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Fully’s statement on Diversity, Equity, Inclusion & Justice
We acknowledge that racism exists within the many systems and structures in our world, including Fully's workplace and community. In this acknowledgment, we also recognize the way that racism compounds when it intersects with homophobia, transphobia, sexism, ableism, ageism, and all forms of discrimination & prejudice.
By calling out and naming the discrimination that occurs in society, we take the first step toward breaking down the historical and structural barriers to inclusion. The next step is to actively and continuously strive to do better. We know that in order for employees to bring their full selves to work, Fully needs to create a foundation of trust to ensure that everyone feels safe and truly welcomed. Without this investment in our community or the creation of an actionable plan to uplift and support Black, Brown, and other historically marginalized people, we become perpetrators of oppression.
As a company that began with a mission to bring balance into the lives of others, we are committed to doing our part to improve life for our employees and community. Through constant reflection and evolution, we aspire to do better. This work is at the heart of who we are and what we stand for.
Land Acknowledgement
As we do this work, we also must also acknowledge that the land on which we conduct our business, namely our headquarters in SE Portland, was home to many Native Peoples. We grieve the loss they suffered when their land was stolen from them. We hope that by recognizing their existence and this great loss, we honor them and create a bridge toward healing.
"The Portland Metro area rests on traditional village sites of the Multnomah, Wasco, Cowlitz, Kathlamet, Clackamas, Bands of Chinook, Tualatin, Kalapuya, Molalla, and many other tribes who made their homes along the Columbia River creating communities and summer encampments to harvest and use the plentiful natural resources of the area" (Portland Indian Leaders Roundtable, 2018)
The Fully DEI Team
The Equity, Inclusion, Diversity & Justice (EIDJ) Team at Fully was created to facilitate meaningful conversations amongst team members and to be a resource for management as they endeavor to implement change within our own business practices. Every EIDJ representative applied to be a part of this team, and selections were based on ensuring a range of intersectionality and identities.
The Diversity, Equity, and Inclusion (DEI) Team at Fully was created to facilitate meaningful conversations amongst team members and to be a resource for management as they endeavor to implement change within our own business practices. Every DEI representative applied to be a part of this team, and selections were based on ensuring a range of intersectionality and identities.
Fully is committed to deconstructing and dismantling these systems of power and oppression in the ways that Fully operates and in the places that Fully touches. To amplify our commitment to fostering inclusivity, equity, and diversity within the company and beyond, the EIDJ team meets monthly to create an action plan and evolving roadmap to advance equity practices throughout our company.
In 2022, this work continues under Fully’s parent company, MillerKnoll, and its DEI Team lead by Cheryl Kern. Along with MillerKnoll, Fully is committed to continuing its work to deconstruct and dismantle systems of power and oppression in the ways that Fully operates and in the communities that Fully serves.
Our Action Plan
If we are to become a more diverse, equitable, inclusionary, and just company, we need to continuously hold ourselves accountable. That’s why we’ve put an action plan in place, and why we’re committed to following through on our commitments. We’ve updated our plan as of May 2022, and will continue to share our progress.
Internal
Increase BIPOC and Trans representation in leadership and across the company
Fully's BIPOC staff rose from 33% in 2019 to 40% so far in 2022
Fully's leadership went from 46% women in 2019 to 53% in 2022
Increase inclusion & belonging among our BIPOC and Trans employees
To ensure that employees of all sexualities and gender identities feel welcomed and safe at Fully, we've developed gender-confirming policies that are introduced as part of our staff onboarding process at hire, and made accessible to all employees.
Create more growth opportunities for BIPOC and Trans Employees
Increase consciousness and fluency around topics of Inclusion, Equity, Diversity, and Justice across all levels at Fully
Last year, we provided 10.5 hours of training for new team members & managers on Privilege, Microaggressions, White Supremacy, and Unconscious Bias in Hiring & Supervision.
1. Increase BIPOC and Trans representation in leadership and across the company
- Fully's BIPOC staff rose from 33% in 2019 to 40% so far in 2022
- Fully's leadership went from 46% women in 2019 to 53% in 2022
2. Increase inclusion & belonging among our BIPOC and Trans employees
- To ensure that employees of all sexualities and gender identities feel welcomed and safe at Fully, we’ve developed gender-confirming policies that are introduced as part of our staff onboarding process at hire, and made accessible to all employees
3. Create more growth opportunities for BIPOC and Trans employees
4. Continue to increase consciousness and fluency around topics of Inclusion, Equity, Diversity, and Justice across all levels at Fully
- Last year, we provided 10.5 hours of training for new team members & managers on Privilege, Microaggressions, White Supremacy, and Unconscious Bias in Hiring & Supervision.
External
Create & implement a Partner Standards Checklist
Provide funding and in-kind support to organizations combating structural and systemic racism and transphobia
We continue to donate cash, as well as product, while also matching employee donations.
We’ll keep creating volunteer events and opportunities with local nonprofits. Last year, our staff volunteered 578 hours of their time.
In 2022, we will actively partner with organizations advocating for queer people, with specific emphasis on queer youth. This year, our affinity group has chosen to support Trans Lifeline and the Portland Q Center.
Prioritize donations to the indigenous tribes whose land our Portland, Gresham, and Baltimore offices sit upon
Strive for broader representation of BIPOC perspectives on social channels
1. Create & implement a Partner Standards Checklist
2. Provide funding and in-kind support to organizations combating structural and systemic racism and transphobia
- We continue to donate cash, as well as product, while also matching employee donations.
- We’ll keep creating volunteer events and opportunities with local nonprofits. Last year, our staff volunteered 578 hours of their time.
- In 2022, we will actively partner with organizations advocating for queer people, with specific emphasis on queer youth. This year, our affinity group has chosen to support Trans Lifeline and the Portland Q Center.
3. Prioritize donations to the indigenous tribes whose land our Portland, Gresham, and Baltimore offices sit upon
4. Strive for broader representation of BIPOC perspectives on social channels