By Samantha Maldonado
As the new administration shutters federal diversity, equity, and inclusion (DEI) programs and many corporations follow suit, navigating the current environment—especially for nonprofits receiving federal funding—can feel overwhelming and precarious. Questions abound:
- How can we adapt our DEI initiatives to align with potential changes in federal funding while still achieving our organizational goals?
- How can we ensure our DEI efforts are focused on the outcomes and are not just activities, but strategic investments that drive organizational impact and deliver measurable results?
- Will continuing DEI initiatives put our organization or funding at risk? Should we deprioritize initiatives to protect ourselves?
- How do we communicate the value of DEI to funders and stakeholders while maintaining our core values?
- Are we prepared to navigate potential challenges to our DEI work, and if so, how?
It’s crucial to remember that DEI has always been about fostering inclusion and addressing disparities – the same values held by many nonprofits. Nonprofits, by their very nature, aim to serve and uplift communities. To truly achieve their missions, organizations must reflect and understand the diverse communities they serve.
Beyond the ethical considerations, DEI can meaningfully boost performance: Inclusive organizations retain employees at 5.4 times higher rates, make better business decisions 87% of the time, and improve team collaboration by nearly 30%. A nonprofit’s mission, its financial viability, and its people are deeply interconnected, and investing in a thriving team can ultimately help you improve sustainability and impact. For example, paying employees equitable and livable wages can boost morale and retention, leading to better program delivery that meaningfully serves your community.
In a swiftly changing environment, the DEI conversation may feel like a liability – but it’s really an opportunity. By focusing on the “business case” and outcomes of inclusive workplaces, nonprofits can navigate these changes in a way that centers their values while minimizing risks. Let’s start with these five key areas.
1. Reframe DEI Initiatives
Current critics are painting DEI as a divisive ideology that provides unfair special treatment to certain groups. In reality, it’s about creating a safe space for all people to use their voice, learn, and meet each other halfway – fostering an environment that works for everyone.
Overly communicating or pulling pack entirely on DEI communications may cause more harm than good. Instead, reframe DEI work as essential to your nonprofit’s mission and impact, rather than a special program for specific groups. Focus on neutral language that emphasizes creating an environment where all employees can contribute their full potential, and frame programs around measurable business outcomes like improving collaboration, innovation, and talent development. A recent HBR article, “The Legal Landscape around DEI is shifting, your messaging should, too,” provides a few examples to consider:
- “We look for candidates of any background who will advance our culture of diversity, equity, and inclusion.”
- “While we aim to increase our percentage of women leaders across the organization, all employment decisions are based on the qualifications and skills of the candidates.”
- “We are striving to create a culture of inclusion in which employees feel a sense of belonging.”
Highlighting how programs and initiatives serve organizational objectives while complying with employment laws avoids misinterpretation of language that could suggest preferential treatment in hiring, promotion, training, or benefits. Focus messaging on specific, actionable steps that enhance workplace effectiveness.
2. Educating Stakeholders
When educating stakeholders on the purpose of DEI programs, emphasize the shared benefits for the full team and community. The “curb cut effect,” which started as an effort to help people using wheelchairs but ended up benefiting everyone, is one powerful example of DEI’s benefits. Other useful metaphors include “mirrors and windows,” which emphasize the importance of reflection, observation, and engagement, and “monkey bars,” which explains the distinction between equality, equity, and systemic change. Sharing data, stories and other tangible outcomes can also help funders and partners understand the value of DEI within your organization.
3. Embrace Inclusion as Part of Your Organizational DNA
When DEI principles are embedded in everything you do, they stop being seen as additional tasks and simply become your culture. To integrate inclusion more deeply into your organization, start by focusing on the behaviors (the “how”), the impact (the “what”), and the purpose (the “why”) of the work. Resources like SHRM’s “BEAM” framework can guide informed decisions about inclusion-related practices and programs. The framework provides a series of questions to help leaders determine where activities are living up to inclusive standards – and where there’s still work to do. They include:
- Anti-Exclusion: Are the program’s opportunities open to all without regard to an individual’s sex, race, or any other protected status?
- Access for All: Does the program generate opportunities to participate based on an individual’s requisite merit, including their existing skills and proficiencies?
- Merit-Driven: Does the program select individuals to participate based on relevant qualifications while accommodating protected medical conditions and religious practices?
- Unbiased and Available Information: Is the availability of the program effectively communicated to all individuals so that participation is truly open to all?
- Skills-First Optimization: Does the program provide opportunities to develop relevant skills, qualifications, and experience for all individuals eligible to participate?
4. Tailor Solutions to Community Needs
DEI is not only about centering the needs and voices of your team, but also of the communities you serve. Doing this effectively means putting processes in place to understand their needs and then communicating back how you’ll address them. If community members don’t understand your “why” and how you’ll meet their specific needs, your efforts will be misplaced and put additional stress on already tight resources. You can create that feedback loop through:
- Community surveys and feedback sessions that gather input on their needs, preferences, and challenges.
- Collaborative workshops that bring together community members, local leaders, and organization representatives to co-create solutions, ensuring that solutions are practical and tailored to the community’s unique context.
- Transparent communication channels such as newsletters, social media updates, and community meetings, to keep the community informed about ongoing projects and how their feedback is being implemented.
5. Embed DEI into Leadership Skills
Imagine a workplace where DEI isn’t just a policy on the wall, but a living, breathing part of the everyday culture. By embedding DEI into the very fabric of your leadership, you can create an environment where leaders feel empowered to foster a truly inclusive culture and drive meaningful change within your organization.
During performance reviews, look at how leaders and team members are actively building an inclusive environment. Did they actively seek out diverse perspectives? Did they create a safe space for open and honest conversations? How do they ensure that all voices are heard and valued in team discussions and decision-making processes? Are they championing equity in their day-to-day work?
In addition, invest in the growth of all team members. Creating mentorship and sponsorship programs that provide equitable access to development opportunities for everyone can help break down barriers to advancement.
Finally, offer regular training sessions that weave inclusion into leadership development and growth opportunities and provide targeted education where appropriate. Some effective formats include:
“Unconscious Bias Training with a Twist”
Instead of just learning about unconscious bias, hold a workshop to analyze real-life scenarios together. Using anonymized examples from your own workplace or even fictional case studies can help to apply the learnings. This will help to identify your own biases and develop strategies for mitigating their impact on your decision-making.
“Mentorship with a DEI Focus”
Encourage mentors to help mentees develop cultural awareness, build cross-cultural relationships, and become inclusive advocates themselves. Consider offering workshops on inclusive leadership and allyship to equip mentors and mentees with the tools and knowledge they need to support each other effectively.
Inclusion in Action
Championing inclusive behaviors without using the letters “DEI” is possible – and a few of our clients have found creative ways to approach this work.
For instance, one nonprofit uses an open-door policy to welcome volunteers and supporters from all backgrounds, fostering a sense of community and ensuring they serve people in need without discrimination. Another organization employs community members to serve in outreach and engagement roles, since they’ve found it leads to better utilization of their programs. For these organizations, DEI is more than just the right thing to do – it’s the path to more effective programming and tangible community impact and outcomes.
Remember, nonprofits are not just for the community – they are of the community. Transforming organizational culture to prioritize belonging, intentional engagement, and human behavior change is an ongoing journey, but it’s a vital one.
Despite current challenges, these strategies can help nonprofits navigate a shifting landscape and continue their meaningful work for our communities.
Photo by Ashkan Forouzani on Unsplash