It’s very likely that you’ve landed on this article because you are interested in or have committed to making DEI a priority for your organization. For that we want to congratulate you! Committing to diversity, equity and inclusion is not only essential for any contemporary and people-focused organization to stay relevant, but the future sustainability of all organizations depends on it. In addition to just being the right thing to do, for decades, research has supported the idea that diversity and inclusion creates happier workplaces, stronger financial stability, and increased productivity. As the world is changing, diversifying, and issues of discrimination and social oppression are becoming more mainstream topics of conversation, organizations are recognizing that not addressing issues of diversity and inclusion will leave them out of touch and left behind.
According to new research from Glassdoor, in September 2017, 27% of companies reviewed on the site indicated corporate investment into DEI programs like Employee Resource Groups. Access to DEI programs surged to 39% in 2020 before peaking to 43% in 2021. This year, however, that number has reduced to 41%. You know that DEI is important… but how to implement it and which resources to utilize to take those commitments from talk to action become the next place where organizations can get stuck. DEI strategies can vary based on an organization's goals, culture, and industry; and, it can be difficult to understand what resources and methods are out there, as well as the pros and cons of each. In this blog post, we'll explore five different types of DEI methods transparently and honestly. By the end, you'll have a better idea of which method may work best for your organization. You understand the needs and challenges of your organization better than anyone else. And while no single program is a one-size fits all, choosing a program you feel aligned with is an important first step in turning your commitments to diversity, equity, and inclusion into real change. Let's get started!
1. Diversity Training
Diversity training is a common method used to increase foundational awareness and understanding of different cultural backgrounds, beliefs, and identities. This method typically involves workshops, seminars, or online courses that provide information and facilitate discussions about diversity-related topics. While the curricula for these trainings can vary widely, topics often include topics such as race, gender, sexuality, anti-bias, power and privilege, and more.
Advantages:
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Can increase awareness and sensitivity to diversity-related issues
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Can improve communication and teamwork between employees
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Can help prevent discrimination and harassment in the workplace
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Can help staff/ entire organization get on the same page about diversity issues and begin using common language by learning terminology and definitions, etc.
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Can foster empathy among individuals for various diversity issues
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Support building buy-in for investing in larger-scale diversity initiatives
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You may already have access to diversity training through your institutional funders… ask them!
Considerations:
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Usually not effective in changing attitudes or behaviors on its own
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May be perceived as a one-time superficial solution rather than an ongoing process toward meaningful change
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May put the burden of addressing diversity issues solely on systemically excluded groups or individuals
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Organizations can sometimes get stuck in “analysis paralysis” - where they take all the trainings, know all the terminology and can talk about diversity issues all day… but are unsure of how to put that theory into practice
Examples of Diversity Training Organizations:
AORTA, https://aorta.coop/
People’s Institute for Survival and Beyond, https://pisab.org/
artEquity, https://www.artequity.org/national-facilitator-training
2. Hiring a DEI Consultant
Another method that organizations can use to promote diversity, equity, and inclusion is by hiring a consultant. A DEI consultant can provide personalized guidance and expertise on developing and implementing effective DEI strategies, policies, and programs specifically tailored toward the needs and goals of your organization. While the length of contract may vary based on your organization’s capacity and budget, a consultant will usually work with organizations anywhere between 3-24 months. During your contract period, a consultant can help you assess your organization’s baseline, build clarity around goals, facilitate difficult discussions with your staff and other stakeholders, and ultimately create a customized package to map out and execute a DEI strategy within your organization.
Advantages:
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Can provide an objective and external perspective on DEI issues
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Can bring specialized knowledge and experience in DEI to the organization
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Can help identify and address systemic issues that may be difficult to recognize internally
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Can focus on your organization’s specific needs and challenges in a more personalized way
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Can do a lot of the “legwork” in creating a DEI strategy and/or action plan based on your needs and goals
Considerations:
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May not have a deep understanding of the organization's culture, history and industry, especially if working with a shorter contract term
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May not be able to address underlying issues that require long-term cultural change
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Hiring a consultant can be very costly, and is usually much more of an intensive financial investment than other options, like trainings or online programs
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Can be more difficult to develop organization-wide buy-in for organizational change when “the work” is essentially being done by an outside party
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Oftentimes, by the end of a process with a consultant, you can end up with a really pretty document that no one ever uses or looks at again… (oftentimes our Strategic Plans created by consultants can meet the same fate! 😭)
Examples of DEI Consultants:
Seena Hodges, The Woke Coach
YK Hong, https://ykhong.com/
Michele Kumi Baer, https://www.kumicultural.com/
3. Self-Paced Online DEI Program
Online DEI programs can be a great option for organizations that are looking for the most bang for their buck, and to combine elements of several DEI methods into one space. Online DEI programs often incorporate elements of education that you might find in a training, along with taking action in concrete ways. Online programs can offer a level of flexibility as well, which can be really helpful for busy professionals working in the civic and cultural sectors. Some programs might be heavier on the training/education side, and other programs might be heavier on the action/ creating deliverables side, so you’ll want to compare options carefully and understand everything you’ll be getting with an online program. It can be helpful to review the curriculum, if possible, and how involved the organization offering the program is in your learning journey, and what other support is available to you, if any. Some programs may just offer modules for you to navigate on your own, with no additional training or support. Other programs may offer additional services. For example, in addition to the online self-paced core curriculum, the Change Network provides personalized coaching from experienced community organizers, live professional development calls alongside fellow members, as well as accountability measures to help keep you on track.
