the way we thik the way we do thigs REORGANIZING/REENGINEERING asae Diversity + Iclusio Strategic Pla 2012 2014 1 ASAE s Diversity + Iclusio Commitmet made possible by Prepared by Ibis Cosultig Group www.asaeceter.org/diversity
the way we thik the way we do thigs REORGANIZING/REENGINEERING Table of Cotets Message From ASAE Voluteer Leaders ad Staff 3 ASAE s Diversity Statemet 4 Role of the Diversity ad Iclusio Committee 4 Strategic Pla 2012 2014 Overview 5 The Four Key Focus Areas 6 9 Timeframe 10 11 2 D+I Strategic Pla 2012 2014 Prepared by Ibis Cosultig Group www.asaeceter.org/diversity
the way we thik the way we do thigs REORGANIZING/REENGINEERING Dear Colleagues: We are pleased to preset ASAE s 2012 2014 Diversity + Iclusio (D+I) Strategic Pla. This pla is the result of a collective effort betwee staff ad ASAE s Diversity + Iclusio Committee to chart the directio ASAE s diversity practices will take i the immediate future ad throughout the ext three years. The plaig process geerated may ideas ad approaches that build o ASAE s 2007 Diversity Pla. It highlighted the may D+I stregths that ASAE has: ew research o iclusive practices i associatios; advocacy efforts to egage uderrepreseted groups; ad a skilled etwork of D+I practitioers to help staff, voluteer leaders, ad members leverage diversity i their work. The result is a ambitious ageda that is practical i ature. As we look to 2012, we fid ourselves i a strog positio. We have made substatial progress i the last few years, guided by our 2007 2008 Diversity Strategic Pla. We lauched the first Diversity Summit for associatios, hired a full-time Director of Diversity ad Iclusio, coducted a orgaizatioal culture audit, lauched our first all-staff 3 traiig series, improved iteral ad exteral commuicatios, ad repositioed the Diversity Executive Leadership Program (DELP) to be a eve more effective tool for career advacemet. ASAE also itroduced its first D+I coferece ad three years of academic research o D+I. We also recogize there is more work to be doe ad there are may opportuities articulated i this pla that defie the framework for ASAE to build a excitig future. O behalf of all of us who support this pla, thak you for your iterest ad support of ASAE s commitmet to diversity + iclusio. ASAE is your orgaizatio, ad your active ivolvemet is essetial. Joh Graham, CAE Presidet ad CEO ASAE Oleathia Gadsde, CMP Chair ASAE Diversity + Iclusio Committee Alexis Terry Director, Diversity + Iclusio ASAE Staley Bissey Vice Chair ASAE Diversity + Iclusio Committee D+I Strategic Pla 2012 2014 Prepared by Ibis Cosultig Group www.asaeceter.org/diversity
the way we thik the way we do thigs REORGANIZING/REENGINEERING ASAE s Diversity Statemet I priciple ad i practice, ASAE values ad seeks diverse ad iclusive participatio withi the field of associatio maagemet. ASAE promotes ivolvemet ad expaded access to leadership opportuity regardless of race, ethicity, geder, religio, age, sexual orietatio, atioality, disability, appearace, geographic locatio, or professioal level. The orgaizatio will provide leadership ad commit time ad resources to accomplish this objective while servig as a model to other associatios egaged i such edeavors. Role of the Diversity + Iclusio Committee The D+I Committee works to promote a greater uderstadig of why supportig diversity withi 4 associatios ad fosterig a culture of iclusio are a busiess imperative for the idustry. The committee creates commuity withi ASAE s membership aroud D+I topics, helps idetify ways to egage uderrepreseted groups (as well as the greater ASAE membership) i these topics ad develops resources to icrease the cultural competecy of associatio professioals ad staff. Activities iclude Assistig ASAE staff i achievig greater diversity i compositio of ASAE membership ad i supportig ASAE s Diversity Executive Leadership Program (DELP) scholars ad alumi; Idetifyig ad creatig resources aroud D+I topics to help icrease the cultural competecy of associatio professioals & ASAE staff ad; Idetifyig opportuities to icorporate D+I ito ASAE s learig programs. D+I Strategic Pla 2012 2014 Prepared by Ibis Cosultig Group www.asaeceter.org/diversity
