Institute for Sustainable Diversity & Inclusion

What it reported doing in 2024

Northwest Diversity Learning Series (NWDLS)In its 26th year, the 2024 NWDLS provided substantial, insightful, and cost-effective DEI education to managers and employees from for-profit companies, government agencies, non-profit organizations, educational institutions, and small businesses. Key features included:* A unique employer collaboration across the Pacific Northwest, Florida, and other states, repositioning DEI around intrinsic value.* Empowering employees, managers, and leaders to practice daily inclusion.* A readily accessible, well-planned virtual program-saving employers time/resources while enabling global participation.* Six bi-monthly workshops offering cutting-edge, engaging DEI learning.* Presentations by sought-after thought leaders delivering impactful, results-driven content.* Networking opportunities and best-practice sharing for addressing DEI challenges.Attendance & ResourcesIn 2024, about 475 people attended the six NWDLS morning workshops remotely (avg. (70/session), while more than 600 registered (avg. 99/session); all registered attendees received access to the webinar recordings if unable to attend the live workshops. Participants received tailored learning workbooks, and ISDI posted extensive online resources post-session to encourage continued learning.2024 Workshop Series: "THE DEI Factor: Unlocking Value in Optimum Organizational Performance"Six compelling 2.5-hour bi-monthly workshops featured world-class presenters:1. Jan. 25: The DEI Factor in Innovation: Leveraging the Creativity of Diverse TeamsPresenter: Rebekah Steele, co-author of INdivisible and Design the Future.Description: Explored how DEI catalyzes innovation by unlocking team creativity through diverse perspectives and inclusive environments, driving forward-thinking solutions.2. March 20: The DEI Factor in Psychological Safety: Creating a Safe Environment for EveryonePresenter: Damon Stoddard, Psychological Safety Coach & Founder of Change YOUniversity.Description: Examined the link between DEI and psychological safety, showing how inclusive cultures boost engagement, collaboration, transparency, retention, and well-being.3. May 16: The DEI Factor in Talent Retention: Building a Culture Where People Want to StayPresenter: Karen Brown, Founding & Managing Director, Bridge Arrow.Description: Focused on DEI practices (like mentoring) that managers and employees can adopt to foster belonging and retention.4. June 27: The DEI Factor in Engagement: Inspiring Growth Mindsets in the Multigenerational WorkforcePresenter: Anna Liotta, Founder of The Generational Institute and author of Unlocking Generational CODES.Description: Addressed engaging a five-generation workforce through DEI strategies that enhance personal growth, productivity, and inclusion.5. Sept. 26: The DEI Factor in Customer Satisfaction: Understand, Empathize and Relate to Every CustomerPresenter: Ana Carolina Trevio, DEI professional with expertise in the Hispanic market.Description: Explored using a DEI lens and growth mindset to understand diverse customer needs, build authentic relationships, and drive satisfaction.6. Nov. 14: The DEI Factor in Talent Pools: Expanding Options for Nontraditional CandidatesPresenter: Byron Slosar, Founder & CEO of hellohive.Description: Highlighted DEI practices to uncover talent from overlooked groups (e.g., neurodivergent, rural, disabled individuals), addressing biases and expanding talent pipelines.Engagement and NetworkingThe NWDLS connected participants from 16 Sponsor/Subscriber companies and organizations from the Seattle Area and Florida, plus individual attendees from 16 additional organizations in Washington State for a total of 32 participating organizations. Virtual sessions expanded geographic reach, facilitating vital DEI practice-sharing and networking.

Financial Efficiency

• Mission deployment rate: 86%; rating input score 86
• Program expense ratio: 62.4%; rating input score 62
• Fundraising efficiency: Limited

Transparency & Controls

• Consistency checks: 100%; rating input score 100; 64th percentile among comparable filings
• Pay-setting controls: Limited
• Foreign activity oversight: Limited
• Grant itemization coverage: Limited
• Major donor itemization: Limited
• Related-party transparency: Limited

Accountability

• Independent voting board: 66.7%; rating input score 67; 18th percentile among comparable filings
• Governance controls: 2 of 9 controls in place; rating input score 22
  • Conflict-of-interest policy: Pass
  • Whistleblower policy: Fail
  • Document-retention policy: Fail
  • CEO compensation review process: Fail
  • Other executive compensation review process: Fail
  • Form 990 shared with the board: Fail
  • Board meeting minutes documented: Pass
  • Audit committee oversight: Missing
  • Independent financial-statement audit: Fail

Sustainability

• Operating margin: -37.9%; rating input score 7; 7th percentile among comparable filings
• Total-asset coverage ratio: 0.3; rating input score 16; 16th percentile among comparable filings
• Liabilities to assets ratio: 0; rating input score 80; 80th percentile among comparable filings
• Officer compensation ratio: 31.6%; rating input score 10; 10th percentile among comparable filings

Growth

• Program expense growth: -59.3% per year; rating input score 0; 1st percentile among comparable filings
• Revenue growth: -1.6% per year; rating input score 0; 18th percentile among comparable filings
• Asset growth: -6.2% per year; rating input score 0; 9th percentile among comparable filings