Project owners, developers, and developer consultants must complete a short survey to select four out of 15 diversity, equity, and inclusion (DEI) goals. Applicants must submit a DEI Agreement during Impact Assessment. Partners will self-report progress on their goals annually by renewing their agreement.
The registry exists independently from projects submitted through the Oregon Centralized Application process.
Global Diversity, Equity, and Inclusion Benchmarks (GDEIB)
Derived from insights from a distinguished panel of 112 experts, the Global Diversity, Equity, and Inclusion Benchmarks (GDEIB) comprise 275 benchmarks that encapsulate proven strategies for elevating organizational performance standards across 15 distinct categories and four groups.
These groups include:
- The Foundation Group: Centered on strategic development, this group aligns DEI vision with organizational objectives, reinforcing leadership accountability and support structures.
- The Internal Group: Addressing internal policies and processes, this group focuses on recruitment, advancement, compensation, performance management, and work-life balance initiatives.
- The External Group: Emphasizing engagement with communities and stakeholders, this group underscores the importance of external interactions in DEI endeavors.
- The Bridging Group: Serving as a cohesive link, this group integrates efforts across all domains, recognizing the interconnectedness of various DEI initiatives.
Effective use of the GDEIB requires organizations to achieve a minimum rating of level three out of five for each benchmark. Not all groups or benchmarks align with every organization, so they should be customized to meet your organization's needs.
The five-tiered rating system encompasses:
- Level One - Inactive: No DEI work has begun; DEI is not part of the institutional mission, vision, and goals.
- Level Two - Reactive: A compliance mindset; actions are taken primarily to comply with relevant laws and social pressures.
- Level Three - Proactive: A clear awareness of the value of DEI; starting to implement DEI systemically where DEI strategies, practices, and staff are becoming competent. This level is required and expected of all organizations.
- Level Four - Progressive: Implementing DEI systemically and showing improved results and outcomes beyond what is required or expected. DEI practices are being embedded into the organization's culture, and all organizational structures support DEI with regular communication and robust learning opportunities.
- Level Five - Best Practices: Demonstrating current global best practices in DEI, exemplary DEI strategies are integral and deeply embedded in the organization. These include proactive and responsive actions to address DEI challenges, and a comprehensive approach to inclusion, equity, and racial justice in all systems and with all internal and external stakeholders.
The GDEIB is a versatile resource for various DEI-related activities, including:
- Vision and strategy development
- Organizational assessment
- Stakeholder engagement
- Progress measurement
- Recruitment guidance
- Knowledge sharing
It can be used by organizations with or without DEI personnel, with feedback solicited as informed opinions. Formal evaluations should encompass quantitative and qualitative assessments, focusing on departmental performance rather than overarching organizational rankings.