“Diversity is a fact, but inclusion is a choice we make everyday. As leaders, we have to put out the message that we embrace, and not just tolerate, diversity.” – Nellie Borrero***
Ever wonder why some small and mid sizes businesses seem to house an entire crew of people who look and act alike? Creating diversity in a non-corporate setting is not much different than doing so in a corporate arena. The challenge is also no different.
Creating diversity in a non-corporate setting requires boldness and intentionality. This bold, intentional endeavor can be done in a small or midsized business, a church or school. Wherever it is that one decides diversity and inclusion is lacking, bear in mind this important truth: Diversity doesn’t just happen and it doesn’t happen just because we recruited one person outside of the homogeneous cast of people we already have on board.
Creating Diversity in a Non-Corporate Setting
In 1963, Dr. Martin Luther King said it is appalling that the most segregated hour of Christian America is 11 o’clock on Sunday morning.” Unfortunately, this was still said to be true as recent as 2012 as stated by the Pew Research Center. Studies and newspaper articles still show that about 8 in 10 church goers still worship in churches where 80% of the congregants are of one race or ethnic group and with the rise in racial tensions, those who attend churches that are predominantly white, may feel less comfortable in their efforts or desires to share thoughts, feelings or prayers in these surroundings.
Studies as recent as 2020 show that there is a steady change to these statistics, but the challenge remains. An earlier 2012 study by Baylor University found that in the years that followed Dr. King’s statement, many congregations began to focus on diversity in their congregations and those within traditional denominations found that while diversity increased, membership declined by 22 percent. The lead author of the study, Kevin Dougherty, associate professor of sociology in their College of Arts & Sciences, stated, “Racial diversity itself is not a detriment to growth, it is the process of changing the racial composition of a congregation that causes difficulties.”
It is important to note where the challenge arises; in the process of making the changes. Churches and small businesses may find that while implementing diversity and inclusion in their environments is a huge undertaking, it is not impossible but does require a high stakes investment of time, tenacity and patience.
The steps needed are the same as those in larger corporate environments; only the players and the titles may be different. Here are
1. Evaluate Your Current Environment
The first step to creating a more diverse and inclusive environment is to identify what elements are at work in the current environment. Is it friendly towards women, people of other races or ethnicities, people with disabilities, working parents (who need flexibility) and younger/older generations?
Identifying how people perceive diversity and inclusion, how they perceive the culture of the organization and how they perceive leadership as well how they identify with one another are additional assessment points. When obtaining information, use of demographic identifiers and working to maintain anonymity can help determine individual perspectives and group perspectives. Here’s why that helps: If an organization asks 40 people if they feel respected in the organization and 30% say they do not, that means 12 people feel disrespected. In general terms, people are often caught off guard by this and become defensive. They nurture their defensiveness by citing the fact that 12 people is insignificant compared to the majority of individuals who stated they feel respected. The ones who are administering and analyzing the data should be drilling down the numbers by demographics to determine who the 12 people are that said they don’t feel respected. If it is a rather diverse group, the organization can simply address the situation focusing on general respect, however, if 10 of the 12 people who feel disrespected are all immigrants or African American or female then that is a different story all together. It is even worse if that group is a very small group within the organization and the 12 people turn out to be 70% of that entire demographic group. So if 70% of a particular group feel disrespected, you cannot ignore the blaring message this information is providing.
The evaluation should also include the strengths, weaknesses and opportunities the organization can capitalize on during this change process. It is a good time to eliminate unwanted practices that produce or perpetuate privilege and bias.
2. Open Your Mind to the Reality and Ramifications of Bias
One thing that every DE&I professional knows, is that education and training first starts with the trainers and educators, followed by those who are leading the efforts. This includes “the” leaders of the organization and all others who will be expected to help lead the DE&I work and serve as examples. So CEO, business owner, pastors along with the leadership that serves under them.
This education and training is designed to help you flush out your own biases, learn what bias and discrimination look like, learn and reflect on the organization’s definition of diversity and learn from the experiences of diverse others in the room about their own experiences, triumphs and pain. The greatest learning can occur from among participants; not just facilitators or trainers. Leaders should leave such education sessions and develop their own individual plans to make change among the people they lead. They should be instructed to formulate strategies that coincide with the stated DE&I goals of the organization as well as the specific needs of the people they work or serve with. Follow up from key leaders and designated change agents should help to eliminate the unfortunate reality of forgetting the need for change after the initial excitement wanes.
