A Commitment to Equity, Driven by Innovation

Both innovation initiatives and diversity, equity, and inclusion (DEI) programs require associations to define goals, develop strategies, and take definitive action to move forward. The Greater Cleveland Partnership (GCP), a 2020 Innovation Grants Program  (opens in a new tab) grant recipient, outlined a systematic and multipronged approach to innovation and DEI in their winning proposal, “Towards a Racially Equitable Association.”

A chamber of commerce with 12,000 members throughout northeast Ohio, GCP is using its IGP award to fuel work already underway. They began by openly acknowledging the problem to address, engaging staff at various levels, practicing a culture of learning, and building a strategy to continue their efforts using clearly defined terms. The steps they are using provide a model for other associations tackling innovation or DEI to replicate.

Gather Information

Once a problem has been identified, project leaders need to gather information and embrace new inputs. Associations that succeed at innovation have a culture of learning, according to the ASAE Research Foundation report Associations Innovate: The Journey From Intent to Action (opens in a new tab).

Foundation research on innovation says that getting everyone on board is critical to sustained change, and GCP incorporated this philosophy into the DEI effort.

The GCP team began with a willingness to learn what they did not know, employing a DEI consultant to give them an objective assessment. This evaluation identified policies, practices, and behaviors that supported and hindered the organization’s DEI efforts. The information gathered from the assessment became the blueprint for moving forward. GCP also researched effective DEI practices and synthesized elements of four distinct models of culture change promoting racial equity to adapt a strategy tailored to their needs.

Involve the Team

Foundation research on innovation says that getting everyone on board is critical to sustained change, and GCP incorporated this philosophy into the DEI effort. The organization set up facilitated and voluntary group discussions on staff diversity. GCP plans to further involve internal stakeholders in developing a culture of equity in the organization by helping staff, managers, and executives understand the implications of systemic racism in their daily work and training staff to bring a DEI lens to what they do.

Measure and Continue

GCP practiced sound innovation strategy by establishing measurable goals and committing to a sustained effort. The team plans to implement the positive policies that were identified by the external assessment and are also planning to expand the DEI programs offered to members. In the process, they’re creating models for chambers of commerce and other associations to adapt for themselves.

GCP members come from a wide range of industries, so sustained success for its initiative has the potential to propel widespread progress in advancing racial equity in business and association communities.