How can you include diverse voices in assessing your organization's social impact?

I'd also suggest paying people and not expecting people to offer that diverse perspective for free. It contributes to inequity.

To maximize the advantages of a diverse workforce, it is essential for leaders to cultivate an open mindset that embraces ideas. As a CEO or leader, a crucial attribute is the readiness to learn and be receptive to feedback. In today's landscape, understanding and being open to feedback about social impact, are imperative skills for effective leadership. I obviously think that this must be embodied by all the managers, but that for it to permeate the whole organisation you need to be able to rely on your people and encourage them to think about social impact together. This can be done by creating a CSR shadow board, in which volunteers with different backgrounds take part in the company's strategic thinking and in turn influence others.

Well... start employing diverse people for a start, and by that I don't mean people of colour, or people with disabilities or of different identities and sexualities who think "just like you" or who you think will "FIT" Employ the ones who can excel in the role, who can honestly and authentically critique the organisation's work and come up with solutions that make it better, more inclusive. This starts at recruitment stage. Ensure diversity is central to your employee make-up and listen and act on their contributions, they are your most valuable asset.. honestly, sticking a picture of a "diverse individual" on your socials or asking for their "contribution" to tick a box won't make an impact... but often it seems like the default.

We often fall into the trap of thinking that including diversity is something we "should" do to be seen as socially conscious employers or individuals, but when done wholeheartedly, diversity can be the difference between organisations muddling along and actually thriving. Bringing in different perspectives injects new ideas, new ways of seeing things, and can drive a new way of working that serves communities as a whole.

Identifying diverse voices usually means more work - when the same voices are amplified all the time, they're easy to find, but looking at your wider networks, or in communities where these voices reside, is a good start.

Just like any human-centered methodology, put those you want to learn from at the center of your work. I have found the most valuable step is to get out of traditional environments and engage with the people you want to hear from in the places where they live, learn and celebrate. This might be restaurants, community gatherings, art centers, homes or schools. We have also sponsored and attended online events where sharing stories and cultivating community is the goal. These experiences lead to surprising new perspectives that would never come out of a pre-constructed research approach. It gives context and texture to other findings and builds empathy — which is a key ingredient to success.

Other things you can consider are; conduct surveys and interviews with a representative sample of your target population, including those from marginalized communities. partner with community-based organizations that can provide insights from the people you're aiming to help. hold focus groups with diverse stakeholders, including beneficiaries, employees, and funders. use participatory research methods that empower people to share their experiences and perspectives directly. By incorporating these approaches, you can gain a more nuanced picture of your organization's social impact and ensure it's truly meeting the needs of the communities it serves.