The diversity challenge facing nonprofits

The next issue of OnlyUp will tackle inclusion: how do we ensure that a variety of backgrounds and voices are included in the sector? In the process of preparing for this issue we came across interesting statistics in the 2011 Nonprofit Employment Trends Survey about how nonprofits of various sizes value diversity. According the survey:

“While the vast majority of respondent organizations believed diversity in all categories queried was important (ethnic, 88 percent, age, 80 percent, and gender 82 percent) the greatest diversity challenge was balancing ethnic diversity. 25 percent of small organizations thought that age diversity was of little importance or unimportant, compared to 16 percent of medium organizations and 10 percent of large organizations.[emphasis mine] Similarly, 24 percent of small organizations thought gender diversity was of little importance or unimportant, compared to 17 percent of medium organizations and 10 percent of large organizations.”

Why do smaller nonprofits seem to care less about age and gender diversity? And why do so many nonprofits struggle with creating a racially diverse workplace?

Indeed, valuing diversity and achieving a diverse workplace do not always go hand in hand. A recent CommonGood Careers report found that while many organizations say they value ethnic diversity, very little is done to create a diverse workplace.

What can we do to move the conversation forward and have nonprofits pay more attention to diversity?

Define diversity: Unfortunately, diversity has become a buzzword. Without a clear definition of what diversity means and what it looks like to have an organization that values diversity, how can we determine progress? This may vary from organization to organization but beginning with concrete ideas helps make large changes more manageable/approachable.

Put resources into becoming diverse: Resources include time and money. It may require a complete overhaul of recruitment strategies (or developing one); it may mean implementing a new way to survey employees; it may mean writing and revisiting an organizational statement regarding diversity.

Identify role models: What organizations are doing well in various aspects of diversity? What can we learn from them?

Not putting effort into creating an inclusive workplace has a negative impact on retention and leadership development. These reports demonstrate that nonprofits have a long way to go before embodying the change many of them seek to bring about in larger society.

What are your reactions to the studies? What can nonprofits do to become more diverse?