Bringing diversity into your association's consciousness. (Diversity).

The issue of diversity--and especially that of staff diversity--poses an even greater challenge for small-staff associations because such associations by definition have few employees. Nevertheless, leaders of all associations, regardless of staff size, must be sensitive to the ethnic, cultural, and gender differences among their members and understand how to best meet their needs. Following are some questions for you to reflect upon to ensure that your organization embraces and stays cognizant of diversity.

1. Have you reviewed your policies and practices to ensure that they reflect the association's commitment to diversity? We re-examine major policies annually and discuss ways to ensure that association priorities are in line with the commitment made in the strategic plan.

2. Have you identified minority members of your association to be involved in leadership or committee activities? Do you monitor your board's demographic profile?

3. Have you discussed membership diversity with your board leadership? Does the chief elected officer understand the need for diversity? I try to be sure the issue is raised annually during planning sessions with the incoming chief elected officer and with committee chairs as they identify members for their committees.

4. Have you reviewed your membership recruitment strategy, possibly looking to underrepresented demographic groups for potential membership? Currently struggling with membership issues, our association has identified as one potential source of new members individuals who may not have felt connected to our association in the past.

5. Are you aware of language diversity among your members and their employees? Many of our members, for example, are hiring Hispanic employees, which presents issues for our training and membership services staff. With a small staff, having a bilingual staff member is not always possible, but perhaps you can identify another association that is willing to share in some services.

6. Have you considered the need to publish any of your publications in a second language? For most small-staff organizations, the idea of publishing in a second language seems impossible, but perhaps a volunteer could translate some of the materials on your Web site. Having a Spanish language page on your Web site might bring increased membership to your association.

7. Have you avoided scheduling meetings that conflict with celebrations and observances of all religious and ethnic groups? There are several Web sites that list holidays of all religions. Try www.holidayfestival.com.

8. As an association leader, have you made a commitment to inclusion in your decision-making process? Identify an individual to serve as a source of diversity awareness that you can consult with on a regular basis.

9. Have you ensured diversity in your major speakers at association meetings?

10. Is diversity a component or theme within your annual objectives? It is important for you to take the lead in making your association more aware of current issues in diversity. Make cultural diversity a priority for the coming year.

Submitted by KEN MORGAN, CAE, executive director, North Carolina Association of insurance & Financial Advisors, Raleigh (staff size: 3; annual operating budget: $300,000). E-mail: [e-mail].