What does a head of diversity and inclusion do?

1 The need for diversity and inclusion

Non-profits operate in diverse and complex environments, where they serve, collaborate, and compete with various stakeholders, such as beneficiaries, donors, partners, regulators, and the public. To succeed in this context, non-profits need to understand and respond to the needs, preferences, and expectations of these diverse groups, as well as foster a culture of respect, equity, and belonging among their staff and volunteers. A head of diversity and inclusion can help you assess and improve your organization's performance in these areas, and ensure that you are aligned with your values and goals.

2 The role of a head of diversity and inclusion

A head of diversity and inclusion is a senior leader who oversees and coordinates the development and implementation of diversity and inclusion strategies, policies, and initiatives across your organization. They are responsible for ensuring that your organization is compliant with relevant laws and regulations, as well as best practices and standards in the sector. They also act as a champion and advocate for diversity and inclusion, both internally and externally, and foster a culture of learning, dialogue, and accountability.

4 The benefits of having a head of diversity and inclusion

Having a head of diversity and inclusion can bring multiple advantages to your organization, such as enhancing your reputation and credibility as a non-profit that values and respects diversity and inclusion, improving your organizational culture and climate, strengthening your capacity and effectiveness to deliver services, expanding your reach and impact, and innovating and adapting to changing needs. These benefits can lead to increased engagement, satisfaction, and retention of staff and volunteers, as well as attracting more diverse and loyal donors, partners, beneficiaries, and supporters.

5 The challenges of having a head of diversity and inclusion

Having a head of diversity and inclusion can also pose some challenges to your organization, such as allocating sufficient resources and support to the role, managing expectations and resistance from stakeholders, balancing the needs of different groups, dealing with complexity and sensitivity, and maintaining momentum and commitment. It is important to ensure that this role is integrated and aligned with the organizational structure and strategy, avoiding tokenism or favoritism, and making sure it is not a one-off effort but a continuous process.