Your volunteers resist diversity and inclusion efforts. How do you convince them of the value?

1 Understand Concerns

To address resistance, it's crucial to first understand where your volunteers are coming from. Listen to their concerns without judgment. They may fear change, feel uncertain about new policies, or worry about making mistakes. By providing a safe space for dialogue, you can uncover the specific issues at hand. This understanding is the foundation for building trust and opening up channels for education and change. Remember, acknowledging their feelings does not mean you agree with them, but it is a vital step in the process of change.

2 Educate Gently

Once you've listened, it's time to educate your volunteers on the benefits of diversity and inclusion. Approach this gently, using real-life examples of how diverse perspectives lead to better problem-solving and more innovative approaches. Highlight stories within your own organization where a mix of backgrounds has led to success. Education should be ongoing and integrated into all aspects of volunteer training and development, ensuring it becomes part of the fabric of your organization's culture.

3 Lead by Example

As a leader, you must walk the talk. Demonstrate the behaviors and attitudes you wish to see in your volunteers. If you show respect for diverse opinions and actively seek out and include different perspectives, your volunteers are more likely to follow suit. This also means being transparent about the organization's goals regarding diversity and inclusion, and sharing your own learning journey can be incredibly powerful in inspiring others.

4 Build Empathy

Empathy is a powerful tool in overcoming resistance to diversity and inclusion. Encourage your volunteers to put themselves in others' shoes to understand the importance of feeling welcomed and valued, regardless of one's background. Facilitate workshops or discussions that allow volunteers to share their own experiences and listen to the stories of others. When people relate on a personal level, they're more likely to appreciate the significance of an inclusive environment.

5 Create Ownership

To really bring your volunteers on board with diversity and inclusion efforts, they need to feel a sense of ownership. Involve them in developing D&I strategies and give them a role in implementing these initiatives. This could mean setting up a volunteer-led committee or task force focused on D&I activities. When volunteers have a hand in shaping the direction of these efforts, they're more likely to be invested in their success.

6 Celebrate Progress

Finally, recognize and celebrate the progress your volunteers make towards becoming a more diverse and inclusive group. Acknowledging milestones, no matter how small, reinforces the positive impact of these efforts and motivates everyone to keep striving for improvement. This could be through awards, recognition events, or simply sharing success stories during meetings. Celebrating progress helps cement the value of diversity and inclusion in the hearts and minds of your volunteers.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?