I’ll be honest. Although I have been a longstanding ally of diversity, way back before there was an E, I or J, I had to reflect when I was asked to be a contributing author for this piece. Words carry weight. And, as an advocate and consultant, I don’t take them lightly. The business case for DE&I has always made me cringe. Just feels a bit disingenuous, so I didn’t want to talk about that. The moral case is better, but if there are not actions to back it up, it just feels like lip service. After much contemplation, it became more clear. Let’s write this for the Chambers and Associations who are committed to change, not just for the moment, but for a movement. Those who are intentional about their organization’s influence. Here are some ways you can practice what you preach—i.e. the “work” part.
DE&I is a Non-Negotiable
To create lasting change, leadership must be genuinely committed. One naysayer impacts well beyond just themselves. And, you can’t fake the funk, your employees and members can tell. If it is truly a value for your organization, from the top, it must be embodied.
Audit & Ask
Take a look at your policies and practices. Evaluate if they align with what you say your organization stands for. Does your culture nurture differences? Do your policies perpetuate or break down systemic barriers? You don’t know, what you don’t know. Get uncomfortable with the unknown. Seek guidance and input.
KPIs & Accountability
If DE&I is a value for your organization, what are some actions that demonstrate that? From the leadership side, you can measure hiring practices, employee engagement and retention. From the member side, through outreach and partnerships, speaker selection and recognition opportunities. To make meaningful progress, accountability must be a metric.
Communication is Key
Let’s unpack this. It is absolutely admirable if your Chamber or Association actively seeks to diversify its members, volunteers or staff. Afterall, that’s the “intentional” part we are talking about. But, be cognizant that people feel they are chosen based on their contributions, and not to check an underrepresented category box. Although it may be well-intentioned, what you say can be counterproductive to what you aim to accomplish.
Representation Speaks
Show your support. If you are looking through a lens of diversity in decision making, it will speak for itself—through your leadership, your members, your speakers, your recipients, your vendors. It will be communicated through accommodations at your events and the accessibility of your websites.
This is certainly not a comprehensive list of actions your organization can take to be intentional about DE&I. But, hopefully, it has inspired future efforts and encouraged the impact you are already making in the space. You make a difference. Your organization makes a difference. Let’s leave a legacy.
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