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Harvesting Membership Diversity
Reaping Growth
Eloiza Altoro, MS CAE HS-BCPMind Redesign Consulting
July 9, 2014 3:00 – 4:00 PM
PRESENTATION OUTCOMES
Identify best practices and trends related to membership diversity
Understand the roles and responsibilities of management and the board related to membership diversity and the differences between diversity and inclusion
Understand multiple ways to promote diversity and to identify potential resources for diverse membership recruitment
BUILDING THE CASE FOR MEMBERSHIP DIVERSITY
Attracts, retains and supports a diverse workforce - ROI
Meet the needs of diverse members and workforce
Enhances membership growth
Stays competitive
Promotes relevancy in a world with rapidly changing demographics
Fosters social responsibility
Stimulates innovation - ensures diverse perspectives, opinions and directions
DIVERSITY VS INCLUSION
Diversity is being asked to the party
Inclusion is being asked to plan the party
Diversity is important for recruitment
Inclusion is important for maintenance
ELEPHANTS IN THE ROOM
Spin‐off organizations Can’t be all things for everyone Blaming white people for diversity issues - diversity is about
more than raism Not my personal responsibility or organizational responsibility Tired of having to justify diversity Breaking through the walls of disinterest and ineffectiveness Leveling the playing field in a way that results in power sharing
BE AWARE OF THE DIVERSITY TRAP
Minimizing differences Differences should be acknowledged and celebrated and not ignored
“Can’t we all just get along” umbrella
Mosaic vs melting pot
Us vs Them – diversity committees/programs/initiatives
Diversity a problem vs an opportunity
Tokenism
WHAT QUESTIONS SHOULD BE ADDRESSED ABOUT DIVERSITY?
What value and benefit does diversity and inclusion have within our organization to fulfill its mission?
How is diversity and inclusion defined within our organization?
What does the leadership and membership look like today and how should it look in the future?
What information do we have to assess our need for diversity and inclusion?
What are the factors that exist that hinder diversity and inclusion?
What resources are needed to recruit and maintain a diverse and inclusive membership base?
How do we demonstrate and promote our value for diversity and inclusion to the membership?
KEY ATTRIBUTES OF A “RIPE” ORGANIZATION
Be Aware - Understand your limitations and challenges and own them
Ways to Connect - Find out how to connect diverse groups to your mission
Ask Questions - Ask the right questions instead of trying to figure out the answer
Be Goal Oriented - Know your diversity goal and outcomes – numbers are not enough
Be Mission Driven - Diversity needs to be part of the big picture, not a byproduct
Differences AND Commonalities - What brings us together AND what makes us unique
Feel Valued - Constituents feel valued and understood for their perspectives
Be Authentic – Promote authentic dialogue without hidden agendas
DIVERSITY AND INCLUSION STATEMENT
Public declaration of the Board’s commitment to diversity and inclusion
Articulates how diversity and inclusion promotes the mission
Develops a business case for becoming a diverse and inclusive organization
Ensures that diversity and inclusion is not just an after thought
SAMPLE DIVERSITY AND INCLUSION STATEMENT
American Bar Association - Diversity & Inclusion Statement
The ABA maintains a longstanding commitment to diversity and inclusion in the legal profession.
One of four key ABA priorities, Goal III commits to eliminating bias and enhancing diversity.
Objectives:
Promote full and equal participation in the association, our profession, and the justice system by all persons.
Eliminate bias in the legal profession and the justice system.
http://www.americanbar.org/portals/diversity.html
SAMPLE DIVERSITY AND INCLUSION STATEMENT
The ABA issues annual reports monitoring its progress in promoting full and equal participation in the association.
Persons with Disabilities Participation
Commission on Disability Rights
Racial and Ethnic Diversity
Commission on Racial and Ethnic Diversity in the Profession
Women in Leadership Positions
Commission on Women in the Profession
Lesbian, Gay, Bisexual, and Transgender Participation
Commission on Sexual Orientation and Gender Identity
IT ALL STARTS WITH THE LEADERSHIP
Board is engaged and committed Acknowledge the challenges and accept the responsibility for increasing diversity and inclusion -
accountability Value and infiltrate a culture which promotes diversity and inclusion Promote and enhance internal and external strengths related to diversity Assess, identify and address “community” needs Build diversity into the overall organizational strategy
CEO is engaged and committed Tied to senior leadership’s goals Holds leadership accountable Includes diversity in all relevant conversations Provides resources (budget and staffing).
CREATING THE FOUNDATION
Take the lead with a global and not local mindset Build a base of support for diversity and inclusion Educate on the issue Get critical issues on the table Ensure all voices are in the room Take criticism and creates opportunities Have champions Recognition that this is a journey – a continuous process
CREATING SUSTAINABLE STRATEGIES
Ensure Strategic alignment with business objectives
Integrate diversity strategy throughout
Creates common purpose
Cuts across all functions and individuals
Has clear intentions and owns them
Meet people where they are
Focus on quality relationships
Focus on learning vs problem solving
RESULTS ARE JUST AS IMPORTANT
Scorecards track/report diversity's value and the bottom line impact
Measured membership engagement surveys
Regular updates to the board
CEO has measurable goals tied to diversity
© 2013 BoardStar Inc. & Mind Redesign Consulting
RESULTS ARE JUST AS IMPORTANT
Commitment Board Staff Organization
Demographics Board Staff Membership Communities
Resources Training & Development Policy & Direction Committee & Staffing
Outcomes Partnerships & Relationships Programmatic Impact Financial Impact Membership Growth/Retention Customer Satisfaction
SUMMARY OF KEY POINTS
Leadership is Key
Creating the Foundation – Focus on awareness & education
Creating Sustainable Strategies – Building the long tern infrastructure
Results & Accountability – As important as strategy
Questions or Comments