The IDEA Task Force and Mission Statement
Strawbery Banke Museum tells the stories of the diverse neighborhood called Puddle Dock. To that end, we endeavor to:

  • Foster a culture that is truly equitable, inclusive, and accessible for a diverse workforce;
  • Offer inclusive, decolonized, and accessible interpretation, providing the necessary tools to allow everyone to enjoy the museum's daily program, including people with disabilities and financial barriers; and
  • Accurately and holistically reflect this rich history through a leadership team that is comprised of a diverse and inclusive group of community members.

IDEA Definitions

  • Inclusion
    • Belongingness (qualitative)
    • Something you feel; diverse individuals and cultures feel welcomed, respected, empowered, and supported in the environment. 
    • Organizational culture
  • Diversity
    • Representativeness (quantitative)
    • The presence of people who are different from the dominant culture/majority; a number that can be counted.
  • Equity
    • Different than equality, as it factors in systemic advantages to the dominant people/culture
    • An active effort to eliminate barriers to success and eliminating a system of oppression; a redistribution of power that can lead to meaningful change.  
    • A willingness of people in power to sacrifice something of meaning for the sake of equity. 
    • Giving people access to what they need, not necessarily giving everyone the same amount.
  • Accessibility
    • The necessary tools, systems, and infrastructure is in place to support all of the diversity, equity, and inclusion initiatives, including people with physical and sensory impairments, developmental disabilities, and socioeconomic diversity.

Working Groups
The Task Force is organized into three working groups, each connected to a segment of the IDEA Task Force mission statement:

  1. Employee Experience
    Focus areas include fostering an inclusive culture, developing equitable and inclusive policies and procedures, prioritizing the hiring and recruiting of diversified staff and interns, providing continuous training opportunities, actively addressing issues such as pay equity, and prioritizing workplace accessibility. 
  2. Visitor Experience
    Focus areas include offering inclusive, decolonized, and accessible historic interpretations, providing the necessary tools to allow everyone to enjoy the museum's daily program, and including people with physical and sensory impairments and developmental disabilities.
  3. Volunteer Leadership
    Focus areas include providing inclusivity training and prioritizing diverse recruitment of Trustees and National Council members.

Personal Pronouns
Museum visitors may notice staff wearing pins alongside their museum name tags, indicating whether they use she/her, he/him, or they/them pronouns. The effort toward ensuring that a person’s chosen name and desired pronouns are being used is a basic courtesy and aligns with the mission of the museum’s IDEA Task Force. We invite you to learn along with us about the importance of personal pronouns and to help us create an environment where everyone’s identities are valued.