The path to inclusion and equity is an easy fix. Getting there requires commitment and a willingness to sustain the work over periods of time. Many institutions and organizations make lofty diversity statements during a crisis—only to fall short. Why? One reason is a lack of direction. Another is looking for quick, easy results for long-term work.
One way to avoid the pitfalls of misdirection and limited vision is to lead from a diversity and equity paradigm. While I have used various models over time, I recently I came across Dr. Ella Washington’s Five Stages of Diversity, Equity, and Inclusion (DEI) Maturity. Washington’s model highlights several critical steps for leading teams through challenging times: Aware, Compliant, Tactical, Integrated, and Sustainable.
It is not enough to say, ” We support DEI.” Get started on the road with a framework such as Washington’s..
1. Aware
In the Awareness stage, organizations recognize the importance of DEI but lack formal initiatives. For example, a higher education institution might acknowledge the need for more faculty diversity but hasn’t implemented specific hiring policies, strategies, or goals. Similarly, a non-profit organization may understand the need for diversity on their board of directors but remain majority white and male. Many leaders became aware of diversity during the Black Lives Matter protests and the police killings of George Floyd and others. Awareness is a good start, but it’s just the beginning.
2. Compliant
In the Compliant stage, organizations adhere to equity-like policies primarily to meet equal opportunity or legal requirements. A university may implement mandatory diversity training to satisfy accreditation bodies or for risk management purposes. In the non-profit sector, organizations might ensure that hiring practices meet OEO standards but fail to embed DEI as core values. This stage usually involves “checking the box” that is easily recognized, especially by students and marginalized groups.
3. Tactical
Organizations in the Tactical stage make efforts to integrate inclusion and equity into their strategic plans. For example, a college might develop identity centers for LGBTQ+ and students of color to address belonging concerns. Non-profits might start with something as simple as a diversity committee to identify inclusion and equity needs. No matter how simple or complex, these efforts reflect a commitment to equity and social justice. The next step is to build a cohesive plan.
4. Integrated
According to Washington, the Integrated stage defines the point when tactical efforts become core organizational values and receive broad acceptance. Early in my career as a dean, I directed a campus cultural center to support ALANA (Asian, Black, Latino/a, and Native American) students. While the ALANA Center provided a sense of identity validation and belonging, promoting these positive values across the entire institution, including the curriculum and campus life, was important. The integrated stage reflects values of equity and inclusion that impact the experiences of all students and employees—not just those from marginalized groups. Integrating DEI values into institution and organizational cultures is essential. Failing to reach this stage can lead to the stigmatization of diversity programs, often found in derogatory phrases like “She is a DEI hire” that function as attacks rather than affirmations of an organization’s efforts. Don’t let this happen. Solving systemic problems requires systemic transformations.
5. Sustainable
In the Sustainable stage, diversity, equity and inclusion values are consistently and deeply embedded in the organization’s culture and operations. Diversity is no longer just an item on a meeting agenda, it is organically a discussed across the entire agenda. It flows down from trustees, the President, faculty, senior leadership, middle management, staff, and to every part of campus for the benefit of students. Sustaining nonprofit organizations prioritize DEI not only internally but also outwardly to communities they serve and support.
Following a framework such as Washington’s or similar models like Multicultural Organizational Development can guide you through challenging times. The road to DEI maturity and growth can be bumpy. But it can be done, providing that you can lead with vision and long-term commitment. Put in the work to foster and sustain equity and inclusion in your organization, whether it be through the Five Stages, a combination of models, or your own approach. There is no end to equity work; it is a perpetual journey.
Hard work is good work.
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