the way we thik the way we do thigs REORGANIZING/REENGINEERING Diversity + Iclusio Strategic Pla 2012 2014 Overview As ASAE charts its course for the ext three years, we fid ourselves i a strog positio. We have made substatial progress i the last few years, guided by our Strategic Pla for 2007 2008. We lauched the first Diversity Summit for associatios, hired a full-time Director of Diversity + Iclusio, coducted a orgaizatioal culture audit, lauched our first all-staff traiig series, improved iteral ad exteral commuicatios, ad are repositioig the Diversity Executive Leadership Program (DELP) to be a eve more effective tool for career advacemet. ASAE also itroduced its first D+I coferece ad three years of academic research o D+I i associatios. To lear more about ASAE s D+I research or its outcomes, please visit www.asaeceter.org/diversity. 5 As we look ahead, this strategic pla will guide our diversity ad iclusio scope of work over the ext three years, movig ASAE from D+I advocate to active leader i the associatio ad oprofit commuity. The pla focuses i four key areas. 1. Busiess Case: Demostrate why diversity + iclusio are a busiess imperative for the associatio commuity. 2. Itegratio: Alig D+I with ASAE s strategic focus ad itegrate D+I ito fuctioal areas ad member segmets. 3. Cultural Competece: Icrease D+I research ad educatioal resources offerigs for ASAE s staff, voluteer leaders, ad members. 4. Membership: Defie ad implemet a strategy to recruit ad retai more members from idetityspecific membership associatios ad establish pathways for greater ivolvemet. D+I Strategic Pla 2012 2014 Prepared by Ibis Cosultig Group www.asaeceter.org/diversity
the way we thik the way we do thigs REORGANIZING/REENGINEERING The Four Key Focus Areas 1. Busiess Case: Demostrate why diversity + iclusio are a busiess imperative for the associatio commuity. ASAE will focus o clarifyig the ways i which diversity ad iclusio beefit the associatio commuity. Leveragig the research geerated by the ASAE Foudatio ad other resources, ASAE will create a outcomes-orieted case for diversity ad iclusio. Data ad resources will be provided to help members more clearly articulate the coectios betwee D+I ad their orgaizatioal goals. Recommeded Actio Steps 6 Build o existig research to develop a outcome-orieted case for diversity + iclusio i associatios, icludig distict defiitios of diversity ad iclusio. Dissemiate the case for diversity ad iclusio i the associatio commuity. Create ad dissemiate olie resource to assist member associatios i establishig their ow case for diversity + iclusio. 2. Itegratio: Alig D+I with ASAE s strategic focus ad itegrate D+I ito fuctioal areas ad member segmets. ASAE uderstads that D+I ca help advace orgaizatioal goals if it becomes a cetral (ot separate) part of the orgaizatio s focus. Over the ext three years, ASAE will cotiue to itegrate D+I ito its programs, fuctioal areas ad member segmets i order to be better positioed to advace its objectives ad develop tools ad skills to serve the broader associatio commuity. D+I Strategic Pla 2012 2014 Prepared by Ibis Cosultig Group www.asaeceter.org/diversity
the way we thik the way we do thigs REORGANIZING/REENGINEERING For example, itegratio ca support ASAE s iteratioal growth, its expasio i the Greater Washigto market, ad its appeal to small staff associatios. Recommeded Actio Steps Assist voluteer leaders ad key groups i advacig D+I goals ad practices (e.g. Fellows, committees, board). Idetify opportuities to itegrate D+I ito each of ASAE s fuctioal areas ad professioal practices, (i.e. speaker recommedatios, workshops, policies ad procedures, etc.). Cotiue itegratio of D+I ito ASAE s HR policies ad practices ad supplier relatios. 3. Cultural Competece: Icrease D+I research ad educatioal resources for ASAE s staff, voluteer leaders, ad members. 7 Log-term success for ASAE ad other associatios rests o the ability to coect with ad deliver value to a wide spectrum of associatio professioals. With this i mid, our goal for the ext three years is to icrease the breadth ad depth of research ad resources to build the capacity ad cultural capability of staff, voluteer leaders, ad members to leverage diversity i their work. Recommeded Actio Steps Defie a D+I learig strategy ad resources relevat to ASAE s voluteer leadership. Cotiue to offer traiig ad resources for ASAE supervisors ad staff thereby helpig assist voluteers, ad members itegrate D+I ito their work. Cotiue to coduct ad dissemiate ew D+I research. Develop oe ew D+I resource for members, perhaps i partership with oe or more orgaizatios. D+I Strategic Pla 2012 2014 Prepared by Ibis Cosultig Group www.asaeceter.org/diversity