3. Create Supportive Systems and Frameworks for Success
Policies and procedures are a must in setting the stage for an inclusive environment. Putting it in writing helps others to get clear understanding and guidance for expected speech and behavior. You are more likely to be taken seriously and you send the message that this is important. One of the keys to effective policies, however is making sure they actually address the needs and requirements aimed at creating an inclusive environment. Some good DE&I policies to start with:
- Diversity Equity and Inclusion Policy – the diversity statement of the organization and purpose
- Anti-harassment Policy – which should address all forms of harassment
- Targeted Recruitment Policy – Describes how and why the organization will embark upon targeted recruitment efforts
- Diversity Education Policy – Communicates expectations and requirements for DE&I education and training
- Office of Diversity Policy – Defines the existence of the specific role focused on D&I
4. Prepare Others for the Environment You Want to Create
Everyone who is a part of the organization should participate in education efforts. This education help individuals learn new policies and practices, be informed of key leaders and understand anonymous processes being put into place for sharing ideas or concerns. In a smaller environment like a small business or a church, where the atmosphere more like a close-knit family (even if it’s dysfunctional) the group might be very homogenous in one or more ways. Such groups are harder to change as the tendency for some leaders may be to assume everyone will do just fine… “we don’t have those problems here.”
Education will need to help flush out the differences that do exist within this group as well as focusing on the reality that bias and exclusion can still surface with the introduction of those who are different. Teach effective methods and inclusive behaviors.
5. Identify Change Agents
Change agents are individuals who are identified and cultivated into actively and purposefully initiating and managing change in the organization. This could be staff, laypersons or leadership. These individuals are essential to insuring that the vision for DE&I as well as the reality of it, can take place. They are the eyes and ears of the primary change agent or diversity leader and the top leader of the organization, who must be actively involved as well. Identify, train and empower these individuals who should be excellent examples for others. Do not utilize those who are questionable or who think they are inclusive when others believe they are not.
I once had to screen out an individual… or two, who were ongoing challengers of the idea that discrimination and racism actually exists. Though they were passionate about the idea of everyone loving one another and getting along, this was not really the goal of our DE&I work. The work was to encourage people to identify and correct their biases or at least control them, while allowing their fair and respectful interactions and discussions with others to prompt greater learning and inclusive behaviors. When someone starts from a position of disbelief, they have little or nothing to effectively work with when attempting to lead those who have the very experiences they deny. Change agents must empathize with the truths and experiences of others and help them rise above them while ensuring such experiences are absent from the present environment.
6. Hold Everyone Accountable for Inclusive Behaviors
This one should speak for itself but I’ll say it anyway. Everyone at every level of the organization must understand the importance and necessity of being and holding others accountable. This is done by adhering to policies and procedures, prescribed practices and living by the inclusive behaviors shared by the organization’s leaders. Make no mistake, some of the biggest culprits are clueless as to how their actions negatively impact others. Even worse, however is the reality that there are some who have no intention of following such directives because they don’t believe in them. Some people are really not interested in being inclusive nor in valuing diversity. They like things just the way they are or the way they were. Find ways to identify such individuals and when anyone’s behaviors are incongruent with stated goals.
And don’t get too self-assured about the level of participation and buy in. Some will say they are with you and they are not. It only takes one person, or one new leader to come in the door with no clue as to what you are trying to do or no interest. They may come in and undo months or years of progress by standing on old principles and erred thinking. Keep your eyes and minds wide open. Be prepared for any and everything. Remain creative and listen to others. In diversity, listening is learning!
Closing Thoughts
Creating diversity in a non-corporate setting is not much different than doing so in a corporate arena. The challenge is also no different. Simply, Evaluate Your Current Environment, Open Your Mind to the Reality and Ramifications of Bias, Create Supportive Systems and Frameworks for Success, Prepare Others for the Environment You Want to Create, Identify Change Agents and Hold Everyone Accountable for Inclusive Behaviors.
Once you have done each of these steps, Repeat!