1. Start with a Simple DE&I Check-In:

Initiate an open conversation with your employees about diversity, equity and inclusion. A confidential employee survey or an open forum can provide valuable insights into how inclusive your organisation currently feels. This approach encourages honest dialogue, and helps identify small, actionable changes to improve inclusivity without requiring a lengthy process or external resources. For membership bodies, it’s equally important to assess how diverse and representative your membership base is and address any gaps.

2. Set Realistic and Meaningful Goals: 

Focus on one or two achievable goals that align with your organisation’s mission. For example, increasing gender balance in leadership or ensuring diverse representation in committees and working groups can have a far-reaching impact. Even small but meaningful progress in these areas can strengthen both membership engagement and your association’s credibility within the industry.

3. Foster an Inclusive Culture Through Daily Actions: 

Culture isn’t built overnight—it’s shaped through daily interactions. Encourage inclusive behaviours like inviting input from all members, ensuring diverse perspectives are recognised in meetings, and being mindful of varying communication styles across your community. Embedding these behaviours into your everyday operations can create help to create an inclusive and equitable culture without the need for extensive formal policies.



4. Implement Inclusive Hiring and Member Engagement Practices:

Inclusive hiring is a key step in fostering a diverse and equitable workplace. As recruitment specialists, we know there are effective, budget-friendly ways to adopt inclusive hiring practices and attract diverse talent to your organisation, even with limited resources. Start by ensuring that your job descriptions, volunteer job posts, and member communications clearly reflect your commitment to diversity, equity, and inclusion (DE&I). 

Use inclusive language in job advertisements to appeal to a broad audience and leverage multiple free or low-cost platforms to expand the reach of your opportunities. Additionally, structure your hiring processes—such as interviews and selection—to minimise bias, helping you bring in candidates who offer diverse perspectives and experiences. By embedding inclusivity into your hiring practices, you demonstrate your commitment to diversity in action, not just in words. 

5. Offer Peer-Led Learning and Knowledge Sharing: 

If your organisation lacks the resources to implement formal D&I training programs, leverage the existing knowledge within your association. Encourage peer-led learning by sharing articles, podcasts, or personal experiences related to DE&I. Hosting roundtable discussions or informal talks can spark insightful conversations and promote continuous learning, especially important for associations that thrive on collaboration. 

6. Monitor Progress Through Regular Check-Ins: 

Track your DE&I progress through regular check-ins with employees, members, and leadership. Gather feedback on what’s working and where improvements can be made. You may also consider conducting reviews on how inclusive your events, webinars, and member interactions feel. Regularly assessing your strategy ensures it stays relevant and continues to provide value to your community.

Why DE&I Matters for Membership Bodies and Associations 

Building a strong DE&I strategy doesn’t require extensive resources—it’s about taking intentional steps to create an inclusive, supportive environment that resonates with your employees and members and strengthens your organisation’s reputation. As a membership body, you set the standard for your industry. By leading the way in diversity and inclusion, you’re setting an example for others to follow. 

Whether you're looking to improve internal policies or need guidance on fostering inclusive hiring practices, we’re here to support you. Click the link below to get in touch.