the way we thik the way we do thigs REORGANIZING/REENGINEERING Parter with BoardSource to develop curriculum for a board diversity leadership program to equip diverse groups of associatio professioals with the cotet ad cofidece ecessary to serve as effective members of a associatio board of directors. Leverage Cosultat Sectio Coucil ad key stakeholders i a pilot program. 4. Membership: Defie ad implemet a strategy to recruit ad retai more members from idetityspecific membership associatios ad establish pathways for greater ivolvemet. I order to grow ad diversify its membership, ASAE is committed to icreasig its reach ad relevace amog CEOs ad associatio staff professioals i key idetity groups (e.g. LGBT, disability, people of color, youg professioals, etc). To that ed, idetity-specific associatios are a importat ad largely utapped source for ASAE. 8 Idetity-specific associatios are membership-based oprofits with missios to serve specific idetity groups. Examples iclude the Asia America Bar Associatio; Natioal Black Associatio for Speech-Laguage, ad Hearig; Natioal Associatio of Hispaic Jouralists; Associatio of America Idia Sciece ad Egieerig Society; Natioal Associatio of the Deaf, etc. Idetity-specific associatios ca serve as ASAE s pipelie to additioal members, voluteers, customers, fuders, ad/or cotet leaders. Imagie what might be possible if ASAE reached ad egaged key idetity-specific associatios i opportuities to advace the professio while also raisig their orgaizatioal profiles ad developig their members professioal skills. That is the idea behid this goal. D+I Strategic Pla 2012 2014 Prepared by Ibis Cosultig Group www.asaeceter.org/diversity
the way we thik the way we do thigs REORGANIZING/REENGINEERING I light of the uique ad importat coveer role that idetity-specific associatios play amog key demographic segmets, our goal is to better uderstad their orgaizatioal eeds ad pursue opportuities to collaborate ad be a service provider or professioal resource, thereby expadig ad deepeig ASAE s reach, relatioships, ad reveue opportuities. I order to retai a diverse membership, ASAE will establish aveues for ivolvemet that resoate with more diverse pools of members. I doig so, ASAE ad the professio at large will beefit from a richer mix of ideas, perspectives ad life experieces that expads our thikig ad our possibilities. Recommeded Actio Steps Cotiue to ask members to complete volutary demographic profile. Coduct demographic aalysis of ASAE membership ad market segmetatio study to idetify ad prioritize where ASAE eeds to focus recruitmet ad retetio efforts. Desig recruitmet/retetio blueprit to icrease umber of ew members from idetity-based associatios. Expad outreach, iput, visibility, ad cotributio opportuities for uderrepreseted groups i ASAE s membership (broadly defied to iclude ASAE s YP members, LGBT, disability, ad people of color). Research the implicatios of formig Affiity Groups for ASAE members. 9 D+I Strategic Pla 2012 2014 Prepared by Ibis Cosultig Group www.asaeceter.org/diversity
the way we thik the way we do thigs REORGANIZING/REENGINEERING Timeframe GOAL MILESTONES 2012 MILESTONES 2013 MILESTONES 2014 Develop a outcomesorieted busiess case for the case for D+I i Publish/dissemiate 1. Demostrate D+I i associatios ad a associatios ad work why diversity defiitio of iclusio. with Marketig to support + iclusio Test messages with staff it with a D+I awareess are a busiess ad voluteer leaders. campaig. imperative for the associatio commuity. 