Do you want to create a more inclusive organization but don’t know where to start? Following is a list of ten steps that will move your organization towards being more diverse, inclusive, and equitable. You don’t need to take them in order, some you may already have done. This list was adapted from Katz, J.H and Miller, F. A (2021) and Grant, A.S.C., and Schiller, R.J (2020).

1. Book groups – Start book discussion groups or town halls to help people understand the changes and actions the organization can take.

2. Mission, Vision, Values – Connect change efforts to the organization’s mission, vision, and values.

3. History – Look at the organization’s history. What stories or images are repeatedly shared or displayed? What messages are conveyed?

4. Know where you’re heading- Know where your organization is now? What steps can it take to advance to the next phase?

5. Employee Resource Groups –Do you have Employee Resource Groups (ERGs)? Is there an alignment of goals between ERGs and the organization? Are they working with senior leaders to implement change? How is participation in the groups reflected in the individual’s deliverables and performance review?

6. Education – Do your managers, and front-line leaders know how to lead in a time of change? Do they know how to engage with Black and Brown employees when they have concerns? Do they know how to make themselves approachable to have those conversations?

7. Question policies and culture –In what can your organization’s policies, processes, and culture be redefined or rewritten to be more inclusive? For example, is compensation equitable?

8. Competencies – What competencies do your people and groups need to be inclusive and leverage diversity. Do your people know their biases? Can they have discussions about their blind spots so that they can be better teammates and teams?

Culture change takes time. Culture is everything from policies, pictures on the wall, and daily language to describe the work teams and individuals produce for the organization. It’s the way people show up for work, what they wear (or don’t wear). Because culture is so ingrained in the organization, it can take a long time to see change. So, where do you start? Begin by looking at yourself. What bias do you have? Take a look at the way you work, the words you chose, and the habits you’ve formed. Then, begin to look at the policies and procedures you follow each day, think about them, question them, if something doesn’t align with the mission, vision, or values, ask why; ask why not; suggest ways to make a change. Use the list to direct your inquiry. Continue to question, continue to learn, begin to have difficult or awkward conversations. People will follow, change will begin.

Reference

Grant, A.S.C., Schiller, R.J. (2020) Diversity, equity, and inclusion in advancement: a guide to strengthening engagement and fundraising through inclusion. Council for the Advancement and Support of Education.

Katz, J. H., Miller, F. A. (2021) No going back: Raising the bar on addressing inclusion, diversity, and systematic change. Organization Development Review. Vol. 53 (3), 8-17. https://cdn.ymaws.com/www.odnetwork.org/resource/resmgr/odreview/vol53/vol53no3-all_pages.pdf