How would you address unconscious bias in your nonprofit leadership team?

En el campo del liderazgo es irrelevante si es la organización es con ánimo de lucro o no. lo que importa como en todo es el propósito. En lo que debemos ser cuidadosos es en la sensibilidad que requiere nuestro liderazgo para poder alcanzar los objetivos. No es lo mismo pedirle a un equipo que se dirija a una dirección, cuando se les paga, que cuando son donantes o cuando son colaboradores sin paga. No es lo mismo resolver problemas de gestión cuando se tiene a equipos de colaboradores estables, cuando se tiene equipos de colaboradores eventuales y/o estacionales. No es un tema de si lucro o no, es un tema de sensibilidad.

Addressing unconscious bias in your nonprofit leadership team involves key steps: provide training to raise awareness of biases, ensure diverse representation in leadership and decision-making, and develop inclusive policies for recruitment and promotion. Regularly assess practices to identify biases, foster open dialogue about inclusivity, and set measurable diversity goals with accountability. Implement mentorship programs to ensure equitable opportunities. Integrating these practices helps create a more equitable and effective leadership team, improving decision-making and organizational impact.

Iniciaría pidiendo a cada líder que por separado elabore una lista entre 3 a 5 valores o conductas que considere afectan negativamente a que un equipo logre sus objetivos. Seguidamente, mezclaría sus listas (o post it) y determinaría el ranking. A partir de acá, les preguntaría: "¿Si su compañero al lado reflejara estos valores, ustedes lo conversarían con él?" (esperaría sus respuestas, que seguramente serán un si, y luego...) "¿Lo han hecho?"

1. Open Dialogue: Create a safe space for your team to talk about bias. Encourage everyone to share their experiences and perspectives. 2. Awareness: Help your team understand unconscious bias and how it can affect decisions. Use this knowledge to make fairer choices. 3. Listen and Learn: Be open to feedback and different viewpoints. Value everyone's input to build a stronger team. 4. Take Action: If someone experiences bias, take it seriously. Address the issue and work to prevent it from happening again.

To enhance diverse recruitment and reduce unconscious bias: Expand Recruitment Channels: Utilize diverse professional networks and community organizations to access a broader candidate pool. Inclusive Job Descriptions: Use gender-neutral language and clearly state your commitment to diversity Partnerships: Collaborate with organizations supporting underrepresented groups Targeted Outreach: Proactively connect with communities underrepresented in your leadership. Internship and Mentorship Programs: Foster entry points for diverse talent through dedicated programs. Bias-Reducing Tools: Implement software designed to objectively assess candidates These strategies help build a diverse leadership team enriching your organization’s effectiveness.

Many policies are designed without single parents, or people with disabilities in mind. Assess your nonprofit's policies and procedures to uncover any that might unintentionally reinforce bias, including those related to hiring, performance evaluations, and promotions. Make sure these processes are transparent and grounded in objective criteria rather than subjective opinions. Implement strong anti-discrimination policies and provide training to ensure they are upheld effectively. By revising these policies, you can foster a more equitable environment that actively combats unconscious bias. Keep in mind that many policies often overlook the needs of single parents and people with disabilities, so inclusive design is key.

Few organizations actively measure progress in addressing unconscious bias. To ensure effectiveness, it's crucial to track diversity metrics within the leadership team and across the organization. Implement a dashboard with simple indicators covering 4-5 dimensions of staff diversity by rank and inclusion levels by team. Monitor decision outcomes and gather feedback from team members and those you serve to assess inclusivity. Put in place anonymous feedback loops and internal justice system mechanisms to further support these efforts.

To truly foster inclusivity, weave it into the everyday operations of your nonprofit. Rotate leadership roles in meetings to allow everyone the chance to guide discussions, ensure all perspectives are included in decision-making, and offer equal opportunities for professional growth. Support underrepresented staff through mentorship and sponsorship initiatives. Maintain transparency in decision-making by using consent-based approaches, and bring in an external facilitator or coach to evaluate and refine your internal practices. These steps will help break down unconscious bias and create a leadership team that embodies your nonprofit's values.