You feel Diversity, Equity, and Inclusion (DEI) are essential to your credit union’s mission and values, but with the political and societal anti-DEI feelings, you may be getting pushback. Some of the population have even demonized the acronym “DEI.” But we are in the “People Helping People” business, and inclusivity is vital to that purpose. Here is how to continue these initiatives without alienating half of the population.

A strong business case for continuing DEI initiatives must be made by highlighting how these initiatives drive tangible benefits for members, the community, and the institution. By focusing on universal values such as financial empowerment, community investment, and member satisfaction, credit unions can repurpose DEI efforts as central to their mission and goals, appealing across political lines. Here’s how to frame DEI in a way that aligns with both business objectives and broader community priorities:

1. Focus on Financial Health and Economic Empowerment

• Economic Inclusion as Core to Mission: Emphasize that DEI initiatives provide equitable financial opportunities for all members, regardless of background. By improving financial literacy, offering credit-building programs, and expanding access to loans, DEI helps credit unions fulfill their core mission of economic empowerment. In addition, this expanded access to loans will help the credit union avoid the risk of being accused of redlining and other discriminatory practices.
• Highlight Financial Benefits for Members: By addressing financial education gaps, credit unions can improve members ‘ financial health and economic resilience, benefiting the credit union and community. This resilience enables the “circle of prosperity,” where the members are financially healthy, and the credit union is financially healthy. This appeal to financial independence and empowerment can resonate broadly.

2. Demonstrate Member-Centric Innovation

• Meeting Diverse Member Needs Leads to Growth: DEI efforts encourage the development of products and services that meet the unique needs of all members. For instance, flexible loan programs and multilingual support can increase member satisfaction, attract new members, and deepen engagement among diverse populations. Additionally, when marginalized community members see themselves represented by the credit union staff, they are more likely to feel like they belong.
• Quantify Increased Product Usage: Show how DEI drives innovation by meeting diverse financial needs, which leads to increased product usage, higher member retention, and loyalty. When DEI leads to product development and financial solutions that address real member needs, it reinforces the credit union’s value to the community. These measurements can be tracked, trended, and reported on.

3. Highlight Community Impact and Trust Building

• Strengthening Community Ties: Credit unions are inherently community-oriented. By working with local nonprofits, schools, and community leaders to serve underserved groups, DEI efforts strengthen ties to the broader community, helping credit unions remain relevant and trusted. Below, we will discuss the steps to engaging non-profits and community groups.
• Build Member Trust and Reputation: Credit unions with firm DEI commitments often see higher member satisfaction and loyalty, as members feel valued and understood. This approach fosters a strong brand reputation, which can attract new members who know the credit union as a trusted community partner for everyone.

4. Appeal to Universal Values: Fairness, Opportunity, and Prosperity

• Equitable Access as a Foundation of Financial Services: Frame DEI as a commitment to fairness and access—values that resonate across the political spectrum. Ensuring that all members have access to the same financial opportunities regardless of background is an ethical stance that aligns with a credit union’s purpose.
• Promote Financial Opportunity for All: By positioning DEI initiatives as pathways to economic opportunity, credit unions can underscore their commitment to financial mobility, a widely shared goal.

5. Present Data on Business Impact and Risk Reduction

• Reduce Member Churn and Increase Lifetime Value: Credit unions can improve member retention by fostering an inclusive environment. Data on lower churn rates and increased lifetime member value, especially among diverse segments, make a clear business case for DEI.
• Lower Risk Through Financial Education and Counseling: Financial education programs and counseling reduce delinquency rates, improving loan performance and reducing risk exposure. This data-backed approach showcases how DEI supports institutional stability.

6. Leverage Workforce Diversity to Improve Performance

• Link Workforce Diversity to Member Representation: A diverse workforce better understands and represents a diverse membership base. This cultural alignment enhances service quality and improves member satisfaction, reinforcing the credit union’s community-driven mission.
• Foster Innovation and Decision-Making: Studies show that diverse teams drive better innovation and decision-making. Emphasize that an inclusive workplace isn’t just about DEI but about creating a dynamic, effective workforce capable of better serving all members and a diversity of needs, better.

