Context

NGO, a small nonprofit organization, recognized the importance of diversity, equity, and inclusion (DEI) in creating a strong organizational culture, fostering well-being, and complying with donor requirements.

The issue

NGO faced several challenges in cultivating an inclusive culture:

• Creation of a shared DEI strategy: the presence of diverse DEI initiatives indicated room for greater coordination and efficiency

• Employee engagement: there was an untapped opportunity for increased employee involvement in DEI initiatives

• Communication: the organization recognized the need for a more structured communication plan to ensure clarity and consistency in DEI messaging

• Leadership active and visible support: there was an identified need for more aligned understanding and commitment to DEI objectives among executives

The approach

We collaborated with NGO to develop and implement a multi-faceted DEI strategy:

• Voice of the employee: focus groups and surveys were conducted to gather employee perspectives and needs

• Strategic design: a DEI strategy was created based on employee insights and expert recommendations

• Internal communication plan: a communication plan was developed with different departments and disseminated to involve the entire organization in the design of the strategy

• DEI celebrations calendar: a monthly calendar was created to celebrate diversity

• Stakeholder management: different levels of stakeholders were engaged to ensure alignment and commitment

• Actionable work plans: the DEI strategy was translated into actionable work plans in collaboration with the DEI Council

• Stream identification: the work was broken down into different streams, and leaders were identified for each

• Council onboarding: new council members were recruited and onboarded to drive the strategy

The outcomes

NGO grasped significant benefits from its collaboration with Diversity Incorporation:

• A DEI strategy: a cohesive strategy ensuring focused and effective DEI initiatives

• Enhanced employee engagement: the inclusive approach boosted employee buy-in, psychological well-being, and participation

• Clear communication: a well-defined communication plan eliminated confusion and fostered a unified organizational message

• Executive alignment: securement of executive and board buy-in ensured genuine, long-term DEI commitment

• Actionable roadmap: the work plans and workstreams provided a clear path for implementing the DEI strategy, ensuring concrete changes