What do you do if your social impact organization lacks diversity and inclusivity in the workforce?

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Recognizing the lack of diversity and inclusivity within your social impact organization can be a critical first step toward fostering a more equitable workplace. It's essential to understand that diversity isn't just about numbers; it's about bringing a range of perspectives and experiences into your organization, which can enhance creativity and innovation. Inclusivity means ensuring that once diverse talents are on board, they feel welcomed, valued, and given equal opportunities to thrive. If you find that your organization falls short in these areas, it's time to take proactive measures to address these gaps and build a stronger, more representative workforce.

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Unconscious bias training:

Implement training programs focused on unconscious bias and inclusive recruitment. This educates your hiring team about their own biases, paving the way for more diverse and inclusive hiring practices.
Engage with stakeholders:

To enhance inclusivity, dialogue with stakeholders and recipients of your services to understand barriers to diversity. Aligning goals and values through clear communication can organically grow a diverse workforce.

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1 Assess Gaps

Start by conducting an internal audit to understand the existing state of diversity and inclusivity within your organization. Gather data on the demographic makeup of your staff at all levels, and solicit feedback on the inclusivity of your workplace culture. This can be done through surveys, interviews, or focus groups. Pay attention to patterns that emerge, such as underrepresentation of certain groups or reports of unequal treatment . This assessment will help you identify specific areas where your organization needs to improve.

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Adam Rose

Senate Intern | United Nations Fellow | Charity Conference Co-Founder
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?? Fostering and Prioritizing Inclusivity: Identifying Barriers ?? Within your organization, identify the gaps, soft and hard barriers to entry, and situational circumstances. Engage with stakeholders and social impact recipients to better understand these issues fully while ensuring clear goal alignments, transparent communication, and shared values. Aim to create policies and foster an environment that promotes inclusivity, focusing on organically developing a diverse workforce over time. Rapidly introducing team members without proper foundational systems and safeguards can cause friction and hinder or hurt inclusivity and diversity efforts, especially in roles with competitive, prestigious, or monetary responsibilities.

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Renuka Behera

Founder @ DonateMART Foundation | Passionate About Making an Impact Through Social Work l Nonprofits Organization I NGO
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If your social impact organization lacks diversity and inclusivity in the workforce, start by conducting a thorough assessment to understand the gaps and challenges. Develop a strategic diversity and inclusion plan with clear goals and actionable steps. Implement inclusive hiring practices, such as broadening recruitment channels and ensuring unbiased job descriptions. Provide training on diversity, equity, and inclusion for all staff. Create policies that support an inclusive culture and address any discriminatory practices. Foster an environment where diverse voices are valued and heard. Regularly review and adjust your strategies to ensure ongoing progress and improvement.

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2 Set Goals

After identifying the gaps, set clear and measurable goals for increasing diversity and inclusivity. These should be specific, achievable, and time-bound. For example, you might aim to increase the representation of underrepresented groups in leadership positions by a certain percentage within the next two years. Ensure that these goals are communicated throughout the organization and that there is a shared commitment to achieving them.

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3 Create Policy

Developing inclusive policies is a critical step in building a more diverse workforce. Review your existing policies and procedures for any implicit biases that might hinder diversity and inclusivity. Implement new policies that promote equal opportunities, such as standardized hiring practices , mentorship programs , and fair promotion processes. These policies should be transparent and accessible to all employees.

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4 Provide Training

Invest in diversity and inclusion training for your staff. This should include unconscious bias training , cultural competency training , and education on the importance of diversity and inclusion in the workplace. Training can help employees understand their own biases and learn strategies for creating a more inclusive environment. It's important that training is ongoing and not just a one-time event.

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Ndahafa Shaimemanya

Global Diversity & Inclusion Manager @ Loewe (LVMH group) | Ex-Kering & Estée Lauder Companies | Impact-Driven Leader
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In my experience a lot of the time lack of diversity and inclusivity in an organization stems from lack of awareness about the unconscious bias that we all have. Providing training on topics such as Unconscious Bias and Inclusive Recruitment especially to employees involved in recruitment processes such as HR and hiring managers is crucial in diversifying the talent tool of organizations. Remember that diversity and inclusion are not mutually inclusive. An organisation that is highly diverse is not guaranteed to be inclusive or considered 'psychologically safe'. Therefore it is equally important to train all employees on how to foster an inclusive workplace.

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5 Foster Inclusion

To foster an inclusive environment, actively engage with your employees and create opportunities for them to connect and learn from each other. This could involve setting up employee resource groups , hosting diversity-themed events, or providing platforms for open dialogue about inclusion issues. Ensure that all voices are heard and that there's a system in place for reporting and addressing any concerns related to discrimination or exclusion.

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Marcos Oliveira

Designer Senior
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Keep in mind that the work environment and culture must also be assessed, and possibly redesigned, to foster inclusion and diversity. People arriving in the environment must feel included, heard and welcomed, and not placed in a hostile and unprepared environment just as a diversity token. It requires a proactive mindset of taking into account every detail, from engaging employees on workshops, providing a safe space to report concerns, to actively listening what needs to be improved and transforming it into goals and actions.

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6 Monitor Progress

Finally, it's crucial to monitor your progress towards achieving your diversity and inclusion goals. Set up a system for tracking key metrics, such as the diversity of new hires or the retention rates of underrepresented employees . Regularly review these metrics and adjust your strategies as needed. Celebrating successes and acknowledging areas for improvement can help maintain momentum and ensure continuous progress.

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What do you do if your social impact organization lacks diversity and inclusivity in the workforce?

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1 Assess Gaps

2 Set Goals

3 Create Policy

4 Provide Training

5 Foster Inclusion

6 Monitor Progress

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