Diversity, Equity & Inclusion Toolkit

A Work in Progress 

The information, articles and resources linked below were collected by the FSAE 2018-19 DEI Committee to help organizations begin or strengthen their Diversity, Equity and Inclusion (DEI) initiatives. Have something we should include? Let us know.

Download the FSAE Diversity & Inclusion: Opportunities to Advance Report
Access The Right Kind of Uncomfortable zoom recording with Dr. James Pogue, PhD

1. Getting Started

a. Definitions / what is DEI:

FSAE Definitions of Diversity, Equity and Inclusion (DEI):

  • Diversity includes, but is not limited to, age, gender, race, religion, ethnicity, disability, appearance, sexual orientation, gender identity, socioeconomic background, personality type and geographic location.
  • Equity includes, but is not limited to, the fair treatment, inclusion, justice, access and opportunity for all.
  • Inclusion ensures that differences are integrated throughout FSAE to create an experience that expands everyone’s horizons and opportunities for engagement, learning and leadership

  • Diversity & Inclusion Revolution – Deloitte Review
  • Nonprofits are Diversity Champions – National Council of Non-Profits
  • Diversity and Inclusion Initiative: A Step By Step Guide – The NonProfit Center
  • Guide to Inclusive Language - University of Missouri (definitions resource)

b. Getting leadership buy-in

c. Marketing 

d. Benchmarking/stats 

E. Workplace/Small Staff

F. LGBTQ+ Lesbian, Gay, Bisexual, Transgender, Queer

G. What to Avoid

What Leaders Need to Understand about Diversity
The first thing is that the companies that do it most effectively don’t have a separate program. What they do is integrate diversity into all of the processes of their organization. Diversity becomes a lens for looking at, identifying, developing, and advancing talent. 
… Here’s the key: If you want diversity of thought, you have to bring in people around you who have diverse experiences.  Leaders need some degree of emotional intelligence to rise above our need to justify or validate ourselves, which is what happens when we seek people who are just like us in their thinking. And we need a certain amount of social competency to be able to engage people who do have differences of ideas and perspectives.

2. Leadership / Governance

A. Getting Board buy-in

B. Diversity Governance

C. Diversity Statement - Commitment / Policy (More than EOE)*

3. Membership Culture

a. Unconscious bias

Unconscious bias is a social stereotype about certain groups of people that individuals form outside their own conscious awareness - or judgments and behaviors toward others that we’re not aware of.

b. Inclusion: Welcoming Culture

C. Accessibility

D. Recruiting Diverse Members - coming soon

4. Events

5. Next Steps

6. Resources