The Arbor Day Foundation is committed to cultivating diversity within our organization because inclusivity is a core value. Diversity, equity, and inclusion are authentic extensions of who we are. The same innovation and perseverance that makes our tree planting work successful is also what drives our goals for inclusivity. Our DEI work is grounded in welcoming new perspectives, celebrating our differences, and inspiring meaningful outreach in a way that complements our core values. This approach keeps us honest, ensuring we think beyond buzzwords and focus on how this unique team can make an impact.

Inclusivity Intention Statement

We believe that all people should have access to the benefits trees provide, and the opportunity to plant, nurture, and celebrate them in ways that realize their communities’ goals. We are committed to doing our part to create a more inclusive and equitable world, including within our own organization.

Our Commitments

Meaningful engagement through creating a culture in which all can thrive and authentically flourish.

Hiring practices that promote the equitable treatment of all candidates, ensuring minority groups are not adversely impacted.

Learning experiences that broaden our thinking and bring continuous improvement in the journey of inclusivity.

Pay equity recognizing the historical reality of women and people of color being paid less than their peers.

Planting trees in communities of greatest need recognizing these are often in marginalized and underrepresented neighborhoods.

Advancing environmental justice as a priority with our program partners in pursuing our mission.

Tracking Our Progress

Inclusivity doesn’t have an end goal — it’s something we work on every day. We’ll track our progress, but the journey will always center on people, not metrics. We’ll use metrics not as a report card but as a learning opportunity. What we track, and how we track our progress will evolve with time and understanding. But for now, we’re keeping an eye on these factors:

  • Overall engagement scores: The percentage of favorable responses for minority groups should not be significantly lower than peers.
  • Employee Net Promoter Score (eNPS): eNPS for minority groups should not be significantly lower than peers.
  • Feelings of belonging among minority groups through engagement surveys: The percentage of favorable responses for minority groups should not be significantly lower than peers.
  • Our minority population’s belief in senior leadership’s preparedness to effectively manage a diverse workforce through our engagement survey: 80% favorable response or greater from minority groups.
  • Percentage of pay equity compensation adjustments (corrections) during comprehensive analysis: Pay equity discrepancies should comprise less than 5% of total adjustments.
  • Making an impact where it’s needed most: Activity in 90% of communities of greatest need. We will continue using GIS technology to track impact in underserved communities.