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