In the Face of Localization DEIA Executive Summary On November 1, 2022, the WCAPS International Development Working Group (IDWG) and the Center for Global Development convened a panel discussion on incorporating diversity, equity, inclusion, and accessibility (DEIA) in localization efforts. The panel was moderated by IDWG Co-Chair Alexus McNally and led by Hadeil Ali, Director of the Diversity and Leadership in International Affairs Project at the Center for Strategic and International Studies (CSIS), Chernor Bah, Co-founder and Co-CEO of Purposeful, and Kehinde Ajayi, Senior Fellow at the Center for Global Development. The conversation marked the beginning of a series of discussions that will explore how international development professionals can incorporate DEIA principles into their work and hold their organizations, development partners, and donors accountable. There were many suggestions on how to best promote DEIA into localization in the international development sector. Below we have compiled a list of guiding principles to start your organizational journey.
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Garner Support from Leadership: Most initiatives put forth within an organization without backing from leadership will fail or be increasingly difficult to sustain. Securing buy-in for your strategic plan from the head decision makers is imperative for meaningful change.
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Center Diverse Voices: Make sure that the team in charge of leading the DEIA efforts is diverse and reflects the communities they serve, especially in leadership positions. Individuals with lived experiences of oppression or who belong to marginalized groups should be centered in these efforts.
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Create a Strategic Plan: DEIA should be an organization-wide effort. It should cultivate the recruitment and retention of a diverse workforce, but it should also be mainstreamed into the design and development of the technical programs and operational policies. A strategic plan for the organization should include a roadmap for implementing DEIA efforts at the short, medium and long term.
Invest Money in the Process: Pay the individuals leading DEIA efforts. If these individuals are already a part of the team, they should be compensated monetarily for their efforts. Creating new paid positions within the organization dedicated to this work will facilitate meaningful progress. Hiring a consultant to lead this work is another great way to ensure that the process is objective and does not strain human resources within the organization. Training for all members of the organization should be a continuous effort.
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Be Mindful of Language: Language shapes the way we approach our work and interact with others. Be intentional with the words you integrate into your strategic plan and utilize when implementing it. Language justice also needs to be taken into consideration. Take care not to discount certain people or efforts because they do not speak English or the working language of your headquarter office.
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Monitor, Evaluate, and Learn: Collect data and evaluate your organization’s current demographics. Keep track of the activities implemented towards DEIA and localization. Monitor changes and the effects on programming and company culture. Set up formal pathways for collecting feedback. Negative effects (especially those due to donor-imposed policies or conditions) should be documented, communicated, and addressed.