Institutionalizing Diversity, Equity, and Inclusion

The Sierra Club recently hired Nellis Kennedy-Howard as the organization's first-ever Director of Diversity, Equity & Inclusion (DEI). Kennedy-Howard brings with her several years of experience as senior southwest representative for the Sierra Club's Beyond Coal Campaign, and she has served a member of the Staff Diversity Team for the last four years. She previously worked as an attorney with certificates in Federal Indian Law and Natural Resources Law. A proud citizen of the Navajo Nation, Kennedy-Howard has advocated for protection of tribal communities from toxic industries and exploitation, including spending four years as a campaign representative and co-executive director of the national Native American environmental organization Honor the Earth. The Planet spoke with Kennedy-Howard about her new role with the Club.

The Planet: You are the first Director of Diversity, Equity & Inclusion in the 124-year history of the Sierra Club. What is your role as DEI Director?

Kennedy-Howard: This is a very exciting time to take the Sierra Club's efforts to become a truly multicultural organization to a brand new level. I see my role as making sure that as an organization we understand that this is everyone's responsibility, whether you're national staff, a chapter leader, a volunteer, a member, or a Board director. Ultimately this means we must ensure that the Sierra Club's goals and partnerships reflect our commitment to justice and equity. I'll be working to ensure that our goal of becoming a multicultural organization is fully understood by everyone in the organization so that all of us can articulate how we're helping make the Sierra Club more inclusive. We need to fully identify the needs of the organization if we are to become the anti-racist, anti-oppressive organization we aspire to be, and navigate the barriers that will come up along that journey.

Planet: You have said that we must integrate DEI deeply into every aspect of the Sierra Club's work and mission? How do we do that?

Kennedy-Howard: The first thing we need to do is be sure everyone in the organization understands that our commitment to DEI is our work ethic. We've committed to doing this work, and we will embrace and value and engage the full spectrum of society while using principles of equity and justice. Fortunately, we're not starting from scratch. We have a multi-year plan for diversity, equity, and inclusion that is much more than just staff demographics; it's equally about organizational culture: how we operate, how we communicate, and how we build our relationships. We've laid out three goals for ourselves: 1) Ensure that our organizational culture is welcoming and inclusive, and that we are regarded and reported as such by our partners; 2) Ensure that we're offering our staff and volunteers the educational support they need to institutionalize our effort; and 3) Ensure that our programmatic goals and partnerships reflect our commitment to justice and equity.

Planet: Why is it so important for the Sierra Club to hire a DEI director at this particular time?

Kennedy-Howard: Often the communities that are most affected by environmental oppression are the same communities without a voice in the process or a seat at the table. The Sierra Club -- with all the access and privilege that comes with our position as one of America's most prominent environmental organizations -- must work to ensure that the voices of disenfranchised communities are elevated to the highest level. We don’t have all the answers for communities experiencing environmental oppression, so we must listen to these communities tell their own stores. This is a learning journey for us and how we can become the best partner we can be.

Planet: How do you think the Sierra Club is doing, particularly in contrast to other environmental groups, in incorporating DEI into its work, its staff, and its volunteer leadership base?

Kennedy-Howard: There are many environmental organizations that face similar challenges and common experiences in becoming anti-oppressive organizations. There is a report called Green 2.0 that has surveyed over 300 environmental organizations, agencies, and foundations, and it shows us that the environmental movement has a long way to go to overcome unconscious bias and discrimination. And the Sierra Club can relate to many of these statistics. We're a very large organization, with more than 2.4 million members and supporters, and it's our goal to ensure that wherever a person might encounter the Sierra Club, that person -- no matter who they are -- feels welcomed and valued. That means we must be a leader in this work in order to be a part of the solution.

Planet: Why do you think the environmental movement has historically been so homogenous?

Kennedy-Howard: The Green 2.0 report discusses how members of environmental organizations are predominantly white, and not uncommonly predominantly male. That being said, we're a 124-year-old organization that predates a number of civil rights movements that have made this country so great. We need to adapt and evolve in order to embrace the values of all people across the continent.

Planet: Are you optimistic that the environmental movement will "look more like America" in the years to come? What will it take to make that happen?

Kennedy-Howard: I am guardedly optimistic, yes. I'm excited about the work ahead and the goals the Sierra Club has set for itself to better reflect the demographics of the communities we serve, but I also recognize that this work is more than diversity. The more inclusive an organization we become, the more likely it is that we will better reflect those demographics and the many values that come along with that. It is about creating an organization where people from all walks of life feel welcome and valued.

Planet: Anything else you'd like to add?

Kennedy-Howard: People need to understand that incorporating the precepts of diversity, equity, and inclusion into our work is essential to the success of our movement. It is mission-critical.