How to Implement DEI Strategies with Your Board
The Wisdom of WOC is a weekly advice column where the WOC Community can submit its questions about fundraising and philanthropy, and have them answered by our founder, Yolanda F. Johnson, and special guest editors from the WOC community.
From Our Mailbag
Q: How can I encourage my board to implement more DEI strategies to amplify our mission, understanding that different board members are at different stages in their understanding of DEI work?
—Anonymous
A: Recognizing that all organizations and their boards are in different places on their journeys to becoming more diverse, equitable and inclusive, I will approach this question as though we are considering a board who may be just beginning to intentionally prioritize this work. Though, it is always beneficial to regularly revisit and assess progress, regular check-ins can help to avoid complacency or stalling out. After all, this path is ongoing.
I suggest that you engage the board so they have ownership of their work around these strategies. Providing the board with ownership will give you additional support and lessen the pressure of feeling like you are pushing them to focus on diversity, equity and inclusion.
Beginning with an assessment of where the board is on this journey will help to create awareness where it wasn’t previously, as well as inform next steps. Then, you and your board can devise goals with measurable outcomes that align with your mission. If there is not already a committee or task force focused on this work, this could be an opportune time to consider creating one, again allowing for more ownership on their part.
Tying the work to the mission of the organization will help to solidify how it fits into the bigger picture. You might initiate a conversation by asking them questions such as: How do diversity, equity and inclusion align with the mission and vision of our organization? How could the work of the board be strengthened or be more credible if diversity, equity and inclusion are intentionally prioritized? How does our board honor and value the different life experiences and identities of its members?
If the board or your organization already has a statement on diversity, equity and inclusion, you can always point back to it as something put forward by the board or organization. You can explore this further by asking: How are we fulfilling our stated commitment to diversity, equity and inclusion? How are we not meeting the commitment we have made? Is the diversity, equity and inclusion commitment statement readily available to the broader community?
If you happen to know of boards from peer organizations who have made further strides than your own board in these areas, you might invite a conversation with them to learn from their accomplishments and process. Demonstrating positive results at a similar organization may be helpful. If further reinforcement is needed, you can seek out relevant data from your organization, community or sector to support the value of diversity, equity and inclusion strategies.
The culture of the board sets the tone for the rest of the organization. Pointing to the mission of the organization, as well as existing organizational or board statements on diversity, equity and inclusion will help you to demonstrate shared ownership of the work. Showing how others have made strides at peer organization as well as presenting supporting data may help to inspire them. Ultimately, strategies on diversity, equity and inclusion will lead to a greater sense of belonging for the greater community. It would be difficult, I think, to find someone who would not support this for their organization.
This Week’s Expert
Jeanette Rivera-Watts, Search Consultant, Aspen Leadership Group
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