Diversity & Inclusion Within Your Organization
Creating a safe, inclusive, and diverse workplace is crucial. Period. Beyond the fact that it’s ethically right and required by law, there are real benefits to hiring, supporting, and empowering individuals from unique and diverse backgrounds.
Organizations that focus on diversifying their staff and leadership roles to include individuals of different ages, genders, races, religions, sexual orientations, cultures, and countries of origin are more likely to increase awareness about their work. As that awareness grows (in ways it might not without diverse decision-makers on your team), you’ll see your community expand, and therefore, attract new donors.
However, creating a diverse team is only the first step. If unique individuals don’t feel safe, supported, and included, then your organization will never see the benefits. This blog outlines different ways to make every person feel that their voice is heard, their opinions are appreciated, and their unique perspectives are respected.
Foster a Culture of Diversity & Inlcusion
To establish this culture, you must first acknowledge any lack of diversity within your organization. This must be addressed and agreed upon in order to move forward and make positive change.
Once you’ve done this, how do you begin cultivating your environment? Here are a couple great places to start:
Review your organization’s values: Take a long look at your organization’s internal policies. Do they mention diversity and inclusion? If this already is, or is becoming a priority, make it known. If you don’t have a set of company values yet, perhaps it’s time to create some. This is something that new hires are likely looking for. If you want to continue to diversify your staff and leadership, make sure people know that they are interviewing with a group that values, uplifts, and respects different backgrounds.
Form a Diversity, Equity & Inclusion Committee: Establish a group who will meet on a regular basis to discuss diversity, equity and inclusion within your organization. These meetings will be a safe place for members to share resources, educate one another, and have conversations around how to make your workplace a safe, inclusive space.
Make an Active Change
Now that you understand the importance and benefits of diversifying and want to make improvements within your organization, your team must make an active change. It is not enough to say that you value unique people and backgrounds. You must show this through your actions and your organization’s culture so everyone feels safe and included. Here are some ways to do this:
Make training a part of ongoing staff development: Diversity is a crucial topic that many struggle to understand. That’s why it’s so important to make diversity, equity, and inclusion training a part of your team’s ongoing work together. The more comfortable and educated your team is on this subject, the more your organization will continue to improve and become a more equitable place. There are easy and affordable ways to outsource this DEI training, or you can create your own program.
Make your workspace more inclusive: You can make physical changes to your office or workplace to accommodate individuals with unique needs. For instance, making bathrooms gender-neutral, creating a space for breastfeeding, or adding a place for prayer.
Improve the reporting process: What is your current system for complaints or reporting? If this process is rigid and tends to end in disciplinary action, consider implementing some informal mediation. Individuals will feel more comfortable addressing issues if there is a proactive way to resolve them.
Change your internal language: This recommendation from Forbes suggests taking a deep dive into your handbook and analyzing how you identify subjects such as race or sexual orientation. It encourages you to use specific terms in their correct form. For instance, capitalizing the term “Black”. Forbes reminds us that “While a handbook is only a piece of the puzzle, your words become actions. So, make sure your words are worded right.”
Be okay with making mistakes: Build trust by asking questions. Don’t be fearful of saying the wrong thing, but take responsibility if you do make a mistake. Always be willing to learn.
Uplift Those with Diverse Backgrounds
Creating a diverse workplace and making diverse staff and leaders feel safe and included is the minimum way to allow unique perspectives to come to light within your organization. To truly see the benefits of diversity, celebrate all individuals and their beliefs. Some ways to do this:
Celebrate all religious holidays: By making it a point to celebrate all major religious holidays with either time off for the entire organization or time off for those respective employees, you’re sending the message that you recognize and respect their beliefs. As well, refraining from celebrating specific holidays, such as Christmas, and instead hosting a neutral holiday party, will make everyone feel included.
Encourage a bilingual workspace: In the US, many bilingual employees feel uncomfortable speaking in languages other than English. Make sure these individuals know that they are welcome to use whichever language they prefer in the appropriate time, and consider making second-language courses available to your entire team.
Uplift diverse ideas and perspectives: Host brainstorming sessions and invite individuals with diverse backgrounds to the discussion. Create an environment where everyone feels comfortable voicing their opinions and has an opportunity to contribute to the direction of the organization.
Fill Your Organization with the Right People
This step in the diversification process is easily the most important and will take time and an active effort to implement. Look around your organization. Do you see a pool of people of different generations, genders, and races? It’s your responsibility to continue to expand and diversify your staff and leadership. Here are some ways to do this:
Consider how you draft your job descriptions: Many job descriptions are packed with indirect biases. Pay attention to the adjectives within your description and consider whether the language is broad and inviting or narrow and specific. To be sure that you attract a variety of applicants, use tools such as Gender Decoder or Textio that will help draft an inclusive job description.
Adjust how you screen candidates: When reviewing applications and resumes, avoid names and pictures of the applicant. Make sure you are only reviewing his or her qualifications. This will ensure that the resumes that you prioritize are truly deserving. To help you avoid certain indicators, download the Unbiasfy Chrome Extension.
Develop a mentorship program: Empower the diverse individuals to join your organization by encouraging them to move into leadership roles through a mentorship program. By providing the necessary guidance, tools, and connections, you’ll set deserving members up with a path to success. You’ll simultaneously find a solution to continue diversifying the leadership within your own organization.
Hire a diversity manager: If your organization is in the right position, consider hiring a Diversity Manager. Showing your commitment and dedication to diversifying your organization by taking this step will create major shifts within the current structures of your organization, as well as allow more individuals to feel comfortable and encouraged to apply to your organization.
This work can be challenging and at times uncomfortable, but it is absolutely necessary in order for your organization to reach its fullest potential, fulfill its mission, and grow its community. By creating a workforce and a safe environment in which diversity can thrive, you will cultivate a team that can push your organization into its best iteration.
Cogeo acknowledges that our own journey started from a place that had vast amounts of need and opportunity for improvement, which continues now and forever into the future. Our intention in sharing this information is to inspire others to also engage on their path to being and doing better.