7. Emphasize Regulatory Compliance and Reputation Management

• Stay Ahead of Regulatory Requirements: DEI is increasingly scrutinized by regulators and stakeholders. By proactively embracing DEI, credit unions can minimize compliance risks, align with industry standards, and demonstrate a commitment to ethical practices. We have recently seen the devastating impact of being accused of redlining or discriminatory lending practices; the fines are in the millions.
• Mitigate Reputational Risks: DEI practices protect against reputational risks by promoting transparency and fairness. Credit unions can highlight that proactively addressing inclusivity safeguards the organization’s reputation, particularly in potential scrutiny or public interest cases. When a credit union is accused of discriminatory practices, lawsuits become public, and the reputation damage is unmeasurable.

8. Reframe DEI as Part of Sustainability and Corporate Responsibility

• Social and Financial Sustainability: DEI can be positioned as part of the credit union’s commitment to sustainable practices, which appeals to a broad audience focused on social responsibility. Demonstrating that DEI supports economic sustainability by strengthening community ties resonates with members and regulators alike.
• Report on Community Development and Financial Inclusion Efforts: Frame DEI in the context of corporate responsibility, which includes promoting financial literacy, investing in local economies, and supporting low-income communities. These initiatives benefit all members, making the credit union an essential community resource.

9. Use Member Success Stories and Testimonials

• Highlight Real Stories of Impact: Share testimonials from members whose financial health has improved due to DEI-driven programs like credit-building, small business loans, or financial counseling. Success stories offer a human perspective that underscores DEI’s value in meaningful, relatable terms. These stories should be showcased on the credit union’s social media, website, and in-branch marketing.
• Demonstrate DEI’s Tangible Impact: It can be powerful to show DEI’s direct, positive effect on individuals and small businesses. This impact demonstrates how DEI supports the community’s financial well-being, which is at the heart of a credit union’s mission.

10. Report DEI Outcomes as Part of Business Metrics

• Integrate DEI Metrics with Business Goals: Regularly report on DEI outcomes—such as product adoption, loan repayment rates, and membership growth—as standard business metrics. These metrics demonstrate DEI as part of overall business health and position it as essential to the credit union’s strategic goals.
• Use Data to Show ROI: Track and communicate metrics like member retention, product adoption among diverse groups, and reductions in loan delinquency. Data demonstrates how DEI has a measurable return on investment that directly benefits the credit union.

By framing DEI as an extension of the credit union’s commitment to its members’ financial health and community well-being, these initiatives can be shown as integral to fulfilling its mission. This approach allows DEI efforts to appeal to universal goals like fairness, opportunity, and community investment, making them more acceptable and valued across political perspectives.

Here are the ways a credit union can continue to champion these DEI efforts and make progress:

Strengthen Internal Commitment: Organizations can reaffirm their commitment to DEI independently of external influences. This commitment involves crafting transparent, internally driven DEI goals, metrics, and accountability measures to guide actions and evaluate progress. Building a strong internal culture of inclusivity makes DEI a core value rather than an external expectation. Here are vital steps to consider:

