And yet, very little seems to change. The enthusiasm is high. The voices are in the room. Even people in power seem to care. So why aren’t more organizations changing?
There are many reasons. Many organizations have decades invested in operating in oppressive power systems. Some people in power resist change. But I’d like to posit another reason: we don’t talk enough about HOW to do it.
In my experience, the conversation about diversity, equity, and inclusion has focused primarily on the WHY and WHAT. The arguments for WHY cultural organizations should diversify are stronger than ever. The vision for WHAT cultural equity looks like is increasingly powerful and compelling. But HOW do we get there?
In the excellent book Switch: How to Change when Change is Hard, authors Dan and Chip Heath describe three critical parts of an effective change journey. You must have a rationale for the journey. You must feel emotional drive to move. And the path to your destination must be clear. Chip and Dan suggest that most unsuccessful attempts at change suffer from a lack of one of these three: the head isn’t convinced, the heart isn’t swayed, or the path isn’t clear.
When it comes to advancing diversity, equity, and inclusion in nonprofits, I believe we have a path problem. Researchers and funders have done a great job making the argument (head). Activists--both within and outside organizations--are passionately advocating for change (heart). But the path is obscured. The path to the desired outcome is dark and riddled with 400-page toolkits. The result? People spend their limited time shoring up their head and heart, because those are the resources that are easy to find. They don't act, because they don't know how to get started or where to go.
Let me give you an example: diversifying nonprofit boards. Many organizational leaders have become convinced that recruiting more diverse trustees is critical. Funders, activists, even mainstream media have waved the flag of dismal current statistics. But HOW does a motivated director lead change in this area? How should they rewrite board member descriptions? How should they change nominating criteria and processes? What is the path to the outcome they seek?
The HOW is the work. It's the meat of the actual change we create. But we don't often focus on it. It sounds too prescriptive, tactical, or boring. I know I'm guilty of this. When I share our work--especially at conferences--I find myself focusing on the what and the why. I tell a story of pivoting to deep community involvement, and people get inspired. But they're often mystified about how we did it. In the best case, they take our story as motivation to go try something themselves - to forge their own path. But many draw another conclusion: that we're anomalous. That it couldn't work for them. It's like I'm waving from a destination to which there is no clear road nor map. By celebrating the destination, I'm ignoring the path that brought us there.
I've come to believe that if we can clear the path, we can accelerate change. That's what we’re building with OF/BY/FOR ALL. We're sourcing and sharing specific, step-by-step strategies for everything from a first meeting with a community partner to a full-on rewrite of your board nominating process. Our goal is to make it easy to understand how to move forward in becoming representative of your community and co-created by them.
We know doing the work is not easy. But it's even harder when you don't know how to do it or how to get started. If we can clear the path, hopefully it can help more organizations make change with confidence. And - if the path is clear - it will also reduce the number of reasonable excuses for not taking action.
I honor and appreciate compatriots around the world who are focusing on the WHAT and WHY of these issues. This is a growing ecosystem with many actors and many goals. I’m thrilled that every day, more people are convinced that change is necessary. But once heads and hearts are aligned, they need somewhere to go. They need a clear path so they can charge ahead. That's what I'm trying to create.