When was the last time that your organization reviewed its diversity statement? Perhaps the recent global events have created a new opportunity. If you are seeking information on whether or not a diversity statement matters, or if your current statement should be updated to reflect your core values, mission and vision, the answer is yes! While a diversity statement is not a strategy for talent management, it is a critical, public-facing opportunity to declare your commitment to equity and inclusion.

As you begin or reignite the statement-writing process, consider the following questions:

  1. How long ago was our diversity statement written?
  2. Is it part of our employee onboarding materials?
  3. Is it part of our employer branding program?
  4. Is the language current and inclusive?
  5. How easy is it for the employee and stakeholders to find?

Elements of a Well-Structured Diversity Statement

Recently Ongig analyzed diversity statements across Fortune Magazine’s 100 Best Workplaces for Diversity list and did a further analysis of each statement for readability, offensive language, positive and negative words and masculine/feminine words. From this analysis, 10 statements were identified as “awesome” and those statements include the following elements:

  1. A main “diversity statement” is typically between 20-75 words. This provides a succinct and clear statement of the organization’s main position as to the role of diversity.
  2. Title of the statement is something other than “diversity statement”. This provides the opportunity to message creatively, which can compel candidates and staff to read more.
  3. Readability is at the 8th grade level or lower. Many organizations write to the 11th grade or lower; however, awesome statements seem to have a different readability level and are written with less complexity and more clarity.
  4. The best diversity statements have short sentences. The shorter the sentences, the higher percentage of comprehension.
  5. Effective statements include positive words like commitment, freedom, inclusion, belonging, growth which inspire and build.
  6. Statements that include specific information regarding mission and provides diversity examples that exist within organizations. This element tends to support building trust and confidence in organizations.

For more, see the 10 Examples of Awesome Diversity Statements.

Another body of research that provides and substantiates the power of an effective diversity statement is Vanderbilt University’s article on Developing and Writing a Diversity Statement.

While talking the talk is important, walking the walk is critical! Now is the perfect time to review your organization’s approach and commitment to diversity, equity and inclusion.

Need a talent management thought-partner for your DEI efforts? Contact us!

 


Diversity looks different for each organization and over the years Nonprofit HR has witnessed the impact diversity continues to have on missions. For a second consecutive year, Nonprofit HR is seeking input from social sector leaders, human resources practitioners, and talent management experts about their diversity practices. The process takes less than 10 minutes to complete!

Take the 2020 Nonprofit Diversity Practices Survey and take it now!