Diversity Plan SPCA International

Society for the Prevention of Cruelty to Animals (SPCA) International

DIVERSITY PLAN

A. Diversity Statement

SPCA International concerns itself with the advancement of the welfare of animals across the world – specifically with regard to rescue of animals and deployment of strategies meant to rein in animal cruelty. It would be prudent to note that as per SPCA International’s mission, the organization is organized around the advancement of not only the safety, but also the well-being of animals. SPCA International is headquartered in New York.

At present, the board of SPCA International comprises of a total of 5 board members. These are Pierre Barnoti (Board President), Maude Pellerin (Board Member), Michael Poulos (Board Member), Howard Sholzberg (Board Treasurer), and Robert Gulick (Board Member). Board composition info available at: https://www.spcai.org/about/who-we-are. An assessment of the board membership in this case indicates that there is need for SPCA International to work towards the further promotion of organizational diversity. This is more so the case with regard to the inclusion of more women and ‘underrepresented communities’ (such as African Americans). Only 1 woman serves on the board at present. There is no African American on the board of SPCA International. The relevance of diversity cannot be overstated when it comes to the embrace of diverse perspectives and viewpoints – which are likely to improve the quality of decisions made and promote organizational problem solving capabilities.

B. Steps to Developing a Diversity Plan

The Board of Directors of SPCA International will be sensitized on the relevance of diversity. Further, this key stakeholder group will be encouraged to consult available literature on diversity – i.e. in relation to the legal framework relating to diversity, gender inequality, racial inequality, social inequality, affirmative action, etc. It is important to note that familiarity with the topics and areas of interest indicated above will likely result in better understanding of diversity and its relevance in contemporary nonprofit settings. The relevant resources (in the form of links and handouts) will be provided.

B1. New York Council of Nonprofits, Inc. (NYCON) Statement on Diversity and Inclusion

“We maintain that building and sustaining diversity requires an ongoing commitment to inclusion that must find full expression in our organizational culture, values, norms and behaviors. Throughout our work, we support diversity across all lines of difference, including age, economic circumstance, ethnicity, sex, race, range of ability, religion, sexual orientation, and gender identity/expression” (NYCON, 2022).

B2. Diversity: Working Definition

There is no assigned definition for “diversity” as a term. This is to say that in the past, the said term has been assigned various definitions by different authors. To a large extent, diversity could be thought of in terms of the variations that exist between persons in as far as different characteristics are concerned. Thus, diversity could be conceptualized in terms of a wide range of characteristics including, but not limited to; age, sexual orientation, gender, ethnicity, race, etc.

In the words of Bernstein, Salipante, and Weisinger (2021), diversity could be defined as the move, initiative, or desire to “embrace differences among people with respect to age, class, ethnicity, gender, health, physical and mental ability, race, sexual orientation, religion, physical size, education level, job level and function, personality traits, and other human differences” (113). This is the definition of diversity that will be embraced in the context of this DIVERSITY PLAN.

B3. Diversity Resources

a. Andrade, S. (2021). Why Diversity On Nonprofit Boards Is Crucial To Their Mission. https://www.forbes.com/sites/forbescoachescouncil/2021/09/27/why-diversity-on-nonprofit-boards-is-crucial-to-their-mission/?sh=235c6a2a1d05

b. Oyindale, A.O. (2013). Affirmative Action Support in an Organization: A Test of Three Demographic Models. SAGE Open. doi:10.1177/2158244013516156

c. Weisinger, J.Y. (2015). Diversity in the Nonprofit and Voluntary Sector. SAGE Open, 45(1), 3S-27S. doi:10.1177/0899764015613568

d. Handout 1

e. Handout 2

C. Diversity Survey

There will be need for the stakeholder group mentioned elsewhere in this DIVERITY PLAN (i.e. Board of Directors) to participate in a survey about what diversity means to them. This will then be followed by an assessment of outcomes of the said survey. The outcomes of this particular survey could come in handy in efforts to ensure that the said stakeholders are aware of their biases – and thus the effect of the said biases on organizational effectiveness and ability to deliver on its mandate.

SPCA International

C1. Diversity Survey

Survey query: What meaning do Board of Directors assign to diversity?

Diversity Survey (next page)

DIVERITY PLAN 6

Number

Question

Strongly Agree

Agree

Disagree

Strongly

Disagree

Neutral

Don’t

Know

N/A

Board of directors have access to resources on diversity in the nonprofit organization realm

Board of directors have received cultural competency training

The composition of the board could be termed diverse (as per the definition of diversity highlighted elsewhere in this DIVERITY PLAN)

D. Diversity Recommendations

SPCA International could deploy the recommendations highlighted below in efforts to further enhance the diversity of its board members.

1. Formulate a value statement that clearly identifies or recognizes ‘diversity’ as part and parcel of the core values of SPCA International.

2. Amend the mechanisms and rules that govern the selection and appointment of board members and ensure that they are aligned with the core tenets of diversity advancement.

3. Facilitate board member access to the relevant diversity literature