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What do you do if your non-profit organization lacks diversity and inclusivity in its workforce?

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Diversity and inclusivity are vital for a nonprofit organization's success, growth, and the fulfillment of its mission. If you find your nonprofit lacking in this area, it's essential to address the issue proactively. A diverse team brings a range of perspectives and experiences, which can enhance creativity, decision-making, and the organization's ability to serve its community effectively. Inclusivity ensures that all employees feel valued and empowered, contributing to a positive work environment and higher staff retention. By taking steps to improve diversity and inclusivity, your nonprofit can become more representative of the community it serves and strengthen its impact.

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Giovana M.

?? International Development Leader | Monitoring & Evaluation | Transforming Data into Impact | Fundraising Strategist…
Lyonga Paschal

Rotary Scholar at IHE Delft, Netherlands| Water and Sustainable Development | WASH professional | Executive Director at…

1 Assess Reality

The first step is to conduct an honest assessment of your nonprofit's current workforce diversity and inclusivity. This involves looking at the demographic makeup of your staff, board members, and volunteers. Consider whether your organization reflects the community you serve in terms of race, gender, age, disability, sexual orientation, and other important aspects of identity. Additionally, evaluate the inclusivity of your workplace culture: Do all employees feel they belong and can contribute equally? Identifying gaps and areas for improvement is crucial in creating a strategic plan to address these issues.

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Lyonga Paschal

Rotary Scholar at IHE Delft, Netherlands| Water and Sustainable Development | WASH professional | Executive Director at SUDEVIN | Digital Marketing for Online Business Growth
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Here's how to make your non-profit more diverse and inclusive: Assess & Broaden: Analyze hiring data and staff demographics to identify gaps. Partner with diverse organizations and post jobs on inclusive platforms to reach a wider talent pool. Reduce Bias: Use blind resume reviews and standardized interview questions to minimize unconscious bias in the hiring process. Invest in Training: Educate staff on diversity, equity, and inclusion (DEI) to foster a welcoming and respectful workplace culture. Inclusive Culture: Celebrate differences and encourage open communication to create a sense of belonging for all staff.

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Larissa Verbitskaya

Mentor NGO, social entrepreneurs ??GESI expert??Ethics Advisor ?? CEO UkraineNow.ch.
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As an expert in DIE - diversity, inclusion, and equality, this sounds strange to me. Diversity and inclusion should be built into every internal policy of an organization. For this, you need to have an open mind and learn first of all. Get in touch if you can't do it yourself. I will help you to calculate in figures how much the organization will benefit from the introduction of DIE standards

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2 Set Goals

Once you've assessed your nonprofit's diversity and inclusivity levels, it's time to set clear, achievable goals. These goals should be specific, measurable, attainable, relevant, and time-bound (SMART). For example, you might aim to increase the representation of a particular group within your workforce by a certain percentage within the next year. Goals should also extend beyond just hiring practices to include fostering an inclusive environment where diversity is celebrated, and all employees feel respected and heard.

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Giovana M.

?? International Development Leader | Monitoring & Evaluation | Transforming Data into Impact | Fundraising Strategist | Driving Equity, Inclusion & Impact Globally
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Addressing diversity and inclusivity gaps in a nonprofit's workforce requires setting SMART goals. Assess the current status, then establish clear objectives like increasing representation of underrepresented groups within a set timeframe. Ensure goals are specific, measurable, attainable, relevant, and time-bound. Beyond hiring, focus on fostering an inclusive environment where diversity is celebrated, and every employee feels respected and heard. Regularly monitor progress and adapt strategies as needed to achieve a more diverse and inclusive organizational culture.

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3 Create Plan

With goals in place, develop a comprehensive plan to achieve them. This plan should include strategies for recruiting a diverse workforce, such as reaching out to different communities and working with organizations that support underrepresented groups. Training programs to educate your staff about diversity and inclusivity are also critical. The plan should outline steps for creating a welcoming and supportive work environment, such as establishing employee resource groups or diversity committees. Ensure that your plan is actionable and includes accountability measures to track progress.

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4 Implement Changes

Implementation is where your plans for a more diverse and inclusive nonprofit become reality. Begin with your hiring practices: revise job descriptions and recruitment strategies to attract a broader range of candidates. Ensure that your interview panels are diverse and that unconscious bias training is provided for those involved in hiring decisions. Implement the inclusivity initiatives you've outlined, such as mentorship programs or regular diversity training sessions. Regularly communicate with your team about these changes and why they're important for the organization's mission.

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5 Evaluate Progress

To ensure that your efforts are making a difference, regularly evaluate your progress towards the diversity and inclusivity goals you've set. This might involve conducting surveys to gauge employee satisfaction and sense of belonging, as well as tracking demographic data over time. Use these evaluations to understand what's working and where there's room for improvement. Be prepared to make adjustments to your strategies as needed, and keep your team informed about progress and next steps.

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Giovana M.

?? International Development Leader | Monitoring & Evaluation | Transforming Data into Impact | Fundraising Strategist | Driving Equity, Inclusion & Impact Globally
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Regularly evaluating progress towards diversity and inclusivity goals is essential for a nonprofit lacking diversity in its workforce. Conduct surveys to assess employee satisfaction and belonging while tracking demographic data over time. Use these evaluations to understand effectiveness and identify areas for improvement. Adapt strategies accordingly and keep the team informed about progress and next steps. By consistently monitoring and adjusting efforts, your nonprofit can create a more diverse and inclusive workplace where all employees feel valued and respected.

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6 Sustain Efforts

Achieving diversity and inclusivity isn't a one-time effort; it requires ongoing commitment. To sustain progress, integrate diversity and inclusivity into the core values and daily operations of your nonprofit. Continuously seek feedback from employees on how to improve the work environment. Celebrate diversity milestones and recognize individuals or teams who contribute significantly to inclusivity efforts. By making diversity and inclusivity a permanent part of your organization's culture, you'll ensure that these values remain a priority for the future.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What do you do if your non-profit organization lacks diversity and inclusivity in its workforce?

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2

3

4

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1 Assess Reality

2 Set Goals

3 Create Plan

4 Implement Changes

5 Evaluate Progress

6 Sustain Efforts

7 Here’s what else to consider

Nonprofit Management

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What do you do if your non-profit organization lacks diversity and inclusivity in its workforce?

1

2

3

4

5

6

7

1 Assess Reality

2 Set Goals

3 Create Plan

4 Implement Changes

5 Evaluate Progress

6 Sustain Efforts

7 Here’s what else to consider

Nonprofit Management

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