OMRI Inclusion, Diversity, Equity and Accessibility Policy and Vision

Approved by the OMRI Board of Directors, May 25, 2022, and updated on August 21, 2024.

Vision

OMRI is committed to an antiracist and anti-white supremacist work place. Fostering, cultivating and preserving a culture of diversity, equity and inclusion is an organizational priority, and we are committed to maintaining a safe and brave environment where all have a voice and are welcomed and supported. 

We embrace and encourage our differences in ethnicity, race, color, age, disability, family or marital status, gender identity or expression, language, national origin, physical and mental ability, religion, sexual orientation, socio-economic status, veteran status, genetics and other characteristics that make us unique. 

The collective sum of these individual differences, life experiences, knowledge, inventiveness, innovation, self-expression, unique capabilities and talent that we invest in our work represents a significant part of not only our culture, but our reputation and the organization’s achievements. Furthermore, OMRI explicitly acknowledges the lived experiences of Black, Indigenous, and People of Color (BIPOC) under systemic and structural oppression, and seeks to elevate their voices throughout the organization. 

Our Inclusion, Diversity, Equity and Accessibility Vision and Policy guide our Board of Directors, management, employees, contractors and partners in developing an inclusive culture. OMRI IDEA initiatives are applicable—but not limited—to our practices and policies on recruitment and selection; compensation and benefits; professional development and training; promotions; social and recreational programs; layoffs; and terminations. This policy promotes the ongoing development of a work culture built on the premise of IDEA that encourages and reinforces:

• Recognizing our own implicit biases and the racist world we inhabit, and a commitment to an actively antiracist organization.
• An environment free from bullying, harassment and discrimination where all feel empowered to speak out against instances of prejudice.
• Open, transparent and respectful communication and cooperation between all personnel, customers and others.
• Teamwork and participation, promoting the representation of all groups and individual perspectives throughout all levels of the organization.
• Work/life balance through flexible work schedules to accommodate employees’ varying needs and circumstances, taking current events and lived experiences into consideration. 
• OMRI and personnel efforts and contributions to the many communities OMRI serves to promote a greater understanding and respect for the diversity of those communities and a better response to, and representation of those communities.
• Sensitivity toward and accommodation of differing cultures, backgrounds, views, values, beliefs, and styles of learning.
• A commitment to honest self-reflection, constructive feedback, difficult conversations, constant growth, learning, and accountability among peers. 

Policy

OMRI has a zero tolerance policy for oppressive, racist or otherwise prejudiced behavior. All personnel, e.g., board members, employees, Review Panel members, Advisory Council members, and contractors of OMRI are expected to adhere to this policy, and to treat others with dignity and respect at all times. In addition, suppliers and other customers who exhibit inappropriate contact in the form of prejudiced behavior may be refused services as outlined in the OMRI Policy Manual and Administrative Procedures Manual. Employees who believe they have been subjected to any kind of discrimination that conflicts with OMRI’s diversity policy and initiatives should follow the process for complaints outlined in this manual.

All personnel are expected to exhibit conduct that reflects inclusion during work, at work functions on or off the work site, and at all other organization-sponsored and participative events. Any personnel found to have exhibited any inappropriate conduct or behavior against others will be subject to appropriate discipline up to and including termination. All employees are also required to attend and complete regular IDEA trainings to enhance their knowledge to fulfill this responsibility.