In 2021, organizations across sectors responded to societal calls for change by examining their approaches to diversity, equity, and inclusion (DEI).
Today, in 2025, we’ve learned that meaningful DEI work requires sustained commitment rather than quick fixes. For nonprofits specifically, this work aligns directly with mission fulfillment and community impact.
But, wait! The current administration has said that DEI, and other related topics/words, will not be funded, supported, or honored. What are we supposed to do?
Addressing Shifting Political Landscapes
Despite changing political rhetoric around DEI terminology, the core work of creating inclusive, equitable organizations remains essential to effective nonprofit leadership. Rather than abandoning these efforts, consider reframing the language to focus on “belonging,” “community representation,” or “inclusive excellence” while maintaining the substance of the work. In all honesty, it will not be an easy task describing your nonprofit according to the list of “banned” terms. Your mission is still important to those who still support the work of organizations focused on DEI-related goals.
Remember that your organization’s commitment to serving all community members with dignity extends beyond political cycles, as many foundations and private donors continue to value and fund inclusive practices, regardless of government positions. Ultimately, nonprofits that authentically align their internal practices with their missions will build stronger relationships with the communities they serve, enhancing both their impact and sustainability.
Here are actionable steps to begin and continue meaningful DEI work that are useful to profit and nonprofit organizations:
1. Embed DEI into your organizational DNA
Annual trainings alone create a “checkbox mentality” that undermines lasting change. Instead, integrate DEI principles into your strategic plan, budget allocations, board governance, and program evaluation. Nonprofits that successfully embed DEI see it reflected in everything from their theory of change to their volunteer onboarding.
Nonprofit angle: Use your mission statement as a touchstone – does your commitment to equity shine through in both your words and actions?
2. Create brave spaces for meaningful dialogue
DEI conversations are challenging regardless of your organization’s demographic makeup. Rather than aiming for “safe spaces” (which can unintentionally stifle honest conversation), create “brave spaces” where staff, board members, and volunteers can engage authentically.
Nonprofit angle: Consider facilitating conversations using the “circle of voices” technique, where each person shares uninterrupted before open discussion begins – particularly valuable when power dynamics exist between leadership, staff, and community members.
3. Audit your policies through an equity lens
Review all organizational documents with fresh eyes. Beyond updating to gender-neutral language, examine your ethics policies, harassment reporting procedures, and whistleblower protections. Also review your bylaws, board recruitment practices, and compensation policies.
Nonprofit angle: Ensure your gift acceptance policy and donor recognition practices don’t inadvertently create hierarchies that conflict with your equity values.
4. Foster ongoing engagement
Book clubs and employee resource groups (ERGs) remain valuable, but today’s most effective organizations also incorporate equity moments into regular meetings, create learning libraries, and establish mentorship programs. Digital tools now make these accessible even to small nonprofits.
Nonprofit angle: Connect DEI work directly to your mission area through community listening sessions that inform both your internal practices and external programs.
5. Transform recruitment and retention
Examine where you post positions, list unnecessary credential requirements, and your interview processes. Consider implementing practices like blind resume reviews and standardized interview questions. Pay transparency has become increasingly important since 2021.
Nonprofit angle: Compensate community advisors for their expertise and time when seeking input from those with lived experience related to your mission.
6. Connect internal commitment to external action
Your nonprofit’s commitment should extend beyond internal operations to how you show up in your community. Partner authentically with community-based organizations led by those you serve.
Nonprofit angle: Examine whether your board and leadership reflect the communities you serve, and create pathways to leadership if gaps exist.
7. Establish inclusive procurement practices
Develop clear diversity clauses in contracts and set targets for working with minority-owned, women-owned, and locally-owned businesses. Track and report on these metrics annually.
Nonprofit angle: Consider how your purchasing power can advance your mission by supporting social enterprises or businesses that hire from underserved communities.
8. Measure what matters
Since 2021, we’ve learned the importance of establishing clear DEI metrics beyond demographic representation. Track belonging through engagement surveys, measure equity in advancement opportunities, and evaluate inclusion through retention patterns.
Nonprofit angle: Include DEI metrics in your impact reporting to funders and stakeholders, demonstrating how equity strengthens your mission delivery.
The journey toward true inclusion involves missteps, difficult conversations, celebrations, and transformative changes. By embracing this work with intention and humility, your nonprofit will not only strengthen internally but also increase its impact and relevance in the communities you serve.
What DEI steps has your organization taken? I’d love to hear your experiences in the comments.
A Brief List of Resources:
Racial Equity Tools – a great site with free and paid resources
LibGuide for AntiRacism in Business – a vetted list of sites, articles, books, and more from the McQuade Library at Merrimack College.
What an Anti-Racist Business Strategy Looks Like by Laysha Ward – Harvard Business Review
Tools to Create Anti-Racist Workplaces – Penguin Random House provides discussion guides and book lists for organizations working toward continuing conversations.
Anti-Racism Resources – from the UNC University Office for Diversity and Inclusion. This list includes articles and books and recommends podcasts, tv shows, and organizations to follow.
Are you still looking for help? Schedule a time with Madrina Consulting to discuss how we can assist your organization in being more equitable and inclusive.
