Valuing Talent: The Case for Nonprofit Leadership Diversity, Equity, & Inclusion
When discussing leadership, nonprofit organizations must consider diversity, equity, and inclusion and belonging. If you want your nonprofit to reach its full potential, leadership diversity is necessary. Not only does this foster a thriving environment for colleagues, but it promotes healthy relationships between your nonprofit and its people.
What is Diversity?
Diversity means that a company’s workforce is composed of employees from a wide variety of backgrounds. This includes a mix of ethnicities, cultures, languages, and religions. The company accepts different mentalities and celebrates and promotes these differences.
What is Equity?
Equity is an extremely important quality in organizations. Having equity means being fair and impartial, especially when it comes to hiring, promotions, and performance evaluations. All employees should be given the same opportunities and resources to be successful in their role.
What is Inclusion?
Inclusion may seem self-explanatory to many, but it is very different to understand this value and to then practice it in the workplace. Inclusion is where diversity and equity meet. Ensuring that your nonprofit is onboarding the right people and presenting them with fair opportunities is how inclusion bridges any gaps that may come between members.
Benefits of Nonprofit Leadership Diversity, Equity, and Inclusion
Understanding the impact of having a diverse leadership while upholding the values of equity and inclusion can bring positive results to your organization. Here are some of the top benefits of leadership diversity in nonprofits:
1. Promotes Change
When practiced properly, diversity in leadership equates to diversity in thought. Since a diverse team can increase awareness, they may bring topics to the table that were previously never considered. These could be topics concerning race, culture, or generational diversity. As a result, a diverse team of executives is more likely to make decisions that benefit the majority and put in place positive changes.
2. Appeal To and Retain Top Talent
Attracting and retaining top talent takes real effort. Establishing a diverse team lets new talent know that they can envision themselves in those positions. They will feel more included and valued and are more likely to look within the company when searching for growth opportunities.
Since a nonprofit’s leadership team reflects the nonprofit itself, new hires will feel that their values, beliefs, and cultures are reflected in your company. Similarly, this can help attract potential donors, board members, and key stakeholders to your organization. People tend to resonate more with things that they can relate to or connect with.
3. Improves Client Relations
A diverse leadership team makes it possible for your company to build better employee-client relationships. Clients can get a clear picture of your organization when your nonprofit chooses to place diverse individuals into leadership roles.
When they see you have a committed, dedicated workforce representing different backgrounds, they’ll feel that you truly practice what you preach. In addition, internal diversity will make it possible for your company to reach a wider audience.
DCM Associates is Committed to Leadership Diversity
DCM believes that leadership diversity has contributed to the success of our firm. Therefore, we work hard to source candidates from diverse backgrounds for all our executive searches. We find that this helps to stimulate conversation and collaboration within organizations.
To learn more about our commitment to leadership diversity with our own company, visit our website. We also offer consulting services to nonprofits that wish to discuss any issues related to diversity within your organization. To get started, contact us today.