1. Set Clear DEI Goals and Metrics: Establish specific, measurable, and time-bound goals aligning with the organization’s mission. Goals include increasing workforce diversity, ensuring pay equity, or boosting representation in leadership. Regularly monitor these metrics and report progress to maintain accountability.
2. Gain Executive and Leadership Buy-In: DEI needs vocal and active support from top leadership. Executives should participate in DEI initiatives, make DEI part of their performance objectives, and model inclusive behaviors. This commitment should be visible to the entire organization to create a culture of genuine inclusion.
3. Incorporate DEI into Core Values and Policies: Embed DEI into the organization’s core values, mission statement, and policies. This incorporation into values and policies can be achieved through updates to the employee handbook, DEI training modules, and other resources highlighting inclusion as an organizational priority.
4. Establish Inclusive Recruitment and Hiring Practices: Diversify sourcing strategies to reach underrepresented talent, adopt inclusive language in job postings, and standardize interview processes to mitigate bias. Consider implementing diverse hiring panels and ensuring that recruiters receive DEI training.
5. Promote ERGs and Cross-Functional DEI Councils: Employee Resource Groups (ERGs) and DEI councils play a vital role in giving employees a voice and creating a support network. Provide these groups with resources, executive sponsorship, and a platform to present their insights to leadership, which can help inform DEI strategy.
6. Invest in DEI Training and Development: Offer regular DEI education, including bias training, cultural competency, and allyship workshops. DEI training should not be a one-time event but an ongoing effort integrated into leadership development and employee learning tracks.
7. Encourage Open Dialogue and Feedback: Create safe channels for employees to discuss DEI openly, share concerns, and provide feedback on the organization’s organization’s DEI practices. Listening to employee feedback and taking responsive action reinforces the organization’s commitment to improvement and transparency.
8. Integrate DEI into Performance Evaluations: Include DEI goals and inclusive behaviors in performance reviews, particularly for leadership roles. Recognizing and rewarding inclusive actions reinforces the importance of DEI in employees’ day-to-day responsibilities.
9. Allocate a Dedicated DEI Budget: A designated budget signals that the organization takes DEI seriously. Resources can support DEI training, ERG events, recruitment efforts, and community partnerships, ensuring DEI initiatives have the financial support they need to succeed.
10. Celebrate and Acknowledge DEI Milestones: Regularly highlight DEI progress, celebrate achievements, and recognize individuals or teams contributing to DEI goals. Celebrations can be tied to heritage months, achievements in representation, or milestones in DEI-related projects.

Each of these steps builds a culture where DEI is not just a standalone program but a deeply ingrained value that shapes organizational decisions, behaviors, and relationships.

Grassroots and Employee-Led Initiatives: Encouraging employee resource groups (ERGs) and cross-functional DEI committees can help sustain DEI momentum. These groups often directly understand their community needs and can implement initiatives that resonate with employees. Here are some specific examples:

