Inclusiveness Initiative

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How Inclusiveness Will Help Advance the Mission of Your Organization

 

This worksheet was created by The Denver Foundation's Inclusiveness Project (http://www.nonprofitinclusiveness.org/) to support organizations doing inclusiveness work.

Users are encouraged to customize the worksheet (both in content and formatting) to meet the needs of their respective organizations. A writable PDF version is attached.

Making the EQUITY Case for Inclusiveness

 

Inclusiveness promotes EQUITY.

 "Social Equity implies fair access to livelihood, education, and resources; full participation in the political and cultural life of the community; and self-determination in meeting fundamental needs." (Conservation.net)

Inclusive organizations:

Making the DEMOGRAPHICS Case for Inclusiveness

Inclusiveness is driven by DEMOGRAPHIC realities.

Inclusive organizations:

Making the BUSINESS Case for Building Inclusiveness

 

Inclusiveness is SMART BUSINESS.

Inclusive organizations:

Reasons for Doing Inclusiveness Work: The Four Imperatives

 

Organizations care about inclusiveness because BUSINESS, MISSION, DEMOGRAPHICS, and SOCIAL EQUITY drive the need for inclusiveness.

Most of us are familiar with the suggestion that being more inclusive is simply the "right thing to do." But it is equally important to recognize that building inclusiveness will:

Who Are Your Stakeholders?

 

A variety of stakeholders need to be involved in making the case for doing inclusiveness within your organization as well as in the actual doing of inclusiveness work once you make the case.

One person alone cannot institute organizational change: Inclusiveness work takes the commitment of leadership, the dedication of board and staff, and the involvement of the community.

How to Make the Case for Inclusiveness in Your Organization

 

Because building shared ownership for inclusiveness work is essential, all steps are intended to involve all appropriate stakeholders.

In general, the more people who are involved in providing input regarding making the case, the better. However, it is also important that your organization make measurable progress, so you should not develop a cumbersome, drawn-out process that discourages people. Strive for a middle ground between too much and too little input from key stakeholders that works for your organization.

Benefits to Recruiting and Retaining a Diverse Staff

Recruiting and retaining a diverse staff can make a very real difference in organizational effectiveness. Many organizations find that there are countless benefits to recruiting and retaining a diverse staff, and that there can be significant costs to not recruiting and retaining a diverse staff. (See Bibliography: Cox)

Costs of Unsuccessful Recruitment and Retention of Diverse Staff

  
Financial Costs

Replacing an employee is expensive. Here are some of the concrete costs that you may incur as a result of losing valuable employees: