Diversity, Equity, Inclusion and Belonging

At New 42, we aspire to be an organization that embraces, cultivates and sustains diversity, equity, inclusion and belonging as a collective group of individuals and throughout all our projects, programs and spaces. We acknowledge how essential it is for us to re-think and dismantle white-centered practices that have been embedded in our nonprofit for decades, and have caused harm and pain.

As a community of practitioners and learners, our approach has been uniquely communal and our plan to move the work forward involves the participation of everyone in the organization. What follows is a summary of the first steps in this stage of our anti-racism journey and the internal work we’ve done so far, including our internal definitions, our staff learning and decision-making structure, and the areas of focus on which our organizational plan is based.

Progress & Updates

Follow our progress examining and recreating how our work as an organization builds a positive impact as we join community efforts to dismantle systemic oppression in our society at large.


Staff from across different departments of the organization have drafted the following definitions of Diversity, Equity, Inclusion and Belonging. These definitions will continue to evolve as we do.


The extent to which an organization has people from diverse backgrounds represented throughout. It is recognition of individual differences. These differences can be along the dimensions of: race, color, ethnicity, nationality, language, gender, gender identity, gender expression, sexual orientation, age, physical abilities, religious beliefs or socioeconomic background.


The result of combining diversity and inclusion to ensure a transparent, fair and just environment for all. When meaningful efforts are made to provide each individual with what they need to feel a sense of belonging, agency, and the potential for success, equity is more likely to be achieved.


The active, intentional, and ongoing engagement of an organization’s diverse culture through its formal systems, informal practices and accountability protocols.


Proactive DEI practices foster a shared sense of belonging—the feeling of safety, acceptance and connectedness that results from valuing individuals’ unique contributions and embracing everyone’s authentic selves.

Working Groups

Our DEIB efforts include learning, sharing and training through the work of the following three working groups.

Learning and Language

Supports organizational DEIB learning by advising on changes to institutional language, liaising with external partners to support professional development for all staff and managing a DEIB-focused digital resource hub.


Strives to keep a positive and inclusive work culture at New 42 by supporting key components of positive work culture, providing recommendations for positive cultural changes in the organization and developing suggestions and tools to implement those changes.


Evaluates the accessibility of New 42’s processes and programs to ensure that all people—with apparent or non-apparent disabilities and/or with socioeconomic, systemic and historic barriers to participation—have equitable and independent access to our buildings, services and digital content.