Staying nimble as a nonprofit will be essential the deeper we move into the future of work post-Covid. This fact is especially true when organizations start developing diversity, equity and inclusion (DEI) strategies that incorporate the changes 2020 made clear are direly needed.

While some small or mid-sized nonprofits may lack the resources or the teams to implement DEI strategies in the same manner as larger organizations or corporations, this isn’t something to be ashamed of. In fact, a nonprofit’s size and ability to adjust strategies on their toes may be the exact competitive advantage they need to implement an ever-expanding DEI strategy in an efficient way.

To start, it’s important to assess where most organizations are starting from. DEI strategies now need to look beyond the traditional pillars (of race and gender, for instance) and expand to include multiple diversities, like age, socioeconomic status and lived experience. All these factors can be game-changing, team-building qualities, particularly within nonprofit organizations that serve local communities.

  1. Look beyond graduation years.
  2. Lived experience may trump career experience, in certain cases.
  3. Diversity in socioeconomic status can add perspective to any team. 

Read the full article about nonprofit DEI strategies by Noa Gafni at Forbes.