I’ve been at EverTrue since April 2019 and have absolutely loved every minute of working at this company that is constantly pushing higher education fundraising forward. It’s exciting to be at the cutting edge of an industry, especially one that believes in the power of education and formative, long-lasting relationships.
And almost one-third of us work remotely (in a world pre-COVID 19) yet we still tout physical assets in the office like the ping pong table, catered lunches on Wednesday, and an infinite amount of LaCroix in the fridge without reflecting on how this might alienate the remote experience.
The list above doesn’t capture the number of messy conversations, half-baked ideas, or even the recalibrations that happened in light of the global pandemic. It doesn’t describe how we are all trying to figure out a way to balance our passion for this initiative with the responsibilities of our full-time jobs.
It is easy enough to put our weekly meetings on the calendar and share resources ad-hoc as we stumble across them, but frankly, it has been difficult to determine a real strategy. Deciding as a group what our short and long-term goals are has been a challenge. However, we all understand that setting goals within DEI will be the way we can affect true change.
Focusing on diversity, equity, and inclusion is important for a variety of reasons.
One attention grabbing stat is that diverse and inclusive organizations continually outperform those that are more homogenous. Why? Well, diversity takes on a range of forms – gender, race, sexual orientation, culture, cognitive function, intellectual strengths, career tenure, etc. – and it’s within that mix of backgrounds that innovative thinking and creative problem solving is allowed room to blossom, positively influencing a group’s productivity and effectiveness.
Equity allows for all voices to be heard, for employees to be compensated fairly and recognized for their contributions. Getting diverse voices in a room is the first step, the second step is making sure they are all given the opportunity and the respect to be heard. And as Vernā Myers puts it, Diversity is being invited to the party. Inclusion is being asked to dance.
That said, looking forward to Q2 and the year ahead, we do already have some lofty ideas! We would like to host a formal Unconscious Bias Workshop, execute a benchmark survey to learn more about our company demographics, develop a DEI mission statement, think about our hiring standards, and continue to educate ourselves and our colleagues.
I’m proud to work with such a talented and engaged group of people who have chosen to do this diversity work in addition to their regular load and I’m excited to keep you updated throughout the course of the year.
If you are one of our customers or work at another company and want to share your own learnings, ideas or have feedback in regards to diversity, equity and inclusion, please reach out to firstname.lastname@example.org! We’d love to hear from you.
This content was originally published here.