Nonprofit HR’s Blog

Nonprofit HR subscribes to the definition of diversity in the workplace as intentionally recruiting, hiring, developing, and retaining employees who may have different backgrounds, education levels, and experiences. We believe that diversity is all-encompassing, broad and includes, but is not limited to, race and ethnicity, physical appearance, gender, national origin, religious and political beliefs, education, age, mental and physical abilities, and sexual orientation. See our official diversity statement.

Organizational Structure – Networked, hierarchical, and now digitally dispersed, organizations are challenged with the need to increase diverse representation at all levels from entry to executive level.

Talent Management – Is recruiting for and developing diverse talent a check-the-box routine or an intentional effort intended to improve and advance organizational outcomes? Further, does your organization include retention and career growth when tracking and advancing diversity?

Community – How reflective is your staff, leadership and board of the communities your organization serves? Tackling each internal and external stakeholder group will contribute toward community building, which ultimately leads to success for your mission.

Suppliers & Partners – As a whole, social- impact organizations have done very little to showcase their strength as a buying partner within diverse communities. Diversity championing organizations such as the National Minority Supplier Development Council (NMSDC), the Women’s Business Enterprise National Council (WBENC), specialty incubators and accelerators, federal, state and local certifying organizations represent communities of diverse businesses that can help you to extend your diversity practices beyond your organization.

Is your organization struggling to attract diverse talent? Have you conducted a compensation analysis through a racial equity lens or perhaps you need to conduct a cultural assessment? Let’s talk!