What are the best practices for creating an inclusive nonprofit?

One factor to consider as the current state is assessed, is the level of psychological safety stakeholders feel. It may be best to bring in an independent third-party to conduct confidential assessments in order to guarantee honesty and transparency of respondents. If employees, board members, volunteers, etc. feel that their opinions will not be respected or they fear retaliation, the assessment will not prove beneficial. This then leads to remedies based on a false current state, thereby decreasing the likelihood of success.

Establishing the scale and scope is key. It is also important to determine: - Who has the authority to adjust the goals? - Is there a deadline to make modifications to the plan? - Who needs to be involved if changes occur? The RACI Model is one way to address this question. - Does the plan have buy-in from enough stakeholders to be successful? This will depend on the scale and scope of the project as well as the size of the organization. - What are the internal and external change management communication plans? Often, organizations fail to sufficiently communicate the need for change to internal stakeholders, which is crucial to success. When you think you’ve communicated enough, communicate more.

Following your assessment, establish clear, measurable goals to enhance your nonprofit's inclusivity. Align these goals with your mission, vision, and values, reflecting the needs of stakeholders. Specify actions, resources, timelines, and responsibilities, and communicate them to staff, board, volunteers, donors, and beneficiaries. Regularly monitor and evaluate progress, adjusting goals and strategies as needed. This methodical approach ensures a focused and adaptive journey towards greater inclusivity.

Some ways to get started are: - Ensure everyone is operating with the same definitions of key DEIB terminology. - Determine if employee resource groups are needed. - Use an independent agency/consultant to conduct anti-bias training - Encourage all stakeholders to callout micro-aggressions. This will alleviate the burden on the individual that was targeted. - It could be beneficial to establish a company-wide phrase such as, “I don’t feel that statement or action aligns with our value of . . . “ This would help those that do not have the vocabulary to address various situations. Role playing could be a valuable tool, if done by a qualified DEIB professional. - Remember, if done incorrectly, DEIB initiatives can damage morale.

Understanding the external perception of your organization is vital. This is especially important if the assessments of internal and external stakeholders vary significantly. Various factors could contribute to this, including: - Differences in internal and external communication - Lack of psychological safety of internal stakeholders - Poorly designed surveys, - Flawed data collection techniques, and more. Regardless of the reason, it is important to determine the differences, understand the source and adjust as needed.

Active community engagement is pivotal for effective nonprofit leadership. By listening to beneficiaries, donors, and partners, and involving them in decisions, we build trust and enhance accountability. Prioritizing outreach and co-creation strengthens our commitment to impactful service delivery. Let's keep it practical for meaningful impact.

One key factor is to embrace failure and establish a process for celebrating learnings. Innovation is only truly possible if failure is expected and accepted. The main question here is: What can we learn from this and how can we implement those lessons?

Building an inclusive nonprofit demands adaptability and innovation. Flexibility and agility are key in responding to evolving community needs and opportunities for beneficiaries. Cultivating a culture of learning and embracing experimentation fosters creativity, paving the way for discovering improved methods to fulfill our mission.