free language programs for non profit staff

Simone Joye, Howard University Medical Alumni Association (HUMAA) Another way is to hire a diverse pool of vendors and consultants. Alejandra Guzman, New Orleans Business AllianceĪs nonprofit leaders, we must strengthen our ability to recruit, promote and retain exemplary, diverse staff and leadership. Finally, reach out to organizations that have already embraced diversity and ask for support. Also, make sure your HR policies promote advancement for everyone in the organization. An organization's staff should be representative of the population it serves, especially within leadership roles. Geetha Murali, Room to Readįirst, take a look at your hiring and procurement policies. As a global education nonprofit, we are aware that a failure to embrace DEI in our children’s books, for example, would be a failure against our mission. As nonprofits enact internal changes on DEI, we must infuse these perspectives in every aspect of our program design and implementation. Infuse DEI Into Every Aspect Of Your Organizationĭiversity, equity and inclusion must be in our DNA and therefore omnipresent in all program work. Aaron Alejandro, Texas FFA Foundationġ1. The largest room in the world is room for improvement. Have committees and volunteers who can engage this topic and provide critical feedback. Make communication of pathways to engagement and opportunity a consistent part of public, stakeholder and sponsor communication. Archer, One Hope UnitedĬonsistency creates credibility all the time, not just when topics are in the headlines.

Across the organization, leaders should create a collective DEI strategy that will be used organization-wide. Engage Leaders Across The OrganizationĪn important step to take would be to engage leaders. And finally, act! - Magdalena Nowicka Mook, ICF (International Coach Federation)ĩ. Be curious and always listen for innovation and creativity. There are many other facets of diversity. Consider culture beyond the often quick definition of geography, race or gender. Tammy McLeod, Flinn Foundationīefore you act, check your unconscious biases and blind spots. Once employees realize how some of their coworkers have been personally impacted, they will begin to understand the systemic nature of racism. Then, invite members of your team to share their own stories and make time for everyone to listen. Start by acknowledging that your company needs to do better and that it will likely involve a great deal of unlearning. Yolanda Watson Spiva, Complete College America, Inc. Proactively soliciting employees' feedback will go a long way toward modeling inclusion while also improving operations. Employees typically talk amongst themselves about the things they wish leadership would do to make the organization more equitable and inclusive, but often feel intimidated about offering their insights.

Nonprofit leaders should solicit suggestions directly from their staff. Regularly review recognition of employee values that address diversity and inclusion. Provide regular reminders that language is important. Encourage Team Members To Share ExperiencesĮncourage honest sharing of microaggressions that happen everyday of which most people are unaware. Focusing philanthropy on helping communities in need will provide support to those most in need. Focusing your purchasing on companies led by diverse owners will ensure that local businesses grow and thrive. Hiring diverse staff and asking key partners about their hiring track record will help diverse candidates get and retain jobs. Focus on the three P’s: people, purchasing and philanthropy.

Free language programs for non profit staff