Diversity, Equity & Inclusion (DEI)

The CESBC DEI statement builds on earlier work of CESBC's DEI Committee, which created an initial provincial statement in 2020 in response to a national Canadian Evaluation Society DEI commitment. The updated statement is informed by:

• The CESBC DEI Committee;

• Discussion and reflection by the CESBC Executive Council;

• Feedback about DEI priorities from the BC evaluation community from the latest BC Evaluation Community Survey (circulated Dec 2024 - Jan 2025); and

• Lessons and best practices from other DEI statements and resources in the evaluation community.

We see this as ongoing work that requires continuous reflection, accountability, and collaboration. We continue to welcome feedback on CESBC's DEI statement and actions, and we encourage anyone interested to contribute ideas or join the DEI Committee. Please reach out to cesbcdei@gmail.com. You do not have to be a member of the Council to contribute to this work. With this foundation, we share the CESBC DEI Statement as both a reflection of where we are today and a commitment to the work ahead.

The CES British Columbia chapter (CESBC) recognizes that evaluators have a role to play in addressing systemic issues that affect people's lives. CESBC recognizes that systemic and structural oppression happen, among other ways, by privileging powerful voices in society and silencing others. Given the position of evaluators to influence policies, meaningful inclusion of underrepresented communities, both in the evaluator community and in evaluations, is key to fighting oppression.

CESBC commits to advancing diversity, equity, and inclusion (DEI) in its processes, policies, and activities, as well as supporting the evaluation community in BC to advance DEI initiatives and practices in their evaluation work through:

1. Working to build an evaluator community that reflects BC's demographic and cultural diversity, by creating and promoting accessible opportunities to involve evaluators from underrepresented groups as CES members and in professional development settings.

2. Supporting and educating evaluators on DEI principles, tools, practices, resources, and supports to integrate into their work.

3. Establishing equitable leadership and governance by aiming to have at least 30% of voting Executive Council positions held by underrepresented groups, helping to reflect the diversity of the evaluation community within the Council. Underrepresented groups include identifying as Indigenous; Two-Spirit; a member of a racialized group or visible minority; a person with a disability; and/or a member of the LGBTQIA+ community.

4. Gathering feedback from the CESBC community to understand new and emerging challenges to DEI, continued barriers to be addressed, opportunities for DEI activities and initiatives, and overall satisfaction with CESBC's DEI work.

5. Tracking and identifying areas needing further attention in our efforts to advance DEI commitments, initiatives, activities, and practices over time, to be shared with the CESBC community.

CESBC recognizes that advancing DEI is complex and requires long-term commitment and collaboration both within and beyond our chapter and field.

To help advance our goals, between 2025–2026 we plan to:

• Update the CESBC DEI Statement to reflect values and commitment to diversity, equity, and inclusion within the CESBC Chapter.

• Update internal processes to align with accessibility standards: embed accessibility guidelines and best practices in the planning and implementation of events, whether virtual or in-person, including professional development and networking opportunities.

• Collaborate with professional development, conference, and regional coordinators to embed DEI principles into all activities and programming.

• Develop a DEI Fund communication plan: create a comprehensive communication plan to promote the DEI Fund and encourage greater awareness and utilization.

• Establish a DEI Monitoring Framework: develop a framework to track progress on DEI initiatives, promoting accountability, transparency, and continuous learning and improvement.

• Work with the nomination committee to co-develop an inclusive recruitment strategy that identifies and mitigates barriers, and supports candidates from underrepresented groups to run for Council positions.

• Consider opportunities to strengthen internal policies through a DEI and Indigenous Reconciliation lens, and explore whether this lens could also inform future updates to CESBC bylaws.

CESBC offers a fund to help remove financial barriers to learning opportunities for underrepresented groups. DEI grants will provide up to $500 for one individual to attend an evaluation-related training or conference.

Learn more about the DEI Fund and how to apply

Building knowledge and practice is an important part of advancing this work. CESBC members and the broader BC evaluation community can access additional learning resources through the Canadian Evaluation Society (CES) National website, including an introductory EDI webinar series and the Anti-Racism and Evaluation Resources Hub.

Explore CES National EDI Resources

Reflection and learning are essential to this work. We have created a DEI Monitoring Framework to track our progress and reflect on key milestones in our journey. In an effort of transparency and accountability, we share with the CESBC Community our DEI Monitoring Framework and will report on our efforts against the key milestones outlined annually.

View CESBC DEI Monitoring Framework (PDF)