Commitment to
Our Community

Diversity, Equity, and Inclusion at Trees Atlanta


We plan to provide quarterly updates on specific actions that we are taking to improve and become a better organization. Our goal is to better represent our community by increasing diversity in our staff, our board, and through partnerships with the Black community as we protect and improve Atlanta’s urban forest by planting, conserving, and educating.

The Georgia Center for Non-Profits and The Home Depot Foundation recently hosted a virtual, educational event entitled “Building Equity Leadership”, featuring The Living Cities Journey. This national organization has been working hard for over six years improving diversity, equity, and inclusion throughout their team and had many learnings to share.

One of our key takeaways is that working on these issues is much like working to be a better person. First, we must recognize that there is work to be done. Then, as we determine areas for improvement and focus on actions to change, we need to understand that the work is a journey, not a one-time event. We must continually evaluate where we are and the progress that we’ve made, aiming for ongoing, consistent improvement.

That lesson resonates with us here at Trees Atlanta as we work diligently to improve how we operate internally and throughout our community.

Our hope is that we are on the journey to eliminate our own biases and improve outcomes for all our constituents. There is much work to be done and heavy lifting to be completed, but we are committed to these efforts and convinced they will enable us to become better people and a better organization.

Updates on Our Progress

DEI Action Plan Update – January 2021

Date: 1/8/21

Over the past six months, Trees Atlanta employee participated in three task forces that focused on:

  1. Hiring, retention, and workplace culture
  2. Community engagement
  3. Partnerships

Each task force met multiple times and developed a suite of recommendations which they shared with our leadership team and our Board President. Additionally, they presented their recommendations to our entire staff along with recommendations for short and long-term goals.

We have taken immediate action on several of those recommendations:

  • We hired a Workforce Development and Engagement Supervisor to develop a plan detailing how we can become better partners in the communities that we serve.
  • We have included our Diversity, Equity, and Inclusion goals and work plan in our new 5-year Strategic Plan.
  • We updated our employee health insurance policy to include full-time hourly employees with 2+ years tenure.
  • We made available to all staff our job positions and pay ranges and have published this information on a staff intranet site that every employee can access.

We expect to complete several other initiatives over the next few months:

  • Researching and recommending anti-racism training for all hiring managers
  • Developing standard job descriptions, interview questions and an evaluation rubric, and an exit interview process
  • Developing a list of Black-owned businesses we can support or partner with as we fulfill our mission

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