Diversity and inclusion are not new terms for the nonprofit sector. They have been brought to light in recent times, however, due to the changing demographics of the Unites States. Between 1980 and 2020, the working white population has declined from 83% to 63%, while the minority working population has doubled. Unfortunately, in the nonprofit boardroom, this change has yet to be reflected.

According to the Impact of Diversity study, nonprofit boards are 78.6% white, 7.5% African American and 2.6% Asian American. Board diversity could lead to increased innovation and creativity. Experts feel a primary reason for this issue not being prioritized is related to the fear of redistribution of power. It is demanding of an organizational cultural change that will adopt inclusivity in all aspects, both internally and externally. Strategies to diversify nonprofit boards can be divided into three broad phases.

Phase 1: Triple A’s - awareness, attitude and action

Developing awareness and sensitivity towards diverse voices is an initial step in the process, but not the easiest. This awareness may need practical steps such as diversity trainings and…

Collaboration is a loaded word. Why should a nonprofit collaborate with their community or stakeholders? Where does a nonprofit begin the process of collaboration? How can an organization collaborate with stakeholders successfully?

The why

Through collaboration with stakeholders, an organization can implement specified programs, leading to higher success. For nonprofit organizations, this means increased program outcomes leading to community awareness, funding from donors or grants, and increased employee morale. By listening to the community and responding to their needs, nonprofits can garner trust. Enhancing capabilities starts with social innovation and engagement with stakeholders. This leads to the ability to deliver social benefits and create a thriving social enterprise. Woodford and Preston list four main outcomes to validate stakeholder participation: helping organizations make informed decisions, facilitating stakeholder commitment and support, stakeholder education about the organization, and successful program implementation.

Where to begin

According to Nina Simon, “community” is defined as public stakeholders or beneficiaries that have a shared interest in the organization. The community consists of stakeholders, but who are the stakeholders? Elizabeth Castillo defines a stakeholder as “a person (or entity) who can affect and/or be affected by your organization.” Once an organization knows which community they…

No matter the industry, success is made possible by the individuals hired to achieve results. Employees are frontline; their talents and efforts determine success within any organization. Employees choose specific nonprofit organizations because they have a personal connection or emotional attachment to the nonprofits mission. Even though motivation and passion are high amongst employees entering the nonprofit sector, there seems to be high burnout and a desire to leave nonprofit work behind all together after a short amount of time.

Nonprofits can lower the risk of burnout and turnover by strengthening their employee engagement strategies. Strengthening employee engagement can enhance morale, lower the turnover rates, strengthen teamwork, preserve consistency and, overall, cause success toward the nonprofit’s mission. Employees should be equipped with the proper tools needed to run the programs and projects expected to be successful while feeling confident and appreciated. Three key tools are discussed below that can help organizations boost their employee engagement.

Onboarding process

The onboarding process should be structured with the objective of finding the “right fit” for the organization, while also being prepared to meet the possible needs of that “right fit” as well. Having this process in place can lower the risk of employee-organization misalignment. There should be a shared passion between the organization and the…

What is workplace diversity and where did it come from?

Diversity has become a central topic in every environment over the last couple of years. This is due to the injustices coming to light within our society; it is no different in the workplace. Since the 1960s, people of color and women have fought for equality at work, leading to laws being passed prohibiting discrimination (1964), increasing advancement opportunities for the underrepresented (1965), and allowing those who have been discriminated against to prosecute (1972).

To have a truly diverse environment, an organization must develop an intentional focus to hire people from groups that have been systematically discriminated against and oppressed at work. This includes, but is not limited to, people of color, women, various religious groups, non-heterosexuals and people with disabilities.

Why is workplace diversity important?

Creating diverse workplaces has played a large role in the rise of African Americans in the U.S. middle class, and has created benefits for women of all races. As high as 80% of people now entering the workforce are non-white, women, or immigrants. Developing a diverse work environment has been shown to decrease turnover rates, increase job performance, help organizations exceed their financial goals, and promote creativity, which leads to greater innovation. Employees often relate their satisfaction and…

Most nonprofit organizations in the U.S. rely on volunteers to provide their critical mission-focused services. These important team members give their time, talents, and resources, unmotivated by financial compensation or contractual obligations. So, what do these volunteers get out of serving? Do they continue to come back, and if so, why?

The answers stem from how volunteer management and key organizational leadership view volunteer retention - the ability to keep volunteers long-term. Simply recruiting volunteers does not always equate to the ability to keep them.

For most nonprofit organizations, volunteers serve in capacities that are vitally important to the organization’s impact. They are often the catalyst that propel a mission from just surviving to robust thriving. The importance of volunteers cannot be underestimated. A volunteer’s significance goes far beyond just saving nonprofits money in wages; they bring experience, knowledge, and lots of passion. Well-managed volunteers provide incredible value, giving organizations the ability to strategically position themselves for continual growth and impact.

Regardless of the number of volunteers, having a thriving team requires intentionality on the part of key leadership to minimize the reasons why volunteers leave. Research has shown that these reasons often fall into four general categories.

• Volunteers feeling overloaded
• …