RECOMMENDATIONS
Overview The Museum of Fine Arts (MFA) has a unique opportunity to leverage data collected from Inclusivity’s assessment to chart a course forward that centers Diversity, Equity and Inclusion within the organization. Across, the organization, stakeholders generally understand the “bottom line” value of DEI even though in some instances survey participants were uncertain about the exact meaning of DEI principles within an organization. The leadership is strong at MFA and strong leadership is the basic predicate for organizational progress in the DEI space. There are multiple areas for action and improvement in the DEI work ahead for the MFA. Inclusivity recommends the following directions and L&D action items for MFA to move forward in addressing these challenges in collaboration with the team at Inclusivity. The path forward will include the following touchstones for the DEI work ahead at the MFA: Board/Leadership Positioning and Learning: overnance, Oversight, G R oles and Direction – clarifying role in hiring practices, learning about equity and inclusion, redressing interactions with staff and developing equitable approaches to staff interface D evelop S.M.A.R.T.I.E. (Specific, Measurable, Achievable, Relevant, Time-bound, Inclusive and Equitable) goals to measure the progress and return of diversity program investments. Leadership Track Cultural Competence: High Performing Teams
T his is a leader workshop to support the retention and development process when leading a team that comprises multiple dimensions of diversity.
Inclusive Recruitment
T his leadership workshop discusses bias in the recruitment process, how to recognize it and to take steps to mitigate it.
Organizational Culture & Cultivation: Strategy development D efine the value of diversity and develop a definitive plan for creating a diversity-based organization through a series of facilitated workshops.
W hat does Diversity, Equity and Inclusion mean to the MFA?
Learning and Development I ntroductory content: Complete cultural competence curriculum for entire organization Organization-wide Inclusion Begins with I
T his workshop is focused on the individual perspective and what personal experiences shaped that perspective creating our own cultural bias.
Cultural Competence: The Case for Community Impact
F ocuses on why cultural competence is so important to our society and how it drives innovation and
C U LT U R A L C O M P E T E N C E A S S E S S M E N T
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