Here's how you can showcase diversity and inclusion in the non-profit sector during an interview.

Diversity Equity and Inclusion are not merely buzzwords but essential pillars of effective nonprofit executive recruitment. By embracing diversity, organizations unlock innovation, offer a greater representation of communities served, enhance performance, increase engagement, and foster cultures of inclusivity and respect. Having leaders that champion equity and inclusion are critical to workplace culture, feelings of satisfaction, and support from team members. Nonprofit work is challenging in so many ways. Having a strong emphasis on DEI, with policies and procedures to back it up, will help your organization recruit more inclusive leaders who emphasize equity, making team members feel seen, heard, and cared for.

Highlighting diversity and inclusion in the non-profit sector starts with embodying the values at every level. When I reflect on our organizational values, I emphasize the importance of creating a welcoming environment for all backgrounds. Acknowledging and celebrating diverse perspectives drives our mission and fosters innovation. I champion initiatives like inclusive leadership training, equitable access to programs, and community engagement that reflects the demographic mosaic we serve. By embedding these principles into our core values, we ensure that every action and decision aligns with our commitment to embracing diversity and inclusion authentically.

In the non-profit sector, reflecting the organization's commitment to diversity and inclusion can significantly enhance your interview. Research the organization's specific D&I initiatives and values. Articulate how your personal and professional values align with these initiatives. Share anecdotes demonstrating your active participation in promoting diversity and inclusion, whether through volunteer work, advocacy, or inclusive project management. This shows that you not only understand the importance of D&I but also actively contribute to it in meaningful ways.

When I founded the 501(c)3 NFP BioArt Theatre Laboratories, Inc. I hailed from Wilmington, Delaware lived in Manhattan, worked in theatre as a teacher with a second job as an Office Manager at NYU. I was prepared for a long road of R&D to bring my vision into reality. The NYU job gave me free tuition for an MA in Stage Direction through their professional school, Gallatin. I took a seminar called Performance and Biology at Tisch School of the Arts that changed my life, took me to new life in France and led me to forge professional bonds with colleagues in Asia and Africa. When the digital revolution happened I was teaching in software companies learning, brewing the creative ideas that are becoming theatrical tools today. Tell your truth.

Selecting candidates based on skills naturally tends to bring in diversity, equity and inclusion. As a national head for a program, in interviews we removed questions pointing towards disability, inequity and language biases and focused on right attitude and value fit. Had the best people working for us. In an interview instead of asking "tell us about your background and family" we asked "what are the three values you have learnt from your parents and family that you would bring to work"! Making inclusion natural and not fake. In my primary school, in our class we had an autistic kid and a visually challenged girl too, our teachers neither mentioned their disability and we never treated them as special. We formed best friendships forever.

When discussing my experience with diversity and inclusion in the non-profit sector, I recall a project where we aimed to increase community participation. I led a team to engage underrepresented groups by conducting listening sessions in multiple languages, ensuring that everyone had a voice. We partnered with local leaders to co-create programs that resonated with their communities' unique needs. This hands-on experience taught me the power of inclusive practices in building trust and driving meaningful impact. It reaffirmed my belief that true progress comes from valuing every individual's contribution, fostering a sense of belonging and mutual respect.

I remembered when I was actively organizing series of workshops as a Teacher, focusing on cross-cultural communication in the workplace. Through these workshops, colleagues and other participants were able to learn about different cultural norms, values and comm styles which helped foster a more inclusive and understanding work environments.

In fostering diversity and inclusion, active listening plays a crucial role. During my time at a community-focused non-profit, I prioritized listening sessions where members could share their stories and perspectives without interruption. This approach helped uncover nuanced challenges and unique strengths within the community. By genuinely listening, we could tailor our programs to address specific needs more effectively. It wasn't just about hearing words; it was about understanding experiences and feelings. Through active listening, we built stronger relationships, empowering those we serve and creating a culture where everyone felt heard and valued.

One thing I have found to be helpful is getting to know the person as they are. You have to learn their background and their experience in order to better understand and communicate with them. Make them feel empowered and as an equal.

Awareness through information sharing- Story boards across the organization sharing interesting information about diverse cultures and inclusion. Action- Company gatherings celebrating diversity and inclusion for eg. blindfold dinners, learning sign languages, cultural dance showcasing diversity, etc... Empathy circles- Getting together in solidarity and understanding D&I and offering healing contribution Giving voice to diverse ppl.- Once a week sharing circle on how can workplace be a safe space for D&I.

There are many different types of diversity to consider. For example I have tried to build flexible roles to be able to support- parents who have chosen to adopt children out of the foster care system, refugees who have moved to the UK, people with foster care experience. Having people from a diverse range of backgrounds can help radically increase the impact you can have in building programmes that really serve the whole of our society. So going the extra mile in recruitment is good not just for an equity perspective but also for maximising impact.