Making Actionable Change to Build a Truly Equitable Nonprofit Workplace

Welcome to the latest edition of Moving Forward, a newsletter designed to help nonprofits exchange ideas and learn from one another to unlock the full potential of the sector.?

In 2021, UNICEF UK commissioned an independent review to understand how racism manifested itself in the lived experience of employees, how it could be best addressed, and how the organization could become an anti-racist. It then shared the findings publicly.?

To learn more about what happened next and how other organizations can make progress toward their equity goals, we spoke to Michelle Agyakwa , Head of Talent at UNICEF UK.?

In your view, how important was it for UNICEF UK to embrace radical transparency around this issue, and what was the reception to the report like both internally and externally?

We didn’t set out to be radical. We thought it was the right thing to do — to acknowledge the findings, own them, and leave our colleagues in no doubt that we intended to do better. That had to start with acknowledging that there is a problem, however challenging and uncomfortable.

Any report of this nature is going to be challenging. For some colleagues, there was anger and disappointment. For those colleagues who had experienced racism, it also represented acknowledgement and validation of their experiences. It was an upsetting time for many of us, but we are fortunate enough to have excellent wellbeing support, which we enhanced further in response to the launch of the review. At the same time, the openness, ownership, and humility of our leadership team and the clearly laid-out immediate actions showed this was a priority and showed genuine commitment. I know that made colleagues feel hopeful for the future.

Externally, we took the same open approach. We proactively engaged all our main stakeholders about it. For example, we invited prospective candidates to reach out to our recruitment team for a conversation, to underline our commitment to owning and addressing the findings of the review.

Following the initial review, UNICEF UK has taken meaningful steps like implementing inclusive leadership training and releasing an ethnicity pay gap review. Have you seen positive changes internally as a result of these efforts?

We are not expecting to become an anti-racist organization or for dramatic changes to happen overnight. This is a long-term commitment that requires strong leadership and appropriate resourcing. That said, we have seen a positive shift in employee engagement scores around inclusion, our employee networks are thriving, and inclusion is now an activity that happens throughout the organization.?

In recruitment, the commitment of our managers means that 40+% of new colleagues over the last year have been from the global majority, which is much more reflective of the working population where we recruit than was previously the case. We still have a long way to go, but momentum is building and positive changes are happening.

What is the role of leadership in not only promoting inclusivity and equity in the workplace, but making change stick?

When we published our anti-racism review, our Chief Executive fronted it. Strong leadership with unwavering commitment is fundamental. You could have the most exceptional diversity, equity, and inclusion practitioners and passionate colleagues, but if your leadership team doesn’t buy into it, progress will be slow and fragile.

Collective ownership of equity and inclusion work across your senior teams is also critical. We’ve learned that if it’s just one person championing this work, progress is less likely to stick in the long term, so we’ve put in place sponsorship and shared accountability across our extended leadership team and trustees. This means that each of our leaders needs to carve out time for this work and there are spaces to regularly speak about their commitments and progress.

For nonprofits that want to build more equitable workplaces but aren't sure where to start, what fundamental steps would you recommend?

• Collect good data: A good place to begin is to understand your starting point and the issues in your context. Look at your demographic data. Listen to what your colleagues are saying in employee engagement surveys, complaints, exit interviews, and any other feedback mechanisms you have in place.

• Focus on inclusion: Use your data to understand what barriers minoritized groups face and prioritize actions that remove those barriers. In doing so, you will create greater equity and much more sustainable diversity.

• Be specific: Remember that how included your colleagues feel at your workplace is deeply personal and individual. To make a difference, your colleagues need to be able to feel the impact of the work you’re doing. So, whatever you do, wherever you start, make sure that it’s specific to your context and responds to the particular issues in your organization.

Finally, embrace transparency and humility. Don’t shy away from facing uncomfortable truths that emerge or from admitting when you get things wrong. It’s important to highlight and celebrate successes, but it’s just as important to be honest if you want your colleagues to believe in the work you are doing.

Has your organization taken steps to build a truly equitable workplace? What strategies have you found most effective or meaningful? Share your thoughts in the comments below.?

• Fostering Belonging as a Leader: Learn how to nurture belonging and psychological safety within your organization with this LinkedIn Learning course, unlocked through April 30, 2024.
• Attract diverse candidates: Explore strategies that can help you develop a more inclusive hiring process at your nonprofit, from anonymizing job applications to being mindful about referrals.?
• Reducing Unconscious Bias to Build More Diverse, Inclusive, and Impactful Nonprofits: Discover tips for combating unconscious bias throughout the hiring process and beyond — and why it matters.

Is there a particular topic you'd like us to cover or a nonprofit thought leader you'd love to hear from? Let us know in the comments!