Diversity, Equity, & Inclusion

Our sport is rooted in providing a safe space for people of all backgrounds to come together to compete. USQ wanted to take that a step further and ensure there was a group dedicated to creating initiatives in this area. This committee is composed of the Diversity & Equity Coordinator Brandi Cannon, Strategic Planning Manager Megan Anderson, and Executive Director Mary Kimball. 

PILLARS FOR DEI WORK

USQ has identified seven pillars, also adopted by MLQ, for this season's diversity, equity, and inclusion (DEI) work. These pillars are based off of main points shared in the key takeaways. These pillars will help guide and define the focus areas for action items moving forward.

  • Equity: The fair treatment, access, opportunity and advancement for all people, while at the same time striving to identify and eliminate barriers that have prevented the full participation of some groups. The principle of equity acknowledges that there are historically underserved and underrepresented populations and that fairness regarding these unbalanced conditions is needed to assist in the provision of adequate opportunities to all groups.
  • Inclusion: The act of creating environments in which any individual or group can be and feel welcomed, respected, supported and valued as a fully participating member. An inclusive and welcoming climate embraces differences and offers respect in words and actions for all people.
  • Leadership: The development of leaders in the quidditch community with a focus on uplifting the experiences of marginalized groups.
  • Learning Opportunities: The creation of training and educational modules that foster a broader awareness of the experiences of marginalized groups as well as providing tools to put actions in place that create an inclusive environment. 
  • Recruitment/Retention: The process of actively welcoming members from marginalized groups into the sport, while also fixing problems and challenges that block their continued participation. 
  • Spotlight: The creation of social media and PR campaigns that focus attention on the experiences of marginalized groups.
  • Safety: The creation of an environment in which everyone feels comfortable in expressing themselves and participating fully, without fear of attack, harassment, ridicule, or denial of experience. This includes in person and online spaces, and activites/programs that take place on and off the field.

To learn more about the terminology around DEI initiatives and programs, read this glossary of common terms from the University of Washington. We found their definitions, and the resources linked at the bottom of the glossary, helpful in developing the pillars above.

NEXT STEPS

Next steps and progress on these action items can be found below. USQ will provide regular reports to the public on the progress of these action items. The next update will be posted in October.

DEPARTMENT

INITIATIVE

FOCUS

NEXT ACTIONS

PROGRESS

GOAL DEADLINE

Member Services Increase visibility and incorporation of gender pronouns Inclusion, Learning Opportunities Incorporate gender pronouns to member registration 85% August 2020
Member Services Census Recruitment/Retention, Inclusion, Leadership Begin to evaluate data 75% September 2020
Communications BIPOC features Spotlight Finished “Impact” feature. Focusing next on upcoming Hispanic/Latinx Heritage Month 50% September 2020
Gameplay Rulebook 14 updates Equity, Inclusion, Safety Reviewed current rules and suggested rules. Starting to make changes to the rulebook 75% September 2020
Member Services Affinity groups Inclusion, Equity, Learning Opportunities Identify groups who will meet throughout the season and create meeting times 10% September 2020
Office of the ED Update of harassment policies Safety, Equity Evaluate current policy, research other NGB policies, make updates to policy and process 10% September 2020
Communications Livestream training program Inclusion, Learning Opportunities, Spotlight Finish DEI component of training program, create remainder of the program 25% October 2020
Office of the ED Board recruitment  Inclusion, Recruitment, Retention, Leadership Continuing outreach to potential good candidates (application can be found here) 75% October 2020
Office of the ED Create a DEI resource page on the USQ website Learning Opportunities Identify topics to be covered on this webpage, research and gather resources 5% October 2020
Events Improve evaluation of safety for BIPOC members for event locations  Safety Evaluate current event bidding process 15% November 2020
Communications Brand guidelines Spotlight, Inclusion Update USQ brand guidelines 15% December 2020
Member Services Creating and sharing training opportunities focused on anti-racism and implicit bias Learning Opportunities Research current training modules available, evaluate if a new module needs created 0% December 2020
Communications, Member Services, Events Incorporate more accessibility features for USQ media and resources Inclusion, Equity Evaluate current media and resources that can be improved 10% December 2020