DIVERSITY, EQUITY, INCLUSION, & ACCESSIBILITY
Princeton in Asia aims to foster mutual appreciation and cross-cultural understanding between the United States and Asia through immersive work fellowships in host organizations and communities.
As such, diversity, equity, and inclusion (DEI) are central to our organizational mission and are woven into every aspect of our work. Within this page, we invite you to learn more about the commitments PiA has made to promote DEI and accessibility within our organization and the work being done to uphold these commitments. We also invite you to share your feedback on how we can do better, as we strive to continually improve and grow.
PiA Diversity, Equity, and Inclusion Statement
At Princeton in Asia (PiA) we believe a diverse, equitable, and inclusive workplace and program is one in which all employees, trustees, advisors, Fellows, Summer Interns and host organizations are valued and respected. We strive to create a community where people’s whole selves are supported and celebrated, including but not limited to their race, ethnicity, disability, sexual orientation, religion, class, age, or gender. We are committed to a nondiscriminatory approach and to providing equal opportunity for employment, advancement and participation in our organization. We respect and value diverse life experiences and heritages and ensure that all voices are valued and heard.
We are committed to modeling diversity and inclusion and to maintaining an inclusive environment with equitable treatment for all within our community.
To provide informed, authentic leadership for cultural exchange, PiA strives to:
Center diversity, inclusion, and equity as foundational tenets to the manifestation of our mission and work, and critical components to the well-being of our staff, trustees, Fellows, Summer Interns, and communities with whom we partner.
Acknowledge and dismantle any inequities within our policies, systems, programs, and services, and continually update and report organizational progress.
Explore potential underlying, unquestioned assumptions that interfere with diversity, inclusion, and equity.
Critically examine the historical and cultural legacies that have shaped our organization's past and address how it has informed PiA's present with the aim of continuing to evolve towards inclusion and equity across all aspects of our organization and community.
Amplify the voices and stories, and celebrate and recognize the contributions of all in our diverse community, especially those who may not have been recognized or celebrated in the past.
Advocate for and support board-level thinking about how systemic inequities impact our organization’s work, and how best to address that in a way that is consistent with our mission.
Practice and encourage transparent communication.
Commit time and resources to diverse leadership within our board, staff, advisory bodies and programs.
Lead with respect and treat others with dignity. We expect all employees, trustees, advisors, hosts, Fellows, and Summer Interns to embrace these notions and to express them in workplace interactions and through everyday practices.
To help promote diversity, equity, and inclusion in our workplace, PiA will:
Pursue cultural competency throughout our organization by creating substantive learning opportunities and formal, transparent policies.
Collect qualitative feedback and quantitative data related to diversity, equity, inclusion, and belonging from the PiA community through surveys, interviews, and focus groups to make measurable progress toward our diversity, equity and inclusion efforts. Once the content is compiled, it will be added to our website so others can access.
Improve our leadership pipeline by creating and supporting programs and policies that foster diverse and inclusive leadership.
Pool resources and expand participation of underrepresented constituents and develop and present sessions on diversity, inclusion, and equity to provide information and resources internally, and to members of our community within the constraints of our budget and mission.
Develop a system for being more intentional and conscious of bias during the hiring, promoting, or evaluating process. Train our hiring team and Fellow selection team on equitable practices.
Adopted by the Board of Trustees on August 5, 2020