Advantages
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Online programs are flexible and can be done on your team’s time and schedule. You’ll want to be sure if your access to the program expires at any point; however, for the most part, many busy nonprofit workers like to be able to work through a program at a speed that accommodates their other responsibilities.
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You can move as fast or slow as you want, focusing in areas that you need to and moving faster through areas that you don’t.
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Online programs often combine elements of education/training, possibly coaching, and creating action-oriented deliverables, taking your DEI dollars and resources further.
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Can easily be added into your DEI strategy in ways that can support and strengthen any other DEI efforts that you may already be taking or planning to take.
Considerations
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Online programs can easily be put on the back burner if there are no accountability measures put in place to ensure participants stay on track
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Without additional services like coaching or other support, participants can feel “on their own” or unsure how to navigate challenges that arise that are specific to their organization or sector
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Often require some kind of motivated leader or champion to keep the work moving forward and who can find ways to implement the learnings in the organization
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The work in the online program can become siloed if team members throughout the organization are not regularly involved as stakeholders
Examples of Online DEI Programs:
Interaction Institute for Social Change: https://interactioninstitute.org/trainings/
OF/BY/FOR ALL’s Change Network: https://www.ofbyforall.org/change-network-overview
4. Cohort-Based DEI Program
An additional option available to organizations is to participate in a cohort-based DEI program. This method involves enrolling employees in a structured program that usually lasts a finite number of weeks or months. In a cohort-based program, your organization engages in learning, dialogue, and activities alongside other organizations with similar goals along with opportunities for putting what you learn into practice. Cohort-based programs can vary widely, some lasting as few as 4 or 6 weeks, while others being more comprehensive and lasting as much as 6-12 months or more.
Advantages:
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Provides a comprehensive and ongoing approach to DEI education and training
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Encourages collaboration, reflection, growth and shared learning among participants
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Can create a culture of continuous learning and improvement around DEI issues
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Can help to generate internal buy-in for change
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Participating organizations can take advantage of a peer network within and beyond their cohort
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Can build a sense of camaraderie and an “in it together” energy that can increase staff and organizational morale in DEI work
Considerations:
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May require a significant investment of time and resources
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May not provide tailored solutions to the organization's unique DEI challenges
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May require a significant commitment from employees
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Energy around DEI work can quickly fade once the program ends and they are not in consistent contact with cohort members anymore
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Many cohort programs may only involve 1 or 2 representatives from your organization, which can present challenges in spreading the learning to other areas of your organization.
Examples of Cohort-Based Programs:
Lead for Liberation’s The Conscious Executive https://www.leadforliberation.com/services
AORTA’s Tidelines Cohort: https://aorta.coop/tidelines
OF/BY/FOR ALL’s Change Network: https://www.ofbyforall.org/change-network-overview
5. Internal & Self-Initiated DEI Efforts: Hiring a Full-Time DEI Staff Member or Forming a Committee
Hiring a full-time DEI staff member or creating an internal committee is a method that organizations can use to promote DEI more permanently. A full-time DEI staff member or committee can provide guidance, support, and accountability for the organization's DEI efforts on an on-going basis. This group can be responsible for developing and implementing DEI strategies, policies, and programs, as well as training and educating employees on DEI topics.
Advantages:
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Provides an internal and dedicated resource for DEI efforts
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Can ensure that DEI efforts are ongoing and sustainable
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Can provide accountability and leadership within the organization for DEI efforts, especially if this position holds authority or decision-making power within the organization
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Because they are a staff member, they would be uniquely invested in the mission and growth of the organization and its DEI efforts in ways an outside party would not
Considerations:
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May not be feasible for smaller organizations or those with limited budgets to fund a new full-time or contract-based position. These positions are often the first to be eliminated when budget cuts happen, causing the work this person may have done to be deprioritized or lost when they leave.
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May not be effective if the organization's culture does not support DEI efforts. This position or committee can often become the sole champions of this work who can’t actually get anything concretely done because of lack of decision-making power.
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Could be a good option to implement after organizations participate in an applied curriculum and/or diversity training program
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Could be limited to certain passionate individuals or marginalized individuals creating emotional burden and potential siloed work
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These individuals or committees are often in the position to “figure it out on their own” with limited resources, spending a lot of time trying to figure out how to do the work and often end up reinventing the wheel or becoming burnt out.
Conclusion
Organizations can use various methods to promote diversity, equity, and inclusion (DEI) within their spaces and operations. Each method explained above comes with its own set of advantages and disadvantages. It’s also important to remember that even within these DEI types, programs can vary a lot in terms of methods, content, time requirements, and cost, so it’s important to thoroughly research every individual option and compare their specific offerings and services. To make the most of your efforts, it's important to understand your organization's goals, culture, and industry. With the right approach and ongoing commitment, communication, and collaboration, you can take real and meaningful steps toward progress in your commitments to diversity, equity, and inclusion. Remember to consider where your organization is on its journey towards creating a diverse, equitable, and inclusive culture, so you can choose the method that's best suited for your growth at every stage.