The Road to Nonprofit Diversity and Inclusion

Abstract

Leadership at the board and executive levels across the nonprofit sector remains predominantly composed of white individuals, despite an increasingly diverse society. Research documents distinct benefits associated with diversity and inclusion, but efforts to move the dial have fallen short. This article explores how voluntary associations can prioritize racial/ethnic equity in their governance and provides specific steps for the examination of culture, practices, and processes required to operationalize change. There are a variety of professional societies and associations, also known as business leagues, established under the Internal Revenue Code. To be exempt, these organizations must be devoted to improving an industry or profession, as distinguished from performing particular services for individuals, and when successful they serve to improve the economic and social well-being of the entire nation.

The American Board of Urology: In Pursuit of Diversity, Equity, and Inclusion

“…Indeed, achieving and maintaining diversity, equity, and inclusion is an imperative requiring regular attention and discussion to ensure that we continually strive to reflect the values and principles of both the public and diplomates we serve. 4,5,20…”

“…When the nominating societies are successful in nurturing a multitude of diverse young members then the ABU, with an eye on diversity, can create dynamic, cohesive, harmonious teams that are grounded in our values, mission, and principles and are dedicated to advancing our discipline far beyond our current vision. 4,5,19,20 Specific Aim 3: Education in Implicit (Unconscious) Bias One of the critical items necessary to accomplish our goals is understanding the concept of unconscious or implicit bias. The ABU's Trustees initially underwent instruction and education in the impact of implicit bias, learning how to recognize its existence and methods to limit its effects in the summer of 2020.…”

“…Diverse management teams foster innovation, understanding, empathy, increase effective communication and significantly improve governance in ways that are lacking within a homogenous environment. 1–5 These benefits far exceed the window dressing of a diverse membership used to enhance the boards' reputation and serve as a buffer against external pressures. 3,4,6 Even as we recognize and value the importance of diversity and inclusion, it is clear that active and intentional structural processes are needed to sustain a full range of voices in any governing body.…”

Review of Best Practices for Diversity, Equity, and Inclusion Committees Within Colleges of Pharmacy

“…20,22,23 Starting with the Executive Committee (EC), leaders of the college can help with the committee's success. 13,24 The inclusion of the DEI committee Chair on the EC, or a similar leadership body within the college, as a standing committee member allows for meaningful input on the college's initiatives and strategic plan to ensure alignment with DEI principles. Time during EC meetings should be devoted to discussing DEI progress, and ways that leadership can help support or improve the current efforts.…”

“…25 In academia, there is often a desire to be autonomous, making it difficult to change baseline biases. 12,24 A top-down approach from leadership alone is not always effective in making such a change in the long term and may not result in relevant changes to attitude and behavior. 12 DEI committees who are neutral in nature can help facilitate awareness and professional development to address implicit bias within the institution.…”