2. Alig D+I with ASAE s strategic focus ad itegrate D+I ito fuctioal areas ad member segmets. Collect models/samples of 4-6 associatios usig their case for D+I to achieve their desired outcomes. Develop D+I cotet resources to ehace the practical coectio to fuctioal areas of associatio maagemet, (e.g. goverace, membership, HR, marketig, meetigs). Work i partership with the Chief Voluteer Relatios Officer to idetify opportuities to itegrate D+I ito practices of voluteer recruitmet, selectio, ad work processes. Work with ASAE s Board Chair ad/or Leadership Committee to apply a D+I les to ASAE s board recruitmet ad selectio practices. Work i partership with the Fellows to defie a strategy for achievig their diversity goals (e.g. perhaps it s applyig D+I les to their omiatio, recruitmet ad/or selectio practices, etc.). Create a olie resource to assist member associatios i gettig started i establishig their ow case for D+I. As part of budgetig ad plaig, work with departmets to itegrate D+I ito ASAE goals ad work plas. Determie what will be measured ad establish accoutabilities. Icrease D+I cosideratios durig ASAE s aual meetig (i.e. speaker recommedatios, workshops, photos, etertaimet, etc.). Work with the Chief Voluteer Relatios Officer to icorporate D+I educatio ito the voluteer leadership retreat. Work i partership with the Fellows to determie what will be measured ad establish accoutabilities. Dissemiate olie resource to assist member associatios i gettig started i establishig their ow case for D+I ad assess utility. Execute iteral accoutability pla for itegratig D+I ito ASAE goals ad work plas. Assess diversity compositio of ASAE s voluteer leadership, plus utility of educatio for voluteer leaders. Work i partership with the Fellows to execute accoutability pla for advacig their D+I goals ad work plas. 10 D+I Strategic Pla 2012 2014 Prepared by Ibis Cosultig Group www.asaeceter.org/diversity
the way we thik the way we do thigs REORGANIZING/REENGINEERING Timeframe cotiued GOAL MILESTONES 2012 MILESTONES 2013 MILESTONES 2014 Coduct ad dissemiate Coduct ad dissemiate 3. ew research (topics TBD) ew research (topics Icrease D+I Dissemiate talet TBD). research ad maagemet resources to Dissemiate D+I educatioal supervisors via Stafferet. goverace articles ad resources for resources to ASAE board ASAE s staff, via SharePoit. voluteer program. leaders, ad members. Work with Chief Admiistrative Officer to build mometum o traiig ad educatio for staff ad supervisors based o Executive Team priorities for desired orgaizatioal behaviors. Lauch Washigto, DC pilot board diversity leadership program for a diverse group of 30 associatio professioals; assess satisfactio. Work with Chief Learig Officer to embed D+I ito additioal ASAE educatioal offerigs (e.g. HR, goverace, etc.). Prepare diverse groups of 75 associatio professioals i board diversity leadership program; assess satisfactio. Assess impact of 2012 DC pilot board diversity leadership program. Coduct ad dissemiate ew research (topics TBD) Host D+I public evet at a Hyatt property (outcomes ad format TBD) Assess impact of 2013 board diversity leadership Pilot a olie platform that offers associatios access to a pipelie of prepared board prospects. Create a olie resource to assist member associatios i gettig started i establishig their ow board diversity leadership program. 11 4. Defie ad imlemet a strategy to recruit ad retai more members from idetityspecific membership associatios ad establish pathways for greater ivolvemet. Coduct demographic aalysis ad market segmetatio study to idetify where ASAE eeds to focus recruitmet ad retetio efforts. Ask members to complete volutary demographic profile. Establish pla to reach ad egage target list of idetity-specific associatios that are curretly outside ASAE membership. Execute outreach strategy to icrease membership from ASAE s targeted list of idetity-specific orgaizatios as ASAE coectors to potetial ew members (i.e. uder 30 years of age, disability commuity, LGBT, race/ ethic groups, etc.). Track chages i the umber of members from ASAE s targeted list of idetity-specific orgaizatios (i.e. members, writers, cotet leaders, voluteers, etc.). Track chages i compositio of ASAE membership. Research the implicatios of formig Affiity Groups for ASAE. D+I Strategic Pla 2012 2014 Prepared by Ibis Cosultig Group www.asaeceter.org/diversity