I worked in higher education for over three decades, primarily in equity and inclusion leadership roles. Typically, we don’t think of colleges as nonprofits, but they are. Colleges must file IRS 990 forms too. They also have governing boards. So, it is not surprising that consulting with human service, educational, health, or other nonprofit organizations is something I enjoy. I get to draw upon my higher education experiences when strategizing with nonprofit leaders. One common question has been, “How can we start a DEI committee?
Starting a Diversity, Equity, and Inclusion (DEI) committee in a nonprofit organization is a good first step towards fostering more inclusive and socially just organizations. For leaders wondering how to get started, I highlight six key factors in this article:
1. Assess Where You Are Now
Before you get too far with a DEI committee, conduct a thorough assessment of your organization’s current DEI landscape. Sometimes called a cultural audit, this step involves gathering data on the demographic (racial, gender, religious, national origin, language, sexual identity/expression, etc.) makeup of your staff, board, and volunteers, as well as understanding the existing organizational culture and policies. This assessment provides a baseline and helps identify what staff and clients are experiencing in real-time.
This may appear daunting. Don’t be afraid. Look in the mirror and honestly ask, “How are we doing?” Collecting “dashboard” data will also establish benchmarks and metrics for measuring progress.
2. Gain Leadership Buy-In
The organization’s leadership must fully support the DEI committee for it to be effective. Start discussions with the CEO, senior leadership, and the board regarding the significance of creating inclusive environments and its alignment with the organization’s mission and values. Without leadership buy-in, DEI initiatives may be marginalized and lack necessary resources.
3. Build a Diverse Committee
Establish a committee to support diversity goals within your organization. Be sure to involve individuals with diverse identities, roles, and experiences. Having diverse perspectives is necessary to create effective DEI strategies that span the entire organization. Avoid overloading the committee with individuals who are already marginalized and burdened with the organization’s “diversity” work.
4. Establish Clear Objectives and Goals
Clearly define the purpose of your DEI committee and establish achievable goals. To stay focused and track progress, it’s essential to set specific goals, whether it’s enhancing recruitment methods or fostering inclusive and affirming work climates. Make it clear which individual or group the committee will report to or serve as a liaison for in leadership.
5. Provide Ongoing Education and Training
Commit to continuous learning by providing ongoing diversity awareness and education for all members of the organization. This helps build a shared understanding and equips everyone with the tools needed to contribute to an inclusive community. A single workshop for compliance reasons or in response to a crisis won’t suffice! When organizing a professional development series, incorporate inclusion and equity topics into the schedule. Do not diminish the significance of DEI learning opportunities. It also helps to promote these opportunities in your newsletter or other organizational channels.
6. Measure and Communicate Your Progress
Keep tabs on the progress of your DEI initiatives and communicate this progress to everyone in the organization. Transparency in reporting fosters accountability, celebrates achievements, and sustains momentum.
Starting and sustaining a DEI committee is not without its challenges, but with dedication, commitment and strategic action, it can lead to transformative changes. The goal is to expand inclusivity and equity in your nonprofit organization. It can be done. Inclusion and equity is an ongoing process, not an endpoint.
The Road Ahead
A well planned DEI committee can jumpstart the journey. Your staff, those you serve, and the community will appreciate it.
Leadership Coach and Motivational Speaker, Les Brown, tells the story of the bamboo tree. It is a species of bamboo that grows in the Far East. After the seed is planted, no visible growth occurs for up to five years. During this time, the bamboo seed undergoes a process of nurturing and care. It requires water, fertile soil, and sunlight. Without visible signs of growth, the seed develops strong roots underground.
Then, seemingly out of nowhere, in the fifth year, the bamboo tree grows at an amazing rate. It can grow up to 90 feet in just six weeks! The question is, Les Brown asks, did the bamboo tree grow 90 feet in six weeks, or did it grow 90 feet in five years? The answer is, it grew 90 feet in five years. During those initial years, the tree developed a strong foundation that supported its explosive growth later on.
Think of what your diversity committee can accomplish by planting seeds of inclusion and equity. It takes time, persistence, and work. Your success won’t happen overnight. You will probably struggle here and there.
But it is worth every minute.
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