Organization  “A”    Sample  Diversity  Action  Plan  November  2010      

                           

Organization  “A”  Diversity  Action  Plan  2010    Why  Diversity  is  Important  to  Us  

o A  short  statement  of  the  organization’s  commitment  to  diversity    o Overview  of  diversity  activities  to  date  o Diversity  challenges  and  opportunities  

 Our  Definition  of  Diversity    The  online  Wordle  application  (www.wordle.net)  to  create  a  word  cloud  depicting  what  diversity  means  to  the  organization.  The  clouds  give  greater  prominence  to  words  that  appear  more  frequently  in  the  source  text.  Rationale  for  using  a  Wordle  instead  of  a  traditional  “definition”  

 Our  Plan    Vision  1-­‐2  sentence  description    Overall  Goal(s)  for  the  Year  1-­‐2  sentence  description    Objectives,  Strategies,  Actions,  Inputs,  Outputs,  Outcomes,  Indicators  This  could  be  presented  in  a  simple  table  format  (point  form)    In  terms  of  ideas  for  which  areas  where  organizations  can  diversify,  these  are  suggested  major  areas  of  focus  (the  organization  should  decide  for  itself  what  is  possible  within  a  time  span  of  say  a  year;  the  organization  doesn’t  necessarily  have  to  have  goals  in  each  area):    • Board  recruitment  • Diversify  target  audience/community  that  we  are  to  engage  • Try  to  expand  our  network  to  include  more  non-­‐traditional  conservation/environmental  groups  –  

can  tie  into  strategic  planning      Board/Advisors  

o Board/advisor  recruitment,  placement,  and  possibly  mentorship  (e.g.  having  a  senior  board  member  mentor  a  new  board  member,  to  answer  questions,  pass  on  knowledge  about  the  organization,  etc)  

o Sign  up  for  and  seek  new  board  members  through  Maytree’s  DiverseCity  onBoard    

o Conduct  board  matrix  analysis  each  year    Staff  and  Volunteers  

o Depending  on  the  size  of  the  organization,  level  of  turnover  and  volunteer  base,  there  may  or  may  not  be  opportunity  to  bring  on  new  people  

o Something  that  can  be  done  is  to  identify  things  the  organization  would  like  to  do  in  this  area  to  prepare  for  the  future,  such  as  continuing  to  ensure  that  recruiting  and  hiring  practices  and  policies  are  inclusive  and  that  the  organization  is  supportive  of  different  cultures,  ways  of  working,  etc.  OR  conduct  a  survey  with  existing  staff  and  volunteers  to  see  how  else  they  would  like  to  be  supported  in  the  organization/identify  areas  of  communications  breakdown  and  follow  up  on  that  (more  team-­‐building  oriented)  

 Programming    

o Outline  current  programs  that  address  diversity/programs  that  the  organization  would  like  to  incorporate  more  diversity  into  

 Communication  

o Outline  how  this  plan  will  be  communicated  internally  (staff,  board,  volunteers)  and  externally  (donors,  funders,  members).    

o Make  sure  to  incorporate  ways  to  celebrate  diversity  and  diversity  efforts    Tracking/Evaluation  Include  a  table  outlining  the  goals  and  objectives,  who’s  responsible,  dates  and  status    Diversity  Profile  (Appendix  A)  Organization  “A”  conducted  a  Diversity  Survey  in  the  spring  of  2010.  The  results  were  analyzed  and  compiled  into  a  report  in  June  2010  and  presented  to  the  Board  of  Directors  for  review  in  July  2010.  The  report  provided  much  of  the  basis  for  the  Diversity  Action  Plan  and  is  attached  as  Appendix  A.    Example  statement  on  diversity  from  law  office:    A  firm  that  provides  world  class  client  service  must  reflect  the  diverse  community  in  which  it  serves  including  cultures,  genders,  ethnic  backgrounds  and  viewpoints  represented  in  an  increasingly  global  economy.      Betty’s  Law  Office  LL.P  is  committed  to  maintaining  and  promoting  an  inclusive  environment.  A  diverse  workforce  is  essential  to  our  ability  to  provide  our  clients  with  the  best  possible  legal  services  and  to  create  an  atmosphere  in  which  all  our  people  thrive.  We  believe  that  the  diverse  background  of  our  people  brings  necessary  and  varied  perspectives  that  enrich  our  practice  of  law.  Those  perspectives  make  us  more  than  a  diverse  law  firm;  they  make  us  engaged.  Diversity  in  the  Legal  Profession:  http://www.myjusticelaw.com/WriteFolder/pics/2010/docs/diversity_in_the_legal_profession.pdf