Sticks and Stones might Break my Bones but Words will Always Hurt Us

Last month was when a New Zealand senior government leader made a xenophobic joke about South American New Zealanders needing to be deported. No one is holding him accountable. The leader who he emulated is on the world stage, grandstanding about mass deportations and claiming a tragic plane crash was the result of Diversity, Equity and Inclusion policies in organisations.

How has this come about? Why are there no repercussions for their behaviour? And why the silence from the community at large?  Our children and grandchildren are watching this play out and listening to the words. The more they hear it the more normalised it becomes.

At LEAD, the thousands of leaders and organisations we have worked with over the last third of a century, share a common set of values that directly or indirectly address equity inclusion and diversity. Even our friends at IRD agree.  Their 2020 research on the sector agrees that not for profits and charities in NZ “play an important role too, in positively impacting the lives of New Zealanders and working with Māori to attain their goals”.  That they achieve this by “furthering diverse causes contributing to a pluralist society.” (Read their report here)

If we sit back and say nothing, we are allowing this narrative to prevail. Words matter.  Those of us in the position of being able to come alongside those communities who are marginalised and disadvantaged have an obligation to speak up. To not do so, is to align with ideologies of exclusion, inequity and monoculturalism. Say it outload a few times and see how it fits with you: “I am all for exclusion, inequity and monoculturalism’.

What Can You Do?

●      Register in LEAD’s free Governance Bytes online workshop: Diversity Matters: Building Boards that make the most of all we have to offer. (Click here to register)

●      Become a member of, or collaborate with DE&I organisations

●      Commit to making DE&I part of your organisation’s core values

●      Advocate for systemic change

●      Educate yourself and others, challenge biases, and support initiatives that promote inclusion and fairness.

Creating a just and equitable society is a shared responsibility. The more intentional we are in addressing inequities, the stronger and more cohesive our communities and workplaces will be.

Read on for some information to provide a narrative for us all to use in calling out, question and pushing back against exclusion, inequity and monoculturalism

Diversity, Equity & Inclusion: Why They Matter

Diversity, Equity & Inclusion (DE&I) are three interconnected principles that shape fair and just societies.

Diversity refers to the presence of different identities, backgrounds, and perspectives in a group. This includes race, gender, ethnicity, age, disability, sexual orientation, socio-economic status, and more.

Equity acknowledges that systemic barriers exist and aims to address these by providing different levels of support based on people’s needs. Unlike equality, which assumes that everyone benefits from the same treatment, equity ensures fair opportunities and outcomes by removing obstacles and addressing historical disadvantages

Inclusion is the practice of ensuring that diverse individuals feel welcomed, valued, and supported in all aspects of an organisation or community. It goes beyond simply having diverse representation—it ensures that everyone has a voice and meaningful participation.

Who is Affected by Issues of Inequity?

Inequities exist in every part of society — workplaces, education, healthcare, housing, and justice systems. The most affected groups are often those who have historically faced discrimination and systemic disadvantage. This includes Māori and Pasifika communities, women in leadership, people with disabilities, LGBTQIA+ individuals, and those from lower socio-economic backgrounds.

Organisational structures, government policies, and societal norms create disparities in opportunity, representation, and treatment. Without intervention, these inequities perpetuate cycles of disadvantage, limiting the ability of individuals and communities to thrive.

Taking Action Towards Equity

If we want a society that values fairness and opportunity for all, then DE&I cannot be treated as an afterthought. It requires a commitment from individuals, organisations, and governments to challenge existing biases, remove systemic barriers, and create spaces where all people can thrive.

For organisations, this means integrating inclusion, diversity, and equity into governance, policy, and everyday practice. For civil society, it means continuing to advocate, educate, and support those affected by inequities. For individuals, it means reflecting on biases, learning from diverse perspectives, and taking action to create inclusive communities.

Achieving equity isn’t just about ticking boxes—it’s about transforming our workplaces, communities, and institutions to ensure that everyone has a fair chance to succeed.

Why Not for Profit Organisations Need a Deliberate Strategy for Equity

Achieving meaningful change requires more than good intentions. Organisations must take deliberate action to identify and address inequities within their structures, culture, and operations. A strategic approach to DE&I ensures that inclusion isn’t just a ‘nice-to-have’ but a fundamental part of decision-making, hiring, service delivery, and leadership.

A well-structured strategy should include:

●      Assessment and Accountability: Collecting data on representation and barriers to participation.

●      Leadership Commitment: Ensuring senior leaders champion diversity and inclusion.

●      Policies and Practices: Embedding equitable hiring, promotion, and retention strategies. Ensuring programmes and activities are accessible and free from barriers

●      Education and Training: Providing learning opportunities to address biases and foster inclusive behaviours.

●      Community Engagement: Partnering with underrepresented groups to understand and respond to their needs.

A commitment to DE&I benefits everyone. Organisations that embrace diverse perspectives are more innovative, better decision-makers, and more reflective of the communities they serve. Additionally, equitable workplaces lead to higher morale, retention, and productivity.

The Role of Civil Society in Addressing Inequity

Beyond individual organisations, civil society—including non-profits, community groups, advocacy organisations, and social movements—plays a crucial role in tackling inequities at a systemic level. Civil society acts as a watchdog, holding institutions accountable and advocating for fair policies that promote equity.

Civil society contributes to DI&E in several key ways:

●      Education and Awareness: Raising public consciousness about systemic inequities and their impact on individuals and communities.

●      Policy Advocacy: Lobbying for inclusive policies in government, business, and public institutions.

●      Support Services: Providing resources, training, and opportunities for marginalised groups.

●      Capacity Building: Strengthening the leadership and governance of community organisations to ensure inclusive practices.