Jobs at Rootable

This software is incubating under a nonprofit, Boulder Food Rescue. Eventually, Rootable will become its own social venture and develop its own statement. This is BFR's ideas and practices on inclusivity:

Food insecurity disproportionately affects people of color, immigrants, people living with disabilities, older adults, and the LGBTQ community. 82% of our staff, and 60% of our board identifies as a member of at least one of these groups. We’re intentionally cultivating an inclusive space to support our multicultural, multiracial, multi-gender staff team where people feel like they belong. We ensure there is language equity by hiring bilingual and multilingual staff to support community members (English, Spanish, French, Arabic) or hire out community members to serve as interpreters and translators (Russian, Ukrainian, Nepali, etc). All printed materials are translated into Spanish & English, and any other needed languages relevant to the material.

We employ a majority of current and past program participants. We practice democratized leadership with shared decision making structures, structure and team design that focuses on equity and inclusion, and have an equitable salary structure. Some of our policies and practices include: 

• We have staff-developed principles and decision-making to guide our work and organizational culture, including formally adopting a consent-based decision making model. These systems enable us to lift up and value divergent perspectives and opinions.
• Staff co-created an equitable salary structure that honors needs for transparency and equity, that all staff members contributed to and collectively passed. The system aims to, among other things: a. value and compensate labor that is important to us but may not always be valued in the labor market, b. secure comparable rates of pay across the organization, rather than consolidating resources at the top of the organizational hierarchy, while still honoring tenure, talent, and responsibility. 
• We have a participatory budgeting process we conduct every year so staff and program needs can be considered and met.
• We actively practice participatory feedback, transparency, equity, accountability, collaboration, and adaptation. 
• We have ongoing group discussions centered around unpacking white dominant culture and how it shows up in our broader society, community, in our own lives, and within BFR. 
• We’ve hosted ongoing learning opportunities around communication, empathy, and accountability. 
• We conduct critical incident debriefs after traumatic events in the news or world to hold space for staff to process and not have to pretend business as usual, especially when their particular identities are impacted (examples: process circles for Club Q shooting, anti-Asian violence, police violence against Black bodies).
• We provide staff with flexible work schedules, liveable wages, professional development and health and wellness stipends, and additional resources to work from home, to particularly support staff with families. 
• We support transgender and nonbinary staff members and have their names and pronouns respected. Over a third of our staff identify as non-binary or transgender.
• We have trauma-informed agendas, meetings, and a training program for management staff to understand power and identity and how it shows up in their work.
• We conduct retrospectives and other evaluative practices to make BFR a more just, equitable and accountable environment. 
• As a multicultural organization, it's important to ensure the staff who grew up in other countries (40%) are able to bring their cultural backgrounds to the table. We support these staff through engaging in cultural learning. 
• We have Spanish translation of materials and Spanish interpretation in all staff meetings and workshops.