Colleen Keating’s Post

An inclusive work environment is important to and beneficial for all organizations, but it’s especially critical for nonprofits to effectively advance their missions and serve their communities long term. Nonprofits can build and sustain an inclusive workplace by systematically embedding inclusion practices into ways of working across the organization. Past McKinsey research identifies 17 practices that organizations can adopt to create inclusive workplaces. Although nonprofits should strive to address all 17, our new research on the nonprofit sector identifies four to prioritize to maintain a high-performance, inclusive organization. - Meritocracy: The organization creates objective and consistent processes for personnel decisions and merit-based rewards. - Connection opportunities: The organization creates opportunities for employees to get to know one another and develop interpersonal relationships across the organization. - Mentorship: Leaders support employees’ development and career growth. - Idea integration: Coworkers are open and receptive to other employees’ ideas and opinions, even if they are different from their own. Learn more about these practices in our blog post: https://lnkd.in/g4rsxt8D #McKinseyDotOrg #Nonprofit #Culture #EmployeeExperience

Excited to share my article on how leaders can start impacting DEI in their organizations by being accountable for their own experiences and showing up for employees through open discussions and self-care. "Showing up for your own humanity with compassion will allow you to acknowledge emotions at work as part of a whole and complete person." I would love to hear how you support your leadership in this work?

"Congratulations, Katy Burke! 🎉 What an inspiring article showcasing the impactful work of TeamWomen in empowering and supporting women's career development in the Twin Cities. It's an honor to serve on the board and witness the positive difference we're making together. Keep shining bright! ✨ #TeamWomen #womenshistorymonth #CareerDevelopment"

🚀 Stanford's Board Diversity Playbook: 🌈 Exciting news from the world of corporate leadership! 📣 California Partners Project and Stanford VMware Women's Leadership Innovation Lab have unveiled a groundbreaking playbook 📚 for creating more inclusive and effective board dynamics. This innovative resource is a must-read for visionary boards in public, private, and non-profit sectors. It's all about embracing diversity and leveraging unique perspectives for better decision-making. 🤝 Here's a sneak peek at what the playbook offers: Find the Gaps 🕵️♂️ - Use a Board Skills Matrix to identify skills and demographic characteristics needed for a diverse board. Expand Your Networks 🔗 - Look beyond first connections to find talented leaders from various backgrounds, including the LGBTQ+ community. Equitable Interview Process 💬 - Implement systematic practices to mitigate bias and ensure fairness in recruitment. Intentional Onboarding 👥 - Create an environment where new board members from all walks of life can thrive and contribute effectively. These steps, distilled from insights by board members and leaders, are crucial for enhancing board performance and success. 🌟 The Association of LGBTQ+ Corporate Directors is thrilled to see such progress in the conversation about boardroom diversity. Let's discuss how these strategies can transform corporate governance! What do you think about this innovative approach to board diversity? Let’s chat in the comments! 👇 #BoardDiversity #LeadershipInnovation #InclusiveLeadership Kevin Tilden https://lnkd.in/eyFxbsGC

🐝 Oh the buzzwords. Diversity. Equity. Inclusion. Belonging. Justice. White Supremacy Culture. Anti-racist. Anti-oppression. Training. Coaching. Education. Journey. Sometimes, it's a lot of word salad, a bunch of words thrown together that are supposed to be good for you, but don't really fill you up. At our Disrupting White Supremacy Culture in Nonprofits workshop, Catherine Shieh, Janedra Sykes and I hear a lot of questions. Sometimes the participants' organizations are just getting started in their work to transform their internal culture. They don't know where to start. They see injustices every day within the organization, but feel like they don't have any power to change it. Starting on a journey of culture change is a major step with huge consequences if it's not done right. So, no pressure, right? Other times, participants say that what they're doing now just doesn't feel right. It doesn't go deep enough or focuses only on individual choices. It's a lot of theory and no practice. The consultants rely on inspirational quotes from books they haven't read. There's no acknowledgement of the power dynamics or social hierarchy. And my personal favorite - there's a lot of admiring the problem, with few concrete solutions. In our work with nonprofit organizations, we’ve noticed that there is very little consistency in the quality and fit of DEI or white supremacy culture disruption consultants. To help organizations find the right fit for them, we’ve developed a webinar that explores what to look for in a DEI partner. The session will include multiple opportunities to brainstorm, apply the discussions to your own situation and connect with other people with similar questions. Participants will leave with a tool to help them think through what they need and how to find the right consultant to provide it. Full disclosure, we offer these services too, but we are not for everyone. Our purpose is to help organizations find the right fit. If your organization is dipping a toe in the water of DEI or dove into the deep end already, check out "How to DEI: Choosing the Right Consultant for your Organization and Journey." (Link in the Comments.) PS. If you have sensitive questions that you don't want to post here, my DM's are open! #DisruptWhiteSupremacyCulture #DEI #OrganizingToWin #Justice #Nonprofits #Diversity #Equity #Inclusion

We are all about ensuring that there is a diverse pool of coaches to choose from in every organisation, this book explains why equitable solutions like the the Diverse Executive Coach Directory matter 👊🏽

“We Can’t Talk about That at Work! has hit the mark. This body of work is critically important to advancing inclusion and dialogue in our workplaces. As we work diligently to increase our diversity, we struggle with inclusion and having the difficult conversations about the various aspects of diversity. Now, we have a road map and tools to support diversity professionals, leaders, and employees in any work environment. This will be the book used by all.” —Darlene Slaughter, Vice President, Chief Diversity, Equity, and Inclusion Officer at Washington Metropolitan Area Transit Authority (WMATA) We Can't Talk about That at Work! has been such a helpful resource for leaders and DEI professionals, so we can't wait for this second edition to be released! On February 6, 2024, you will get fresh examples, updated research, compelling insights, AND a brand new chapter on how two organizations have actualized the model in this book! Don't miss out on this second edition by preordering now anywhere books are sold! #BoldInclusive #DiversityAndInclusion #DiversityEquityInclusion #Inclusion #Equity

When we talk about diversity, equity, and inclusion (DEI), we're discussing more than just adding a few policies here and there or hiring a diverse group of people and calling it a day. It's about weaving these principles into the very fabric of an organization. But here's the kicker: for many organizations, DEI efforts don't go beyond the surface level. They become like a scaffold – you know, it’s temporary and it will never last the distance! What do you think? Want to learn more? Check out my article: Is DEI an ILLUSION OF INCLUSION in your organisation? https://rfr.bz/ll63lt6

In today's interconnected world, recognizing #diversity, #equity, and #inclusion is vital for business success, social justice, and a strong #companyculture. 🌍🤝 The company leaders know that tracking key DEI metrics can be challenging, but #cultureintelligence solutions offer a strategic advantage, attracting diverse talent and ensuring all employees feel valued. 📊💡 Visit the link in the comments and learn more about how to upgrade your DEI strategies and practices. ⬇️⬇️⬇️

Why Cultural Intelligence – A Game-Changer for Diversity & Inclusion Professionals? It is an urgent call for today's leaders in (government- Non-profit organizations, and Healthcare- corporations and Small businesses. Please share your insights in the comments. #culturalintelligence #culturaldiversity #culturalawareness #peoplemanagement https://lnkd.in/evJD_jSx