By Shawn Elmore, Client Success Manager, Impact Association Management Company
Associations play a critical role in representing the interests of their members and promoting their industries. However, to achieve their objectives, associations need to create a culture of inclusivity that values diversity, equity, and inclusion (DEI) principles. An inclusive culture promotes a positive and welcoming environment for everyone to succeed regardless of their background, race, gender, abilities, or sexual orientation. In this article, we'll explore how associations can use DEI principles to create a more inclusive workplace culture, along with eight actionable steps and resources to help them achieve this goal:
- Create a Diversity, Equity, and Inclusion Committee
The first step to creating an inclusive workplace culture is to establish a DEI committee. The committee will be responsible for assessing and implementing DEI principles in the organization. It should consist of a diverse group of individuals from different backgrounds and departments who will work together to develop strategies that will make the association more inclusive.
- Conduct a Diversity Audit
A diversity audit is a process of assessing the organization's workforce to determine the level of diversity and inclusion in the workplace. The audit should include an analysis of employee demographics, hiring practices, promotions, and employee retention rates. The audit will help the DEI committee identify gaps and develop strategies to improve diversity and inclusion in the association.
- Provide DEI Training for Volunteers and Members
DEI training is essential for promoting an inclusive culture. Focus on topics such as unconscious bias, microaggressions, cultural competence, and anti-racism. DEI training will help volunteers and members to understand the importance of DEI in identifying and eliminating discriminatory behavior and create a welcoming environment for everyone.
- Establish a Code of Conduct
A code of conduct is a set of guidelines that outlines acceptable behavior. The code should include guidelines on how to promote respect, inclusivity, and diversity in the association. The code should also include consequences for violating the guidelines.
- Celebrate Diversity and Inclusion
Celebrate diversity and inclusion by recognizing and celebrating events such as Black History Month, Women's History Month, Pride Month, and other cultural events. These events will demonstrate the association's commitment to diversity and inclusion and create a sense of belonging for all volunteers and members.
- Encourage Resource Groups
Resource groups (RGs) are groups of employees who share a common interest or background. RGs are a great way to create a sense of community and belonging in your association. Encourage volunteers and members to form RGs and provide them with resources and support to ensure their success.
- Implement Recruiting Practices that Promote Diversity and Inclusion
Recruiting practices play a critical role in promoting diversity and inclusion. Associations should implement practices that attract and retain a diverse group of board members, volunteers, and association members. This may include reaching out to diverse communities, eliminating bias in selection processes, and checking organizational documents for any bias or discriminatory language.
- Measure Progress and Continuously Improve
Measuring progress and continuously improving is essential to creating a sustainable culture of inclusivity. Associations should regularly assess their initiatives and adjust strategies as needed. Assessments may include conducting volunteer and membership surveys, reviewing membership churn rates, and assessing the effectiveness of DEI training.
To summarize, fostering an inclusive workplace culture is crucial for associations to effectively advance the interests of their members and industries. The incorporation of DEI principles is an imperative measure to attain this objective. By building a culture that is open and accepting, associations can not only broaden their membership but also demonstrate to existing members that they are valued, resulting in additional growth.
About Shawn:
Shawn Elmore has decades of experience in public policy, corporate relations, and nonprofit management. During his time in the nonprofit sector, he has held a variety of roles in fundraising, organizational development, strategic planning, and constituent relations. This experience taught him the importance of Diversity, Equity, and Inclusion in the workplace and with members.
Shawn holds a bachelor’s degree from Willamette University, is a graduate of the Arizona State University Generation Next Nonprofit Leadership Academy, and has a master’s in Industrial and Organizational Psychology from Grand Canyon University.