This episode will examine the imbedded strategies and pillars which support effective DEI initiatives within the organ procurement community. We will examine what it looks like to become holistically and systemically equitable, inclusive and diverse? Then we will ask executive leaders to rate their organizational performance alongside the standards recognized as the most effective for multicultural populations.

Simply put, diversity is defined as the presence and representation of people of differing races, religions, ages, abilities, genders, sexual orientations, ethnicities, languages, nationalities, political parties, socioeconomic groups, and other characteristics that inform an individual’s worldview and experiences. It is impossible to comprehend or foster equity and inclusion without diversity.

Show Topics and Highlights

"Why is important that diversity, equity and inclusion (DEI) is embedded in the cultures of organ procurement organizations or any other organization institutions for that matter?"

You need to have representation within the organ procurement community that reflects the population that you're serving in order to be able to reach that or that population.

We focus most of our efforts on figuring out what the barriers are, instead of making sure there is a more diverse leadership team.

We need to look into why it is that we're not getting applications from more diverse members that are capable of the job and can perform at a high level.

"What are the opportunities for people to get the minimum and necessary education and conditions to apply for the positions in the first place?"

The talent has to be developed in to be able to create pathways for people to be able to rise up in the organization.

"My experience is there's no shortage of people of color to fill CEO positions. The problem is that we're not reaching them and it can be because it's the personal bias of those that are doing the hiring."

We prefer, at the Nevada Donor Network, to try to give the opportunities to people within the organization versus having to recruit from the outside. When your organization prefers to develop its own, then it becomes about removing barriers and providing opportunities.

I think that's important that people looking to become a CEO find time to be exposed to those all areas of the organization. That's what makes an effective leader.

"I want to just expand the concept of diversity beyond the realm of race and ethnicity. Can people bring their whole self to work? If I'm a Muslim, do I feel comfortable being a Muslim in that environment?"

Profound Conversations Executive Producers are the Muslim Life Planning Institute, a national community building organization whose mission is to establish pathways to lifelong learning and healthy communities at the local, national and global level. MLPN.life

The Profound Conversations podcast is produced by Erika Christie www.ErikaChristie.com

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