1. Employee Resource Groups (ERGs): These voluntary, employee-led groups support shared characteristics or experiences, such as Women in Leadership, Black Professionals Network, LGBTQ+ Pride Group, and Veterans Network. ERGs often organize events, provide mentorship opportunities, and advocate for policies that support their members.
2. Mentorship and Sponsorship Programs: Employees can create peer mentorship programs that connect underrepresented employees with mentors from across the organization. Some groups go further, launching sponsorship initiatives where senior leaders “sponsor” diverse talent by advocating for their advancement within the company.
3. DEI Book or Film Clubs: An informal book or film club focusing on diversity, equity, and inclusion can help employees engage with DEI topics in a relaxed setting. Monthly meetings to discuss selected books or documentaries can spark dialogue and provide insights into different perspectives.
4. Cultural Awareness Events: Employees can lead in organizing events for heritage months, such as Black History Month, Hispanic Heritage Month, or Pride Month. These events include guest speakers, panel discussions, cultural showcases, or storytelling sessions, helping to educate the broader organization and celebrate diversity.
5. Inclusive Language and Practices Committee: Employees might form a committee to review and promote inclusive language and practices. For instance, they could develop guidelines for inclusive communication, assist in revising job descriptions, or help craft gender-neutral document templates.
6. Bias-Interruption Initiatives: Employees can launch workshops or awareness sessions to identify and interrupt bias in everyday interactions. These include role-playing scenarios to practice interrupting bias in meetings or creating checklists to help teams recognize and reduce bias in hiring or performance evaluations.
7. Allyship Training and Workshops: Allies in the workplace can organize sessions to educate peers on how to support underrepresented colleagues. These workshops often cover topics like active listening, privilege, and how to be an effective advocate for inclusivity.
8. Career Development Programs for Underrepresented Groups: Employees can volunteer to host “lunch and learn” sessions, offer skills-based training, or share insights into career development. This grassroots approach helps boost the visibility of underrepresented employees and equips them with skills for advancement.
9. Mental Health and Wellness Support Groups: Employee-led support groups for mental health or wellness can create a safe space for discussing stress, anxiety, and other challenges, particularly for employees from marginalized backgrounds who may experience additional stress in the workplace.
10. Inclusive Innovation Labs: A team of employees might establish an ” inclusive innovation lab” where they brainstorm and test ideas for increasing inclusion in various company functions—such as reimagining the onboarding process, ensuring more inclusive team-building activities, or exploring new ways to support remote employees.
11. Volunteer and Community Outreach Initiatives: Employees can organize volunteer opportunities with local nonprofits, especially those focused on supporting underrepresented communities. These initiatives could include mentorship programs for students from underserved backgrounds, volunteering with community centers, or supporting local food banks.
12. Anonymous Feedback Channels: Employees may advocate for and create a platform where colleagues can anonymously share feedback about the company’s DEI efforts or other workplace concerns. Feedback from this channel can help organizations continuously improve and address any gaps in their DEI initiatives.

