diversity awareness for effective nonprofits
DESCRIPTION
Today’s workforce and organizations are increasingly diverse. Effective non-profits need to be capable of welcoming, including, utilizing and working with diverse people, perspectives, styles, and experiences for overall success and capacity. This presentation offers practical tools and concepts designed to resolve tensions, utilize strengths, support collaboration, and create more welcoming environments.TRANSCRIPT
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Diversity Awareness for Effective Nonprofits
Bill Say, M.A.
April 17, 2013
Sponsored by: A Service
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Advising nonprofits in:
• Strategy
• Planning
• Organizational Development
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Welcome!Diversity Awareness for
Effective Non-Profitswith
Bill Say
Early US Diversity work
Women are driving employment
• One of the most striking economic events in recent times has been the entry of large numbers of women into the workforce.
• (http://www.dpiap.org/resources/pdf/global_diversity_rankings_2012_12_03_20.pdf)
The U.S. workforce is undoubtedly becoming more diverse. As of June 2012 people of color made up 36 percent of the labor force.
Gay and transgender workers make up 6.28 percent of the US workforce today.
People who are both LGBT and members of a racial or ethnic minority will often face the highest level of health disparities
Diversity Awareness creates a feeling of home: for all !
Conflicts can lead to community
Diversity is Exciting!
The most marginal person, perspective or experience may provide the solution
The leader may be unlikely
The best friends are sometimes unlikely ones
An inclusive enough map/model of diversity will
help us get to our goals
A model of diversity includes:
• Analysis of social conditions, past and present
• Philosophy, goals, and practices
• Internal and external realities
• Objective and subjective realities
We are all diverse!
All individuals and groups are diverse
Role Awareness:the process of
noticing positions and
points of view
Exercise: Diverse Roles
1) Bring to mind your non-profit or other group. Then think of an issue that you would like to see addressed by and in the group.
2) Imagine two people (roles) that come forward to debate this issue. Call one "mainstream" and one "other." What does "mainstream" say? Then listen to "other." Listen carefully to what this one has to say.
3) Which side is closest to your views on this issue? How have you also experienced the other part in yourself? Can you embrace this part more?
Ways to use role work internally
1) You can use inner work with roles to help the relationship between you and any bothersome, disturbing, or simply different role or person.
2) Your group might start using inner work with roles to start gaining more ability to hold diverse or conflicted roles.
Exploring diverse roles in a group
1) Form as a large group to explore diverse or polarized roles. Start by naming two roles: e.g., “mainstream” and “marginal.”
2) Next, form small groups of 4 people. 2 will be witnesses. 2 will be “workers” with one expressing the “mainstream” one, and the other person expressing the “marginal” one. Spend a few minutes and then debrief noting what you learned or found meaningful. Then rotate roles so the witnesses can now work.
3) Come back as a large group and share your experiences and learning.
A sample survey• What is your definition of diversity?
• What’s the hardest thing here for you regarding diversity?
• With regard to diversity and the group, what are the strengths?
• Who or what is “other” or most marginal in the group? What quality, energy, style, perspective, etc., is being expressed by this one?
• Is the environment here inclusive and welcoming?
• When considering your own diverse nature, style, and gifts, do you feel welcome and included?
• How safe would you feel discussing issues of diversity here? If not safe, what would you need to feel safer?
• Where would you like to see the organization head in its relationship with diversity?
Diversity awareness is intimately linked to health,
sustainability, and deeper levels of democracy
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