Integrating DEI into your nonprofit organization is not just addressing a trend—it's a movement that brings significant benefits to your team and the communities you serve.

The Good Growth Company hosted a session on the 10 Things Nonprofits Need to Know About DEI for Teams, facilitated by entrepreneur, investor and nonprofit executive director Melissa Allen. It was full of insights and strategies for integrating diversity, equity, and inclusion (DEI) into nonprofit organizations.

By following these steps, you can work toward creating a more inclusive and effective organization.

Melissa Allen brought her extensive experience in both the nonprofit and tech sectors to the session. She emphasized the importance of DEI in creating an inclusive workplace that enriches team dynamics and enhances service delivery to the community.

Read on for a detailed summary of the workshop and the key takeaways that every organization should consider or get the full recording inside our membership. Learn 10 key things nonprofits need to know about DEI for teams:

1. Understand the Fundamentals of DEI

Diversity, equity, and inclusion are crucial for creating a fair and welcoming workplace. It involves recognizing the value of different perspectives and ensuring everyone is treated with respect. Start by educating your team on what DEI means and why it matters. This can involve workshops, training sessions, and providing reading materials on the topic.

2. Leadership Buy-In

DEI initiatives must start at the top. Leaders and board members need to be on board and actively support these efforts to set the tone for the entire organization. This includes ensuring that leaders are not only supportive but also knowledgeable about DEI principles. Encourage leadership to participate in DEI training and to model inclusive behaviours.

3. Develop a DEI Strategy

A clear and comprehensive DEI strategy aligned with your organization’s mission and values will serve as a guiding star. This strategy should be specific, measurable, achievable, relevant, and time-bound (SMART). Include actionable steps and set realistic timelines. Regularly review and update your strategy to reflect new insights and progress.

4. Recruitment and Retention

Address any biases in your recruitment process and strive to create pathways for diverse candidates. Retention is equally important, so ensure that your workplace culture supports and nurtures diverse talent. Implement mentorship programs, provide career development opportunities, and create an inclusive environment where all employees feel valued and supported.

5. Organizational Culture

DEI should be embedded in your organization's DNA. Promote open communication, active listening, and respect. Celebrate diversity through events and ongoing training. Encourage team members to share their experiences and perspectives. Create a safe space where employees feel comfortable discussing DEI-related issues.

6. Address Unconscious Bias

Invest in training to help your team recognize and address unconscious biases. Books, workshops, and consultations can provide valuable insights and strategies. Encourage self-reflection and open discussions about biases. Provide tools and resources to help employees identify and mitigate their own biases.

7. Measure and Report

Use metrics and data to track your DEI progress. Regularly review and adapt your strategy based on what’s working and where improvements are needed. Develop a robust system for collecting and analyzing data related to DEI. Share your findings with your team and stakeholders to demonstrate transparency and accountability.

8. Engage Stakeholders

Involve your community in your DEI efforts. Ensure your organization reflects the communities you serve and engage with partners that share your values. Seek feedback from participants, volunteers, and other stakeholders. Use their input to inform your DEI strategy and ensure it meets the needs of your community.

9. Legal and Ethical Standards

Stay informed about legal and ethical implications related to DEI. Ensure your practices comply with legal standards and develop clear policies to address discrimination and bias. Familiarize yourself with relevant legislation, such as the Canadian Human Rights Act, and stay updated on changes in legal requirements.

10. Continuous Learning

DEI is an ongoing journey. Regularly revisit and revise your strategies, and commit to continuous learning and improvement. Encourage team members to attend additional DEI training and workshops, read relevant books, and participate in discussions. Create opportunities for ongoing education and development.

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Your Questions Answered

Attendees had the opportunity to ask Melissa their most questions about DEI implementation.

Here is some of what was asked and answered during the session.

Q: What is one action that can be taken on a daily basis to support DEI?

A: Checking in with team members regularly to ensure they feel supported and valued. This can be as simple as daily updates in a Slack group about accomplishments, goals, and any challenges faced. Implement a daily check-in routine where team members can share their progress and any obstacles they are facing. This promotes transparency and fosters a supportive environment.

Q: How can we make community members and volunteers feel seen and heard?

A: Acknowledge their contributions through social media shout-outs and events. Regularly highlight their achievements and create opportunities for them to connect and share their experiences. Organize appreciation events, such as volunteer recognition ceremonies or community gatherings, to celebrate their contributions. Provide platforms for them to share their stories and feedback.

Q: What’s the most important first step in developing a DEI strategy?

A: Conducting an internal assessment to understand where your organization currently stands and then developing a DEI playbook that outlines your strategy and goals. Start with a thorough audit of your current practices, policies, and culture. Identify areas for improvement and set clear, actionable goals. Develop a comprehensive DEI playbook that includes guidelines, resources, and best practices.

Q: How do you prove to leadership that there is a monetary benefit to DEI?

A: Present data and statistics that show the positive impact of diversity on the bottom line. Highlight studies and reports from reputable sources like McKinsey and PwC that demonstrate the financial benefits of diverse teams. Prepare a compelling business case that includes evidence of how DEI can improve innovation, productivity, and employee satisfaction, ultimately leading to better financial performance.

Q: What to do if you are being asked to be the DEI lead in an organization on the sole basis of being a person of a global majority?

A: Embrace the opportunity as a chance to showcase your leadership skills and make a positive impact. However, ensure that you are supported and that the responsibility is not tokenistic. Advocate for adequate resources, training, and support to succeed in the role. Use this opportunity to drive meaningful change and highlight the importance of shared responsibility in DEI efforts.

Looking for training or support with DEI in your organization?

You’re in the right place. Connect with The Good Growth Company team for training, consulting or an intro to our experts.