Grassroots efforts empower employees to actively shape the company’s culture and foster an inclusive environment where DEI is a leadership priority and a shared responsibility.

Focus on Economic Inclusion: DEI can expand to include economic equity, such as inclusive hiring, providing pathways to upward mobility for diverse employees, and supporting local or minority-owned businesses. This approach highlights DEI’sDEI’s role in strengthening the economy as a whole. Here are vital steps a credit union can take to enhance economic inclusion:

1. Develop Financial Products for Underserved Populations: Offer accessible products like low-fee checking accounts, small-dollar loans, and second-chance accounts for members with past credit issues. These products make it easier for unbanked or underbanked individuals to enter the financial system and build their financial stability.
2. Provide Credit-Building and Alternative Scoring Options: Create programs that help members with limited or no credit history build credit. These options include secured credit cards, credit-builder loans, or alternative credit scoring methods considering rent and utility payment history. These options expand access to credit for people traditionally excluded by conventional scoring systems.
3. Offer Small Business and Microloans: Many low- to moderate-income entrepreneurs face challenges accessing capital. Providing microloans or small business loans with flexible terms can empower local entrepreneurs, especially minority-owned businesses, to start or expand their ventures. Credit unions can also offer financial coaching to support these small businesses.
4. Enhance Financial Education and Literacy Programs: Host workshops, webinars, or one-on-one coaching on budgeting, saving, home buying, retirement planning, and managing debt. Financial literacy programs tailored for different life stages and economic backgrounds can equip members with essential skills and confidence in financial decision-making.
5. Partner with Local Organizations for Community-Based Programs: Collaborate with nonprofits, schools, and community centers to extend the reach of economic inclusion efforts. These partnerships can help credit unions offer complimentary financial services, volunteer tax preparation, or financial counseling services directly within underserved communities.
6. Launch First-Time Homebuyer Programs: Homeownership can be a significant wealth-building tool, but it remains out of reach for many. Credit unions can offer down payment assistance, low-interest mortgages, and financial education for first-time homebuyers, mainly targeting underrepresented or low-income members.
7. Implement Inclusive Digital Banking Solutions: Many underserved members may rely on mobile banking over traditional branches. Credit unions can invest in mobile-friendly platforms, offer remote deposit options, and keep digital services affordable to reduce barriers for members needing more transportation or time for in-person banking.
8. Support Youth and Student Banking Programs: Initiating programs for young people helps build early financial literacy and banking habits. Credit unions can offer student savings accounts, youth checking accounts, and financial education programs in local schools. For college-age members, affordable student loans and repayment guidance can ease the burden of education costs.
9. Promote Financial Inclusion in Rural Areas: Credit unions serving rural communities can make an impact by expanding access to branches, ATMs, and digital services. Additionally, offering mobile banking or financial services via partnerships with local businesses can reach rural members who may need more access to physical locations.
10. Diversity Supplier Program: A credit union can implement a supplier diversity program that seeks to engage and partner with minority-owned and local businesses for procurement and vendor needs. This initiative supports the local economy and reflects a commitment to inclusive business practices.
11. Tailor Services for Immigrant and Refugee Communities: Offer services that meet the unique needs of immigrant populations, such as remittance services, multilingual support, and Individual Taxpayer Identification Number (ITIN) loans. These services help immigrants integrate into the financial system and build a secure economic future.
12. Invest in Financial Counseling and Crisis Support: During economic downturns or crises, provide extraordinary support, such as deferment options, low-interest emergency loans, or direct financial counseling to assist members. Helping members navigate financial hardships can prevent severe setbacks and demonstrate the credit union’s commitment to their long-term economic well-being.

