Why it matters?
Planning for equity and diversity within your organizations and partnerships is an important step to providing a community resource that meets the needs of the communities that it’s serving. Diversity requires intentionality. It’s human nature to gravitate towards the familiar. It takes planning and intentional actions to step outside and welcome in outsiders.
Road Map for Strategically Planning for Equity and Diversity
- Establish a foundation of understanding. Take time to understand your personal and your organization’s implicit/unconcious bias.
- Initiate conversations about what equity and inclusion mean to the people in your organization.
- Remember that identity is composed of many factors not just race. It can include gender, nationality, socioeconomic, education levels, age, military status, physical abilities, and many other factors.
- Identify barriers and gaps in your organization’s inclusivity.
- Establish goals and targets that will help you ensure a well-rounded organization.
- Remember that Equity and Inclusion is not just a reflection of who you hire, but also the partners you bring to the table, the volunteers that help in your organization, etc…
Developing a Culture of Inclusion
While it is important to plan for equity and diversity within your organization, it is also important to remember that equity and diversity are concepts that don’t operate within a vacuum. As a result, you can’t treat them as a separate entity within your organization. To effectively implement an inclusion program you need to view it through the broader lense of the entire organization. Goals and plans should permeate the entire organization and be evident in policies and procedures that encourage equity and inclusion as part of the organizational culture.
When preparing your equity and diversity plan, you should consider the following aspects of your organization:
- Organization’s Development toward inclusion and diversity. What message are you sending about the culture of inclusion within your organization?
- Internal Systems including policies, practices, and guidelines. How do equity and diversity affect decisions within the company?
- Governance Committees and Leadership. How are diversity and equity represented in the leadership of the organization, what steps do you take to ensure the voices and perspectives are representative of the community served?
- Human Resources. What measures are followed to ensure that potential staff members are recruited from a variety of sources? What policies and procedures are in place to ensure equity in promotions.
- Strategic planning. What actions are you taking to encourage diversity and equity?
- Performance Management. How do you measure the effectiveness of the plans and strategies put in place to determine what’s working, identify barriers, and institute improvements?
(Michigan Nonprofit, 2019)
Diversity, Equity, and Inclusion Tools:
Gurchiek, K. (2019, August 16). 6 Steps for Building an Inclusive Workplace. Retrieved December 2, 2019, from https://www.shrm.org/hr-today/news/hr-magazine/0418/pages/6-steps-for-building-an-inclusive-workplace.aspx.
Why diversity, equity, and inclusion matter for nonprofits. (2019, November 2). Retrieved December 2, 2019, from https://www.councilofnonprofits.org/tools-resources/why-diversity-equity-and-inclusion-matter-nonprofits.