A Data-Driven Approach to Hiring More Diverse Talent

Gayle Brandel
Within 25 years, people of color are projected to be a majority in the United States. As this key demographic rapidly expands, businesses of all sizes across America are realizing the need to hire diverse talent in order to develop products, services, and experiences for a changing population. Further, research shows that companies that have more diverse workforces outperform and out-innovate those that don’t. According to a 2018 McKinsey report, companies in the top-quartile for workforce diversity are 33% more likely to financially outperform their less diverse counterparts. But while companies understand why they need to have a more diverse workforce, many aren’t sure how to make it happen. The PGA of America was one, and it faced challenging public perceptions. Golf is often viewed as a primarily white sport, which makes it difficult to recruit from underrepresented communities. Historically, there have been many barriers to entry for people of color interested in golf, including financial hurdles to enter training and acquiring equipment. While the PGA of America has historically instituted programs geared toward attracting diverse talent (like the PGA WORKS program, which actively recruits people from diverse backgrounds to apply for fellowships and other pathways of entry), there’s still more work...
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Racial Equity Starts from Within Nonprofits

Gayle Brandel
Nonprofit organizations can be much more courageous in confronting racial and gender inequality. And, unless nonprofits lead the way to equity, according to initiatives such as Race to Lead ,Report the Abuse, and Humanitarian Women’s Network, they have a role in perpetuating societal inequalities. Eager to dig deeper, we invited a group of anti-racist activists, leaders, and consultants from the Boston area to talk about how they are helping nonprofit organizations talk about race.  We followed the lead of our earlier NPO Conversation about shifting gender norms in organizations and invited people to talk about what is working well in their work for racial equity.  The rich conversation surfaced several tips for nonprofit leaders willing to look inward to address racial equity, thus  facing their own organizational challenges and leading the way to a diverse, equitable, and inclusive society for the rest of us. Stop tiptoeing around race Everyone agreed that simply starting a conversation is a breakthrough.   The need for bold leadership at the top may be a cliché but it is essential.  The work is hard.  It pushes buttons.  It pushes everyone outside their comfort zones.   Not all leaders have the awareness or skill set to support the work.  They may have to...
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Words Matter: Ensuring Inclusive Communications

Gayle Brandel
As associations welcome an increasingly diverse membership into the fold, the way they communicate is crucial. This is why many organizations are adopting more inclusive language that better reflects the whole community. As the world’s population becomes more diverse across every demographic category, so do the people who belong to your association. To ensure that all members feel included, associations have been making adjustments to the language they use. While some view language changes as superficial or go so far as to label them pejoratively as “virtue signaling,” experts say the shift is critical. “It’s important to remember that communication defines the identity of the organization,” says Nneka Logan, Ph.D., an associate professor of communication at Virginia Tech. “That is why it is important to communicate in an inclusive way. The things you say define you as an organization and can affect the way you are perceived in the public, by members and nonmembers.” Associations that are looking to adopt more inclusive language typically have a mission to be inclusive, according to communications expert Beth Hampton. “I’ve been a marketer for a number of associations,” says Hampton, who is currently vice president of marketing and communications at the American Association for...
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How Associations Can Foster Diversity and Inclusion

blackoliveco
Diversity, Equity and Inclusion (DEI) as an organizational and membership strategy is a priority for many associations today. Many professionals are members of trade associations to expand their networks in a related industry. Their reasons for selecting one association over another varies from popularity to quality of education. Associations provide an easy way to identify the “whos” in performance, quality and/or expertise. They also encourage members to get more involved in activities that impact their industry, making associations a great breeding ground for leadership pipelines. How Many Associations Are There? The short answer: a lot. According to the American Society of Association Executives (ASAE), the number of associations grows at a healthy pace annually. As defined by ASAE, there are more than 1.6 million in the U.S. ASAE is a membership organization of more than 44,000 association professionals and industry partners representing 7,400 organizations. Although there are many associations, there is a commonality between each of them that is often unaddressed like the proverbial elephant in the room—they lack in diversity of social identifiers across multiple dimensions. The associations that have emerged as the most well-known have homogenous senior leadership teams, a board of directors and active volunteers. Their struggle...
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3 Ways Managers Can Keep Top Talent

Gayle Brandel
Know these essentials for successful talent-focused leadership Never before have companies relied so heavily on their human assets for their competitive advantage. You need your best people to stay, regardless of economic ups and downs. By stay, we mean that your talented people have not just checked in but are tuned in and turned on, as well. They are engaged in the business of the business. Successful talent-focused leaders select great people who fit well with the organization’s culture, mission, and values. They also ensure that people they select possess the leadership attributes, competencies, skills and personal traits needed to succeed in the position. Selecting the “right” person for the job, one who fits with the organization and the position, increases the likelihood they will stay longer. Here are three essentials for keeping your best people. Support learning and growth Once they have hired the right people, talent-focused managers look for ways to continuously grow and develop their people’s talent. They help them identify multiple career options and identify opportunities for moving laterally and vertically. They look for ways to enrich and enliven their work. They make every effort to increase the time people spend doing work they love. They...
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