Diversity Equity and Inclusion: How to Implement DEI in Your Membership Group for a Better, Stronger Association

Growing Your Membership
DEI for a Stronger Association

Are you thinking about incorporating more DEI in your membership recruitment process? You are not alone. Research by Gather shows that DEI (diversity, equity, and inclusion) is among the top five human resource priorities in 2022.

A diverse membership group fosters better performance and output. However, there are a few pillars you should be familiar with before adopting DEI and membership group strategies. A good plan without a clear road map is of no use. 

Here are the essential features that you should understand before implementation:

  • The meaning of DEI and its basics 
  • How do the DEI basics intersect?
  • Why your organization needs DEI
  • The different stages of DEI success

What Is DEI?

DEI stands for diversity, equity, and inclusion. Diversity is the inclusion of people from different backgrounds and characteristics that separate groups or individuals. Diversity includes:

  • Race, religion, and ethnicity
  • Sexual orientation and marital status
  • Socioeconomic status
  • Gender identity
  • Language
  • Age
  • Veteran status
  • Mental and physical ability
  • People with disabilities

Diversity also makes room for different perspectives, ideas, and values.

Equity ensures that every activity and program in an organization brings an impartial, fair, and equal possible outcome to every individual. Equity drives you to identify and remove any barrier that prevents justice, fairness, and impartiality in the organization, blocking certain groups from fully participating in the activities and processes.

Inclusion ensures that every member is recognized as a role player and has a sense of belonging in the organization. You can create a welcoming environment that supports and respects everyone’s position, contribution, and opinions as valid.

Why Is DEI Important?

Diversity, equity, and inclusion are all critical in helping build a fair society and working environment, allowing people to get equal opportunities. “A diverse mix of voices leads to better discussions, decisions, and outcomes for everyone,” Sundar Pichai.

DEI and membership groups facilitate the growth of strong relationships and work ethics by embracing different people, perspectives, and ideas.

The moral case of DEI in your membership group is that everyone has a valuable contribution, and the organization has the mandate to address historical factors and barriers that have brought unfair conditions for underrepresented groups.

The equity and inclusion culture in DEI brings new perspectives and boosts healthy competition within and outside your association. A membership group with DEI policies is likely to be more creative and innovative because of the representation of different groups. 

The Different DEI Stages

Success takes hard work. There are different stages that DEI policies go through before they are fully implemented in an organization, including:

Fear-based Consciousness

The initial stage of implementing DEI policies is often filled with self-doubt and activates the organization’s survival mode. The stage brings a competitive environment where everyone focuses on personal productivity and success. 

DEI policies have few slim survival chances in this stage. Perseverance and proper strategies are the only things that can lead to the next stage of DEI and membership group adoption.

Feel-good Based Consciousness

The second level of DEI and membership group’s consciousness is unlocked once the basic needs have been met in the first stage. The benefits of diversity start showing off slowly within the organization, and you can now put in place sound equity policies. 

There is one downside associated with this stage; it only delivers a feel-good factor but does not have enough foundation to make things follow automatically. You cannot feel the full potential of diversity at this stage. 

Reason-based Consciousness

Members’ results drive the organization at this stage. Members value each other based on their visible productivity and contribution to the firm than who they are as individuals. 

The meritocracy at this stage hinders members from appreciating each other’s differences, perspectives, and life experiences. Everyone is treated equally, thus delaying the full potential of diversity.

Wisdom-based Consciousness

The true power of diversity has started showing off at this stage. Your organization can now deliberately make room for people to express and reveal more of their true selves, the positive and negative sides.

Members understand each other deeply, beyond what is seen during unintentional interactions. Better and stronger relationships are forged, and new inspiration flows within the created bonds.

Service-based Consciousness

Service-based consciousness is the highest attainable DEI and membership group maturity level. All role players in the organization are ready to enter a space of unity, consciousness, and shared humanity.

The interactions are purposeful as the members view each other in soul awareness and understanding that they all need connection, purpose, and meaning. Differences are embraced as strengths, giving inclusivity and equity room to flourish.

The Four Elements of a DEI Plan

Actionable DEI and membership group framework components vary within industries, but here are the general categories:

Strategic plans

Evaluate why you need DEI policies in your organization and write down the reasons —identifying the ‘why’ will help you develop a sound ‘how’ strategy. These reasons should be tied to your company’s mission, vision, and organizational values.

Leadership Commitment

Ideally, everyone in your organization is responsible and owns the DEI strategies. However, you need to develop a committee to track progress and provide oversight. The committee should be the blueprint for implementing DEI as an independent unit.

Evaluate Outcomes and Progress

Identify metrics to keep up with the policy adoption to ensure accountability and transparency. Make deliberate efforts to recruit actively adhering to diversity guidelines and invest in training for everyone to accommodate inclusivity and equity.

Equity and Inclusivity Culture

Adopting a DEI framework does not end at recruitment and training. Put up strategies to ensure active implementation of DEI policies in every activity. Promote free interaction and expression within all role players in line with your inclusivity and equity guidelines.

A successful DEI program relies on clear guidelines and a framework to keep leaders and everyone else on track. Assessing your members is an excellent way to start and keep up with DEI policy implementation. 

Do not stop at introducing the idea. Instead, carry on to the last stage for your company to enjoy the full benefit of DEI and membership groups. Remember a famous quote by Verna Myers, a leading diversity and inclusion expert, “diversity is being invited to the party. Inclusion is being asked to dance.”

AMO has a powerful Association Management Software (AMS) that can help you manage member experience and improve your member’s experience. Contact us for a demo today.