ASAE Debuts New Diversity + Inclusion Benchmarking Tool
April 29, 2013
The American Society of Association Executives recently introduced the first Diversity + Inclusion (D+I) tool for associations called the Association Inclusion Index.
It is an online, diagnostic tool that evaluates D+I policies, philosophies and practices against community standards.
The tool offers strategies and solutions for expanding an organization’s reach, relevance and reputation through practicing inclusive excellence.
“It’s critical for organizations to understand how diversity and inclusion plays a practical role in staffing, recruiting, retaining, and engaging members and volunteers,” said ASAE President and CEO John H. Graham IV, CAE.
He added, “Whether you already have a diversity + inclusion commitment in place or are thinking about starting one, the Association Inclusion Index tool will provide CEOs of associations and nonprofit organizations with critical data points and communication tools to inform your employees, board of directors, and members about your results and next steps.”
The tool focuses on five key D+I performance domains in associations: Mission and Focus, Roles and Leadership Accountability, Resources, Operations, and Communication and Culture.
It also allows associations to benchmark their own practices and immediately provide stakeholders with critical data to direct their time and funds in meaningful ways.
In the future, associations who purchase the tool will be able to compare their results to their peers by industry, staff and budget size. ASAE will analyze D+I trends and create aggregate reports that will inform the community.
ASAE used various research methods to identify best practices and information related to D + I performance in nonprofits and association management. During the summer and fall of 2012, ASAE performed two rounds of beta testing to ensure the questions and responses yielded valid and reliable results.
“The first beta testing phase, in which I participated, immediately revealed which areas our association needed to improve in order to enhance our diversity and inclusion practices,” said Dr. Rosa Aronson, CAE, TESOL International Association executive director and D+I committee chair.
She added, “Associations can greatly benefit from taking the Association Inclusion Index tool because it implicitly creates a roadmap for an inclusive culture in your organization.”
The Association Inclusion Index is available to ASAE members for $199 and non-members for $299. For more information or to purchase the tool, please visit www.asaecenter.org/diversity and click on “Association Inclusion Index” in the side menu.
Partner Voices
MGM Resorts is committed to fostering an inclusive and diverse culture, not just among employees and guests but also within its supply chain. The company prioritizes procuring goods and services from businesses owned by minorities, women, veterans, people with disabilities, LGBTQ individuals and those facing economic disadvantages. This commitment is integral to MGM Resorts' global procurement strategy.
Through its voluntary supplier diversity program, MGM Resorts actively identifies and connects certified diverse-owned suppliers to opportunities within its supply chain. The company is on track to spend at least 15% of its biddable procurement with diverse-owned businesses by 2025, demonstrating that supplier diversity is not only a social responsibility but also a strategic business imperative.
Supplier diversity isn’t just the right thing to do – it’s good for business. A diverse supply chain allows access to a broader range of perspectives and experience, helping to drive innovation, entrepreneurship and resilience, while strengthening communities. At MGM Resorts, engaging diverse suppliers ensures best-in-class experiences for guests and clients. Supplier diversity ensures a more resilient supply chain while supporting economic development in the communities in which it operates.
The impact of MGM Resorts' supplier diversity initiatives is significant. In 2023, these efforts supported over 3,500 jobs across more than 30 states, contributed over $214 million in income for diverse-owned businesses and generated more than $62 million in tax revenue. The story extends beyond the numbers – it reflects the tangible benefits brought to small and diverse-owned businesses, fostering economic empowerment in their communities.
MGM Resorts also supports the development and business skills of diverse-owned businesses through investment, mentorship and education. Through the MGM Resorts Supplier Diversity Mentorship Program, the company identifies, mentors and develops diverse-owned businesses to fill its future pipeline, while providing businesses with tools and resources to empower and uplift. Since 2017, the program has successfully graduated 105 diverse-owned businesses and is on track to achieve its goal of 150 graduates by 2025.
MGM Resorts’ commitment to supplier diversity not only enhances its business operations but also plays a crucial role in uplifting communities and fostering economic development. This approach reinforces the idea that diversity is a powerful driver of innovation and resilience, benefiting both the company and the wider community.
Add new comment