By focusing on these strategies, credit unions can become catalysts for economic inclusion, fostering more robust financial health and resilience among all members and contributing positively to the communities they serve.

Partnership with Nonprofits and Community Groups: Working with nonprofits and local organizations allows companies to drive the impact of DEI in their communities. By aligning with groups that focus on equity, companies can demonstrate support for these values and continue to build trust in diverse communities. Here are the steps a credit union can take to choose effective partners:

1. Define Partnership Goals and Impact Areas: First, the credit union should identify specific community impact goals it wants to achieve, such as financial literacy, economic empowerment, affordable housing, or youth development. These goals help target nonprofits and community groups with similar missions or expertise in these areas, ensuring alignment and a shared purpose.
2. Conduct Community Needs Assessments: Engage with local members, conduct surveys, and hold focus groups to understand the community’s unique needs. A community needs assessment reveals the pressing issues and underserved areas a credit union can address through partnerships. Understanding these needs helps identify nonprofits with complementary expertise and resources.
3. Seek Mission and Value Alignment: The credit union should look for organizations that share its commitment to values like inclusivity, integrity, and service. A good partnership typically stems from shared values, ensuring both organizations are equally invested in positive outcomes for the community.
4. Evaluate the Nonprofit’s Track Record and Reputation: Research each nonprofit’s history, reputation, and impact within the community. Look for groups with a strong track record of program success, financial stability, and community trust. Reviewing annual reports, success stories, and testimonials can give insight into the nonprofit’s effectiveness and reliability.
5. Consider Geographic and Demographic Focus: Focus on nonprofits and community groups that operate within the credit union’s geographic footprint and serve the same demographics, especially if the goal is to reach specific underrepresented or underserved populations. This local focus increases the relevance and impact of partnership activities.
6. Assess Capacity for Collaboration: Not all nonprofits have the same capacity for collaboration. Some may have the resources and infrastructure to co-host events, deliver financial education workshops, or participate in large-scale initiatives. In contrast, others might only have the bandwidth for smaller projects. Assessing their capacity ensures that the partnership will be productive and mutually beneficial.
7. Engage Staff and Board Input: Credit union staff, especially those in member-facing roles, often have deep insights into local organizations that make a difference. Gathering recommendations from staff and board members can help identify reputable, impactful nonprofits that align with the credit union’s mission.
8. Prioritize Community-Driven and Inclusive Organizations: Partnering with organizations with strong, direct connections to the community ensures that the partnership will be rooted in local needs and inclusive of diverse perspectives. This focus also helps build trust with members who value authentic community involvement.
9. Look for Opportunities to Enhance Financial Education and Inclusion: Since credit unions often focus on economic empowerment, partnering with nonprofits specializing in financial literacy, workforce development, or affordable housing can create synergies. These partnerships allow the credit union to offer financial services or education as part of a broader community support system.
10. Evaluate Nonprofit Flexibility and Open Communication: Effective partnerships require open, ongoing communication and flexibility. Look for nonprofits that demonstrate a collaborative spirit and are open to co-developing programs or initiatives that meet mutual goals. This adaptability fosters a strong working relationship and maximizes the impact of joint efforts.
11. Pilot Small Initiatives Before Committing Long-Term: To ensure compatibility, the credit union can start by collaborating on small initiatives, such as a one-time financial workshop or community event. These pilot projects allow both parties to gauge compatibility, assess outcomes, and determine if the partnership is a good fit for more extensive efforts.
12. Use Local Networks and Community Referrals: Networking through local chambers of commerce, community advisory boards, and civic groups can help identify highly recommended nonprofits. Community referrals from members or local business leaders often highlight trusted organizations with proven impact.

