4 Steps to Uncompromising Inclusion
June 13, 2024 | By David M. Wagner
I made a small mistake last week with big potential consequences.
I accidentally left a key stakeholder off the invitation for a workshop.
And for several reasons, this particular unintentional exclusion could have been a big disaster.
Fortunately, this crisis was averted. But it got me thinking about other ways we might, unintentionally, exclude stakeholder voices from important conversations.
Who Gets a Seat at the Table?
A diversity consultant I greatly respect once said, “You don’t owe anyone a seat at the table.”
Their point, I think, was that nonprofits have no responsibility to engage with trolls or with non-stakeholders who oppose your mission.
I agree with that perspective.
And I think we need a different rule for working with people who are legitimate stakeholders, even when their points of view conflict with our organization’s values or mission.
For example, in my work with a municipal organization, some resident taxpayers voiced opposition to the agency’s efforts to prioritize diversity, equity, and inclusion.
So here’s a paradox: how can you honor your values and practice inclusion if that means bringing in stakeholders who oppose those same values?
Overcoming the Paradox
Excluding people whose values conflict with your own can run the risk of undermining a commitment to inclusion.
Here’s one approach to including stakeholders without compromising your values.
Identify legitimate stakeholders. “Legitimate” might sound like a judgment, but it is not. Who is truly affected by the decisions you make? They have a right to be heard. Otherwise, just because someone has an opinion about your mission (or money to give) does not make them a stakeholder.
Make space for their voices. Invite every legitimate stakeholder to the table. (And sincerely apologize if, like me, you unintentionally excluded them before.) Whatever tools you’re using to engage stakeholders, make sure they’re included. Build agreements and enforce norms of appropriate behavior to create safety for everyone in that space.
Actively listen to and acknowledge their point of view. Get curious. Reframe the ideas that stakeholders express to ensure you understand and use inquiry to unpack what’s “underneath” that opinion. Their input may just surprise you.
Take what serves your mission. When stakeholder input serves your mission and aligns with your values, take it! When it doesn’t, consider making it clear what opinions you heard and point out how it conflicts with your organization’s identity. You have no obligation to agree with or accommodate every opinion you hear.
Not everyone’s values align with your organization’s mission. It is tempting to leave those opinions out of the conversation. But by giving legitimate stakeholders a seat at the table and honestly weighing their input (even if you disagree with it), you can practice inclusivity without compromising your values.
If you need help managing complex stakeholder opinions or any other part of setting and implementing your strategy, set a free consult with me to discuss how I can help.