Organizational Culture Should Support Diversity, Equity and Inclusion

Readers of Applied Wisdom for the Nonprofit Sector have pointed out to me that many of the principles outlined in the booklet can support organizations striving to be more diverse, equitable and inclusive.
Last week I talked about mutual trust and respect. Here’s another thought.
Organizations committed to excellence deliberately focus on building strong teams. By definition, a strong team includes a diversity of people, each of whom shares a commitment to your mission and a willingness to learn and adapt as your nonprofit’s needs change. They bring a much-needed range of complementary skills and functional backgrounds.
A culture of accountability is essential for DEI, where employees are encouraged to make their own decisions and to implement them quickly. For this to work, employees must be trusted, trusted to make mistakes and to fix them. They know that they are supported equitably, and fully valued.
This applies also to boards. Recruiting a diverse board with a range of functional experiences and networks from different industries, different cultures, and among different stakeholder groups, is more likely to produce a healthy mix of viewpoints, advice, and counsel.
A strong organizational culture, centered on mutual respect and trust, will be a culture that fully embraces diversity, equity and inclusion.
  • Have you recently evaluated your organization’s culture through a lens of diversity, equity and inclusion?
  • How can strengthening your broader organizational culture serve to enhance your support for diversity, equity and inclusion?
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