 57% female and 29% POC. Our Executive Editor is POC.
CPM’s Board of Directors adopted their own DEI plan that outlines key objectives to achieve, including diversifying the board to at least 50% female and 50% POC by end of 2025. CPM’s 2023-24 board is 53% female and 47% POC.
CPM’s board was recognized with the 2021 DEI Award from the National Association of Corporate Directors, which highlights forward-thinking boards that leverage DEI initiatives to enhance their governance and create long term value for their organizations.
To Learn more about our DEIB work, please visit https://www.cascadepublicmedia.org/diversity-commitment