Prioritizing Categories

 

It is now time to decide the categories that you will prioritize for your inclusiveness blueprint. Most organizations will choose two to four areas on which to focus their work. For example, an organization may choose to improve its organizational culture so that it is more welcoming of communities of color, to create a more inclusive board of directors, and to find ways to improve their ability to serve communities of color effectively.

Prioritizing Categories will help you determine the general categories on which to focus your work. Depending on which categories you prioritize, you will only complete the modules in the blueprint that correspond with the chosen categories. For example, if an organization were to select the three areas noted above, it would complete the following modules: Boards of Directors; Organizational Culture; and Programs and Constituents.

There are a few important points to keep in mind as you determine which categories to prioritize.

Do what's realistic. Most organizations cannot sustain more than a few major changes at a time.

Try to do some internal work and some external work. For example, work on improving inclusiveness among the staff and your organizational culture and try to improve your community relations strategies.

Have patience. In some ways, the process of doing the work is more important than the actual outcomes. As you actively seek to improve your work in one area of the organization, there will be reverberations throughout the organization (most will hopefully be positive!). If you're anxious to get a lot done immediately, try to resist the temptation and remember that change will come in time.

Place a higher priority on areas for which there is a lot of energy and enthusiasm. For example, if your board of directors is deeply focused on other work (e.g., raising money for a capital campaign) right now and is less interested in inclusiveness work at this time than the staff, it may be best not to prioritize working with the board of directors for the time being. (This is not a reason to deemphasize the work of the board permanently.)

Play to your strengths as well as your challenges. For example, the process of gathering information might uncover that ethnic media outlets have positive perceptions of your organization but communities of color in general don't seem to know a lot about what you do. If this is the case, then, you may want to focus on community relations to take advantage of the positive perceptions of ethnic media outlets to promote your messages in communities of color.

Choosing which categories to prioritize for your inclusiveness blueprint should be relatively easy now. Follow the steps in Prioritizing Categories to determine the categories that make the most sense for you to focus your efforts on during the remainder of the inclusiveness blueprint.

Complete Prioritizing Categories.

 

Now it's time to decide which components to include in your organization's inclusiveness blueprint. Remember, just like a strategic plan, an inclusiveness blueprint is a dynamic document that will change as circumstances require. The basic framework for your blueprint and its contents can and should change over time as you learn more about your organization in relation to inclusiveness work.

Complete Creating a Framework for Your Inclusiveness Blueprint.

 

Overview: Using Your Data

Check in on Your Process and Celebrate Your Progress