Equity, Diversity, and Inclusion as Core Values
By Richard Eveleigh, M.P.A. and Amanda Kearney-Smith, M.S.
This is our third blog this month focused on equity, diversity, and inclusion (EDI). We’d like to complete the series by closing the loop on what it means for nonprofit leaders and their organizations - particularly white-led organizations - to incorporate EDI principles into their work. We would like to propose an exercise that will help you and your board identify the best way forward.
Richard’s blog posed the question, “What is your commitment to antiracism in 2022?” In the blog he suggests that you could begin your first board or staff meeting of the year with this question, discuss how your organizational values relate to antiracism, and draw up some action items that you as community leaders can take to address racial oppression and injustice.
One of the questions we often receive from nonprofit leaders related to the topic of EDI is “Do we need to reevaluate our mission?” That’s a great question, and certainly there is no one answer to this question for everyone. Should equity, diversity, and inclusion be part of your organization’s mission or vision or goals?
The best answer we can give is probably, and it depends. Put another way, should all nonprofits (and for-profits for that matter) commit to equity within the organization’s culture? YES! Is putting out a statement enough? Hell NO! So how is this transformation best achieved?
Richard put forth the idea that EDI could become core values or pillars of the organization. Generally speaking, this seems like the most appropriate approach for most agencies. Your mission is a concise statement about what you do and who you serve. Your vision is where you want to go or what you envision the future to look like. Those should remain fairly consistent over time and serve as the “North Star” for your work. However, your core values ( some refer to them as pillars) relate more to the culture and beliefs of the organization which should both align with and guide your mission, vision, strategic planning, and services. That is why we believe EDI fits best as core values.
An example of this in practice comes from the University of Nebraska https://diversity.unl.edu/our-core-values-beliefs
At the University of Nebraska:
We value equity, inclusion, and dignity for all.
We strive for excellence and recognize that our differences make us stronger. We respect and seek out inclusion of differences, realizing we can learn from each other.
We insist on a culture of respect, and recognize that words and actions matter. The absence of action and words also matter.
We believe in the freedom of speech, and encourage the civil and respectful expression of ideas and opinions.
We all share in the responsibility to create a positive culture and to safeguard equity, inclusion, dignity, and respect for all. Each member of the University community—faculty, staff and students—should be a role model for others.
We take action when we observe someone being treated unfairly or in a demeaning manner.
One of the compelling aspects of this example is the last bullet - and, more specifically, the first three words of that bullet: “We take action…”
For our previous blog about committing to antiracism in 2022, we asked Otisa Eads and Lydia Hooper for their permission to post the blog, given that it was based on their training material. They generously gave their permission, but also suggested we include the specific actions that we have taken in light of our agreement. This suggestion made us realize that a commitment is one thing, but without converting commitment to action, it remains just words and nothing changes.
So, the actions we have taken include:
Partnering with BIPOC consultants on projects with our clients
Educating/supporting the white-led organizations we work with about incorporating DEIJ into their planning and every day work
Highlighting the work of BIPOC led organizations more intentionally in our social media
Being more vocal about DEIJ issues in our meetings with our colleagues
Offering and providing probono services to Black-led organizations
In so many ways, we feel that this is just the beginning of our journey. We will continue to share our progress, learning, and challenges with you as a means of accountability and to ensure that our commitment - our words - continue to drive our actions.
The feedback about taking actions reminded us of a comment one board member made during a discussion on organizational values. “If we are not doing it, it’s not a value of the organization.” This is so perfectly expressed.
Our thanks to Otisa and Lydia for their expertise and guidance. Their contact information is available through the links below:
Otisa Eads Human Resource Expert and Systems Strategist
Lydia Hooper Organizational Consultant