Nonprofit organizations sit at the intersection of purpose, people and public trust. Because they rely on relationships, credibility and community engagement, their culture is not just something that shapes the employee experience. It is the engine that drives the mission.
From donor interactions to community partnerships to frontline service delivery, culture influences how teams show up, how decisions are made and how effectively an organization lives its values.
Last week, Inclusivity CEO Wyle Baoween, was pleased to host two inspirational and committed leaders from the non-profit sector: Charisse Chand, Executive Director of People and Organizational Potential at the BC Cancer Foundation, and Michael Paskewitz, Chief of Staff at the Nature Conservancy of Canada. They joined us to reflect on their experiences and share practical guidance. Below we share five key insights that can support any nonprofit leader working to build an inclusive, aligned and high-performing team.
1. Culture Is Not an HR Project, It Is the Operating System of Every Nonprofit
In nonprofits, culture shapes everything. It influences how teams collaborate, how staff represent the organization in the community and how they navigate complex or sensitive situations with colleagues, donors and partners.
Because many nonprofits work with limited resources and high expectations, an inclusive and healthy culture becomes essential. When people feel safe and respected, they are far more likely to raise ideas, voice concerns and contribute to the mission in meaningful ways.
“Culture is built through behaviours, not budgets.” Charisse Chand, Executive Director, People & Organizational Potential, BC Cancer Foundation
2. When Budgets Are Tight, a DEI Assessment Becomes Even More Essential
Many nonprofits face the same question: Where do we start? Teams often hold different assumptions about the real issues, whether related to race and gender dynamics, accessibility, psychological safety, donor interactions or communication gaps.
A culture or DEI assessment helps cut through the uncertainty. It gives nonprofits the clarity they need to invest limited resources wisely and avoid spreading capacity too thin. One of the most effective tools is an employee engagement and demographic survey, which offers insight into:
- demographic representation
- lived experiences of different groups
- equity and accessibility gaps
- barriers to psychological safety
- policies or practices that may disadvantage certain employees
This type of data helps leaders make targeted decisions and align staff and board members around shared priorities.
With limited capacity, data ensures the work is meaningful, measurable and grounded in what people actually need, not what is assumed.
“When we got the data, one of the things that stood out to us… we are 80 percent female, typical in nonprofits. And we have a top-up process for our mat leave coverage, but there was a whole bucket of things that highlighted that we have a lot of work to do… That is actually part of our roadmap now, but we would never have had that insight if we had not done the survey.” Charisse Chand, Executive Director, BC Cancer Foundation
3. DEI Committees Are Powerful, but They Should Not Carry the Work Alone
Many organizations, including nonprofits, start their DEI efforts with a staff committee. These groups bring passion, lived experience and valuable insights, often sparking conversations that might not happen otherwise. But committees cannot and should not lead the entire effort. DEI committees work best when they:
- provide input
- surface issues
- advise on priorities
- represent diverse perspectives
The responsibility for strategy, resources and accountability must remain with leadership. When leaders take visible ownership, DEI becomes part of how the organization operates, not an extra task carried by a small and often overburdened group of staff. This is what helps build momentum and long-term change.
4. Donor Relationships Need an Inclusion Lens Too
Donors play a central role in advancing nonprofit missions, which often brings an added layer of complexity to DEI and culture work. Many teams have experienced moments where they are unsure how to balance organizational values with donor expectations, or where donor behaviour does not align with the culture they are trying to build.
Approaching donor relationships with an inclusion lens helps staff navigate these situations with confidence. This may involve:
- clear expectations and values for anyone engaging with the organization
- guidance on responding to sensitive or challenging donor interactions
- scripts or talking points to support staff in real time
- leadership backing when staff uphold inclusive practices
- alignment across teams on what is non-negotiable
When nonprofits communicate their values clearly and consistently, donors generally respond well. Staff also feel more supported and better equipped to represent the organization, especially in conversations that touch on identity, equity or cultural expectations.
5. DEI Works Best When It Is Connected to Mission and Strategy, Not Only Passion
People working in nonprofits often care deeply about DEI because it aligns with their personal values and the communities they serve. The challenge is often translating that care into consistent, organization-wide action.
This is why DEI needs to be linked to mission and strategy. When DEI is positioned only as a values-based effort, it can unintentionally compete with day-to-day pressures like fundraising and program delivery. But when it is framed as fundamental to organizational performance, it becomes part of how the mission is achieved. This connection is especially clear in areas such as:
- Staff retention and well-being: Inclusive cultures reduce turnover and support sustainable teams.
- Donor relationships and changing demographics: Philanthropy is shifting and more diverse donor communities expect alignment with inclusive values.
- Reputation and public trust: Nonprofits are held to a high standard, and communities expect transparency and consistency.
“When we connect EDI to our strategic and business targets, it stops being seen as an altruistic good and becomes essential to retaining staff, mitigating risk and future-proofing our donor base.” Michael Paskewitz, Chief of Staff, Nature Conservancy of Canada
Culture as a Strategic Anchor for Nonprofit Organizations
Nonprofits carry a unique responsibility. They are mission driven, donor funded and often stretched for capacity. This combination makes culture more than an internal priority, it becomes a strategic necessity. Staff are asked to navigate sensitive community needs, steward donor relationships, deliver programs with limited resources and still bring empathy and integrity to every interaction. That kind of work can only be sustained when people feel safe, supported and aligned.
An inclusive culture creates the conditions that keep teams resilient through uncertainty, help staff represent the mission with confidence and strengthen the trust communities place in nonprofit organizations. It ensures that even when resources are tight, people are equipped to collaborate, communicate openly and make decisions that reflect the organization’s values.
The conversation below offers practical examples of how nonprofit leaders are approaching this work and how inclusive culture can become a powerful driver of mission impact.
Building an Inclusive Culture
Would your organization benefit from objective support to clarify priorities and build alignment? Explore our DEI and culture assessments, employee engagement and demographic surveys, and leadership training programs.
This article is based on the webinar “How Culture Fuels Impact: Insights from Non-Profit Leaders” hosted by Inclusivity in November 2025. We would like to sincerely thank Charisse Chand, Executive Director of People and Organizational Potential at the BC Cancer Foundation and Michael Paskewitz, Chief of Staff at the Nature Conservancy of Canada for their expertise, insights, and valuable contributions on this topic.
