You're facing donor discomfort with diversity initiatives. How do you navigate this scenario effectively?

The first step is to listen actively and empathetically to the donor's concerns. This involves creating a safe space for them to express their discomfort without fear of judgment. By employing the psychological safety framework, we acknowledge their feelings and show genuine interest in understanding their perspective. This step is crucial in building trust and setting the stage for a productive dialogue. In a past encounter, a donor expressed concerns about the focus on diversity potentially overshadowing merit-based initiatives. I listened attentively, asking open-ended questions to fully understand their perspective. This approach helped the donor feel heard and valued, reducing initial defensiveness.

After understanding the donor's concerns, we tactfully educate on how diversity initiatives can mitigate legal risks through raceless antiracism. This approach focuses on shared humanity, avoiding potential legal pitfalls related to racial bias. We illustrate how aligning DEI practices with compliance requirements ensures effectiveness and legality, showcasing evidence-based success stories. I shared examples of how our raceless antiracism approach aligns DEI initiatives with legal standards, ensuring compliance while promoting inclusivity. This helped the donor understand that effective diversity programs can be innovative and legally sound, addressing concerns about potential risks.

Reinforcing the organization’s mission and how diversity initiatives align with it is essential. We communicate how our JEDI principles are integral to achieving long-term goals and creating an inclusive environment where everyone can thrive. This step helps the donor see the bigger picture and understand the strategic importance of diversity. I connected our D & I practices to the organization's mission by explaining how we drive culture and problem-solving, leading to better outcomes. By aligning our efforts with the donor’s values and objectives, we demonstrated how universal diversity and inclusion principles make an impact to psychological safety and performance.

Inviting the donor to be part of the diversity journey can help alleviate discomfort and foster a sense of belonging. We offer opportunities for them to engage with the initiatives, such as attending events, participating in discussions, or contributing to diversity-related projects. This involvement helps them see the initiatives' positive effects firsthand. Example Experience: I invited the donor to attend a diversity workshop where they could interact with team members and other stakeholders. This engagement provided them with a firsthand understanding of the initiatives' impact, making them more comfortable and supportive of our efforts.

Maintaining transparency is key to building trust and credibility. We keep the donor informed about the progress and outcomes of diversity initiatives, providing regular updates and sharing success stories. This transparency reinforces our commitment to accountability and continuous improvement. Example Experience: I ensured that the donor received regular updates on the progress of our diversity initiatives, including metrics and success stories. This transparency helped build trust and demonstrated our dedication to achieving meaningful results.

Discomfort stems from words that have become polarizing - diversity included. I'm not saying it's right but the word diversity is now a pawn in a political game. Other words that I can recall this happening to: organic food and affordable housing. So normally, I change the word to everyone and all. Everyone deserves a voice. All people are given the same opportunity and leave the word itself out of conversations so EVERYONE feels comfortable.