By following these steps, credit unions can identify nonprofits and community groups that complement their mission, address specific community needs, and foster meaningful, impactful partnerships. This thoughtful selection process helps ensure that partnerships are sustainable and aligned with the credit union’s long-term community support and economic inclusion goals.

Educate and Advocate: Companies can invest in DEI education to foster awareness and empathy even in less supportive political climates. Through DEI training, leadership development, and open discussions, they can equip employees to advocate for inclusivity within and outside the organization. Here are some best practices for effectively educating members and advocating for their financial well-being:

1. Create Accessible Financial Education Programs
   • Offer Multilevel Education: Design educational programs for all levels of financial literacy, from beginner to advanced. Topics include budgeting basics, credit building, retirement planning, and investment education.
   • Leverage Digital and In-Person Formats: Offer digital (webinars, online courses, podcasts) and in-person workshops to reach a diverse audience and accommodate members who prefer different learning formats.
   • Use Clear, Simple Language: Avoid financial jargon to ensure education materials are accessible to all. Use simple language and visual aids to make complex topics understandable.
2. Launch Financial Literacy Campaigns
   • Align with National Campaigns: Partner with initiatives like National Financial Literacy Month or America Saves Week to amplify educational efforts. These campaigns can increase visibility and provide ready-made resources.
   • Use Social Media for Bite-Sized Education: Share short, digestible content on social media to make financial literacy approachable and engaging. Examples include “Money Tip Monday” posts or brief video explainers on trending financial topics.
3. Tailor Content to Life Stages and Member Needs
   • Offer Life-Stage-Specific Guidance: Tailor educational programs to address life stages, such as high school students, first-time homebuyers, families, and retirees. This personalization makes the education relevant and actionable.
   • Conduct Community Needs Assessments: Regularly survey or hold focus groups with members to identify the most pressing financial topics. Use these insights to customize workshops, courses, or counseling sessions.
4. Incorporate Financial Counseling and Coaching
   • Provide One-on-One Financial Counseling: Offer individual counseling sessions with certified financial counselors to help members create budgets, manage debt, and achieve financial goals.
   • Set Up Financial Coaching Programs: Regular coaching sessions can help members stay on track toward their financial goals. Consider incorporating financial coaching into onboarding for new members to establish long-term relationships.
5. Leverage Partnerships with Local Schools and Colleges
   • Integrate Financial Education into Curricula: Partner with schools to provide financial literacy education to students by offering classes or bringing guest speakers into classrooms. Topics can cover essential financial management, the importance of savings, and how to avoid debt.
   • Host Youth and Student Accounts: Set up accounts with youth-friendly features and benefits, like savings goals or financial literacy incentives. These accounts can encourage early financial habits and familiarize young members with responsible banking.
6. Advocate for Financial Inclusion Policies
   • Engage in Policy Advocacy: Credit unions can support policies that improve access to financial services for underserved populations, such as affordable housing initiatives, student loan reforms, and fair lending regulations. They can share statements, partner with advocacy groups, and participate in legislative discussions.
   • Represent Members in Regulatory Discussions: Engage with policymakers and industry groups to ensure members’ voices are represented, particularly regarding consumer protection and access to credit.
7. Use Data-Driven Insights to Tailor Programs
   • Analyze Member Data for Insights: Review internal data on member demographics, product usage, and financial behaviors to understand where there may be gaps in financial literacy or inclusion. For example, a targeted credit-building program could be valuable if data shows many members with low credit scores.
   • Measure Program Effectiveness: Use surveys and engagement metrics to measure the impact of educational programs and advocacy efforts. Regular assessments help the credit union refine its approach and demonstrate the value of its initiatives.
8. Develop Inclusive Language and Materials
   • Translate Materials for Multilingual Members: Provide educational resources in multiple languages, especially those commonly spoken in the community. This inclusivity expands access and engagement.
   • Focus on Cultural Relevance: To make financial education relatable, incorporate culturally relevant examples and consider diverse financial realities, such as family dynamics or attitudes toward credit.
9. Provide Digital Literacy Education Alongside Financial Literacy
   • Teach Digital Banking Basics: Offer workshops on using mobile banking, online bill pay, and digital wallets, helping members build digital confidence and maximize access to credit union services.
   • Promote Online Safety Education: Provide information on cybersecurity and fraud prevention, such as recognizing phishing scams or securing personal information online. Digital literacy helps protect members and supports trust in the credit union’sunion’s digital offerings.
10. Build a Network of Community Partnerships for Broader Outreach
    • Partner with Nonprofits and Local Organizations: Collaborate with local nonprofits, housing agencies, and workforce development programs to co-host events and expand outreach. Partner organizations can bring complementary expertise and resources.
    • Engage Community Influencers: Collaborate with trusted community leaders, such as educators, religious leaders, and social workers, to build awareness of the credit union’s programs and enhance credibility within the community.
11. Empower Staff as Financial Literacy Ambassadors
    • Provide Staff DEI and Financial Literacy Training: Equip staff with DEI training and financial literacy education to assist members from all backgrounds. Staff who are well-versed in financial literacy and inclusivity can act as advocates and educators.
    • Encourage Staff-Led Outreach Initiatives: Allow staff to lead financial literacy presentations or represent the credit union at community events. Staff engagement strengthens the credit union’sunion’s reputation and creates trust-based member relationships.

