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.
New Resources:
Download the FSAE Diversity & Inclusion: Opportunities to Advance Report
View our DEI Inclusion Calendar
DEI ToolKit Main Sections: Getting Started | Leadership/Governance | Membership Culture | Difficult Conversations | Events | Next Steps | Resources
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
- Guide to Inclusive Language - University of Missouri (definitions resource)
- 12 Diversity & Inclusion Terms You Need to Know - Workplaces That work for Women
- Glossary of Diversity, Equity and Inclusion Terms - DiversityBestPractices.com
- Racial Equity Tools Glossary - Racial Equity Tools
b. Getting leadership buy-in
c. Marketing
d. Benchmarking/stats
E. Workplace/Small Staff
F. LGBTQ+ Lesbian, Gay, Bisexual, Transgender, Queer
G. DO's & Dont's - Best Practices
H. Social Justice
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 -
4. Difficult Conversations
5. Events
6. Next Steps - Speakers & Reading Lists
- Training staff and members / Speakers
- Reading List - Books
- Diversity Inc. Book Recommendations for Leaders
- Biased: Uncovering the Hidden Prejudice That Shapes What We See, Think, and Do, Jennifer L. Eberhardt
- Dear White America, Tim Wise
- Handling Diversity in the Workplace, Kay DuPont
- How to Be an Antiracist, Ibram Kendi
- Just Mercy, Bryan Stevenson
- Race Talk and the Conspiracy of Silence, Derald Wing Sue
- So You Want to Talk About Race, Ijemo Oluo
- Stamped from the Beginning, Ibram Kendi
- Understanding White Privilege, Frances Kendall
- Uprooting Racism: How White People Can Work for Racial Justice, Paul Kivel
- White Fragility, Robin DiAngelo
- White Like Me, Tim Wise
- Witnessing Whiteness, Shelly Tochluk
7. Resources
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