Welcome to our third Social Impact Report.

Publishing a Social Impact Report allows us to self-reflect, seek advice and stay accountable on the annual goals we set for advancing diversity, equity, and inclusion within our business.

We’re going to tell you a little bit about us, assess how we did on our 2023/24 goals, and set our sights on new goals for 2024/25. 

About Woonwinkel:

Woonwinkel is a Portland, Oregon-based home and gift shop where everyday goods shine bright. You may have noticed we’re a bit color-obsessed. We hope our passion for color makes a visit more than just a shopping trip--we want it to uplift and inspire.      


Our Vision and Values:

While the search for colorful objects is fun, our vision goes beyond what we can put in someone’s shopping bag. We also strive to metaphorically "see in color". We believe differences within our team and our community make us stronger and richer and we prioritize building an environment in which different perspectives are valued and celebrated. To that end, each year we set social impact goals within 4 key themes:

1. Representation:   

We want our shop to reflect the world in all its rich diversity so we’re ever expanding our collections of products and publications by Black, brown, queer, and other resilient marginalized groups that have been historically underrepresented in media and on store shelves. 

2. Community: 

Our community is healthier and more vibrant when it's diverse, equitable, and inclusive. We tangibly contribute time and money to local and national organizations that advance DEI. 

3. Team: 

We prioritize building an inclusive work environment in which different perspectives are valued. 

4. Sustainability: 

We’re committed to selling and using products that are eco-friendly, recognizing that adverse environmental impact is often felt most directly by the least powerful people.

Keep reading to learn about our specific goals in these areas for 2023/24.

Representation Goals:

1. After a small dip in the previous year, bring up the percentage of Black-owned brands to at least 15% of our total, in line with our 15% pledge.
How we did: Black-owned businesses again represent 15% of our vendors. 

2. Maintain visual representation of a wide range of people including Black, Brown, queer, disabled, bigger-sized bodies, and aging bodies.
How we did: We've added to our collection books by queer, Black, indigenous, and disabled artists, as well as compendiums that feature work by a wide array of different folks. Images depict a wide range of bodies.

Community Goals: 

1. Recommit to sharing information about our chosen monthly organizations internally and externally.
How we did: We did a better job of sharing internally, but we were challenged to consistently share links to our chosen organizations on social media. Here is the list of organizations to whom we donated this year:
Black Resilience Fund
Queer Resource Center, PSU
Powell's Strike Fund
Portland Tennis & Education
Friendly House
Albina Vision Trust
Equitable Giving Circle
OHSU Knight Cancer Institute - in honor of a Woonwinkel team member

2. Invite staff to decide the local non-profit organizations to which we'll donate this year.
How we did: we invited staff to nominate organizations.

Unplanned: We hosted a book reading and signing by Michael Tennant, the author of The Power of Empathy, A Thirty-Day Path to Personal Growth and Social Change. It was a collaborative event with Michael, Woonwinkel and Multnomah Whiskey Library, who have a common goal of advancing inclusivity and connectivity.

Team Goals: 

1. Separate our performance evaluations from pay increases so feedback can be exchanged in a non-competitive, supportive and empathetic manner.
How we did: We adjusted our performance evaluation schedule to separate it from pay adjustments, and updated the language in our performance evaluation policy to stress our culture of empathy, support, and learning

2. Raise wages across the board 6% to keep pace with inflation
How we did: We adjusted wages 6% across the board. This presented a tradeoff because in order to raise wages we had to reduce staff. 

3. Seek data on retail manager salaries in the region. Attempt to hit the median for the region, or better.
How we did: we hit the median for the region for manager salaries. 

4. Participate in a Portland Means Progress equitable and inclusive policy-crafting workshop 
How we did: We participated in the policy-crafting workshop and spent the time evaluating our Team Culture Guide, which we attempt to revisit regularly internally and externally to ensure it's up to date, equitable and inclusive.

5. Introduce to the staff to an external resource for Human Resources consultation. Craft a policy that explains how and when an employee or manager might take steps toward external involvement.
How we did: We verbally shared with the staff that we have a commitment to contracting an impartial 3rd party for mediation if communication conflicts arise within our team that can't be resolved internally. We haven't yet put a policy in writing. 

6. Have a one-on-one session with a local DEI practicioner through Portland Means Progress, as a check-in on how we're doing with our DEI goals.
How we did: I had a fruitful conversation with Veronica Banuelos.

Sustainability Goals: 

Find a sustainable way to show customers that we’re using re-used materials in packing their shipment, and encourage them to re-use the same materials. 
How we did: we did not meet this goal.


    Small business continues to be a big challenge in 2023/24. Sales continue to be down, so in order to keep wages fair and competitive we had to reduce our workforce further in 2023, adding pressure to each person's role. We're hanging in there and we're a pretty well-functioning little team, but it means we have fewer resources with which to meet our goals. Just like last year when we had similar staffing and financial challenges, a big part of this next year will be about honing in on our biggest priorities for making a positive social impact, and to make sure we're equipped with the to do each one well.

    We’re pleased to report that we continue to have incredible external support from the Portland Means Progress organization, of which we became members in early 2022. By becoming members of this group, we pledged to 1. Pay at least $15/hour 2. Create work experiences for underrepresented youth and young professionals of color 3. Create culture change in our organization by providing Diversity, Equity & Inclusion (DEI) training and tools for our staff and leadership 4. Complete Portland Means Progress annual reporting every January. We greatly appreciate the programming and assistance PMP provides in meeting these pledges. 

    How We Stay Accountable:   

    Our Commitment to Transparency

    We’re publishing this report on our blog so anyone can find it anytime. Writing this was a group effort; we asked for input from our entire team.

    Our Call to be held Accountable

    We’ll share this report with the public, and also our customers, who we ask to keep us accountable.

    Our Request for Feedback

    Will you share your thoughts with us? Please connect with us at info@woonwinkelhome.com. We’re all ears.

    Thank yous

    Thank you, thank you, thank you to the mighty little team of 5 here at Woonwinkel who spent time thoughtfully contributing to this report. We'll follow up with NEW GOALS for 2024/25 soon.

    - Kristin Van Buskirk, Owner