These best practices allow credit unions to foster financial resilience, improve member financial literacy, and promote policies that enhance financial inclusion and access across their communities.

Leverage Data to Show DEI Value: Data can reinforce DEI as a sound business strategy. Tracking metrics such as productivity, employee engagement, and innovation and linking these to DEI efforts can provide evidence of DEI’sDEI’s positive impact on business outcomes. Here are some key data points to consider:

1. Member Demographics and Inclusion
   • Membership Growth by Demographic Segments: Track new memberships within underrepresented or historically underserved populations (e.g., by race, ethnicity, gender, age, and income level) to show DEI’sDEI’s role in expanding community reach.
   • Membership Retention Rates Among Diverse Populations: Monitor retention rates for different demographic groups to assess whether DEI efforts foster a more inclusive, supportive environment for diverse members.
   • Product Usage and Service Adoption Rates: Track product adoption, such as loans, mortgages, or credit cards, among underserved populations. Increased usage indicates that products and services meet a diverse membership’s needs.
2. Financial Literacy and Education Program Impact
   • Attendance and Engagement Levels: Measure attendance and engagement rates for DEI-related financial literacy workshops, webinars, and educational events, particularly among targeted groups.
   • Post-Program Knowledge Gains: Use pre- and post-program assessments to gauge knowledge improvement. Positive gains indicate that members are gaining valuable skills and financial knowledge.
   • Program Satisfaction and Feedback Scores: Gather feedback through surveys after educational sessions. High satisfaction scores reflect the relevance and effectiveness of DEI-focused financial education.
3. Loan and Credit Accessibility
   • Approval Rates by Demographic Groups: Monitor loan approval rates across demographic segments to identify potential disparities. Increased approval rates among underrepresented groups show progress in making credit more accessible.
   • Credit-Building Program Enrollment and Outcomes: Track the enrollment and credit score improvement rates among members participating in credit-building programs. Positive outcomes can indicate success in improving financial stability for underbanked populations.
4. Community Impact and Outreach
   • Community Partnership Metrics: Track the number and types of partnerships with local nonprofits, schools, and community organizations, focusing on those that serve diverse populations. These metrics demonstrate the breadth and impact of community outreach.
   • Volunteer Hours and Event Participation: Measure staff volunteer hours and member participation in community events. Increased involvement in diverse communities shows a commitment to positively impacting outside traditional banking services.
   • Member Feedback on Community Involvement: Use surveys or focus groups to gather member feedback on the credit union’s involvement in community issues. Positive feedback reflects strong alignment with community needs and DEI values.
5. Internal Workforce Diversity and Inclusion
   • Workforce Demographic Representation: Measure diversity across the workforce, particularly within leadership roles, to demonstrate efforts to create a diverse and inclusive workplace.
   • Employee Engagement and Satisfaction by Demographic: Conduct employee engagement surveys and analyze results by demographic group to ensure all employees feel valued and included. Higher engagement scores reflect a positive impact from DEI efforts.
   • Recruitment and Retention Rates for Diverse Talent: Track hiring, promotion, and retention rates by demographic group. Increases in these areas demonstrate progress in attracting and retaining diverse talent.
6. DEI-Related Member Satisfaction and Loyalty
   • Member Satisfaction Scores Among Diverse Segments: Use surveys to gauge member satisfaction across various demographic groups. Positive scores show that DEI efforts resonate with a wide range of members.
   • Net Promoter Score (NPS) by Demographics: Track NPS across demographic groups to assess loyalty and likelihood of recommending the credit union. A high NPS among diverse segments indicates a thriving and inclusive member experience.
   • Member Testimonials and Success Stories: Collect testimonials and stories from members who have benefited from DEI initiatives, like financial counseling or credit-building programs. Personal stories provide qualitative evidence of DEI’sDEI’s impact.
7. Financial Outcomes and Economic Impact
   • Financial Health Metrics by Member Segment: Track indicators like average credit score improvement, debt reduction, and savings growth among members engaged in DEI-focused programs. Improved financial health metrics validate the long-term economic impact.
   • Income Growth from Underrepresented Member Segments: Track revenue from products and services used by underrepresented segments to show how DEI initiatives contribute to financial growth.
   • Cost Savings from Reduced Member Churn: Calculate cost savings from reduced churn in diverse member segments, showing how focusing on inclusion boosts member loyalty and retention.
8. Program Reach and Awareness
   • Engagement with DEI Communication Channels: Track engagement with newsletters, emails, social media posts, and other communications about DEI initiatives. High engagement reflects strong member interest and awareness of DEI efforts.
   • Awareness Levels via Surveys: Conduct periodic surveys to assess how well members understand the credit union’s DEI goals and initiatives. Higher awareness indicates effective communication and visibility of DEI efforts.
9. Overall Impact on Credit Union’sUnion’s Mission and Values
   • Alignment with Strategic Goals: Show how DEI metrics align with broader strategic goals, such as member growth, community outreach, or financial wellness. This alignment underscores DEI as a core part of the credit union’sunion’s mission.
   • Annual DEI Progress Reports: Publish an annual report that transparently shares DEI metrics, outcomes, and success stories. A comprehensive report highlighting continuous progress can build trust with members and stakeholders.

By tracking and sharing these data points, credit unions can showcase how their DEI initiatives contribute to an inclusive, positive member experience and foster more robust financial health and community impact.

Even in challenging external conditions, these strategies allow organizations to embed DEI into their operations and culture authentically.