Equity is built into how the program runs, not handled as a separate track.

Equity in the structure

The program was rebuilt after a race-based rupture. The initiating harm came from an individual, but its impact was amplified by structure: concentrated authority, no documented path for responding to harm, and minimizing talk afterward. This makes equity and belonging institutional rather than cultural, so the standards hold regardless of who is in the room.

Our commitments

• The program is for and by men, inclusive of trans men, and welcomes nonbinary, intersex, and gender-expansive people who identify with and actively participate in spaces historically labeled masculine in this community. It welcomes people across all races and ethnicities.
• Racism is not subject to degrees. The program does not relitigate whether racist conduct counts.
• Participants should never have to minimize parts of themselves to belong.
• We account for power dynamics, whether D/s structures, leather family standing, or the mentor and mentee difference, that can make it hard to raise a concern. "We are all adults" is not a policy.
• Equity is embedded in every process: applications, vetting, matching, programming, reporting, and background checks. It is not a separate track.

Our DEI+B goals

1. Committee composition reflects the community. Met for the current Operating Committee. Ongoing: committee diversity keeps pace with the diversity of the cohorts we serve as the program grows. Tracked by: annual committee composition review against cohort composition.
2. Every cohort opens with a discussion on identity and respect. Built into the kickoff session every cycle. Tracked by: kickoff agenda includes this item, confirmed each cycle.
3. Every cohort checks in at the midpoint on how identities are being respected. Tracked by: midpoint check-in explicitly asks this question, and responses are reviewed.
4. We know who's in the program and how they experienced it. Participant identity information and participant feedback are collected each cycle. Tracked by: an annual review comparing program makeup and participant feedback against our goals, with adjustments made where we fall short.
5. Our programming reflects a range of voices, not just cis and white presenters. Applies as classes, presenters, and materials are chosen each cycle. Tracked by: presenter and materials list reviewed for this each cycle before programming locks.
6. There's a named, safe person to talk to if your identity has been disrespected. A specific committee member holds this role every cycle, separate from incident reporting. Tracked by: the role is named and communicated to every cohort; anyone can confirm who holds it.
7. We meet regularly with other SF kink organizations specifically on DEI+B. Tracked by: a standing cadence of these meetings, not one-off outreach.
8. We identify an external DEI+B consultant. Tracked by: continue intro meetings or discussions to identify a DEI+B consultant.

How equity concerns are handled

There is one front door for reporting harm: see Safety and Support, or email the administrator at MentorProgram@sfldg.org. Equity and belonging does not run a parallel intake.

• Reports that flag racism, colorism, xenophobia, transphobia, or other identity-based harm include equity and belonging leads in the review, with recusal for any conflict of interest.
• The Mental Health and Wellness Team supports affected people through its own process. Support and investigation stay separate.
• You can also talk informally with program leadership or alumni without filing anything. Informal never blocks formal, and anyone can escalate at any time.
• Where the harmed party wants it, restorative dialogue is available as a path, consistent with our value of repair over punishment.