In the world of nonprofit leadership, advancing equity and inclusion isn’t just a strategic priority, it’s a moral imperative. But achieving a more equitable workplace or boardroom doesn’t start with an external initiative or a single training. It begins with each of us, examining the ways our behaviors, beliefs, and blind spots influence the culture we help shape.
As “unlearning” prejudice is a life-long process, it is useful to periodically reflect on our attitudes and behaviors regarding issues of bias. That’s where anti-bias self-assessment comes in.
Why Self-Assessment Matters
Even the most well-intentioned leaders carry implicit biases, the attitudes and stereotypes that unconsciously shape how we perceive and interact with others. These biases affect hiring, communication, leadership development, and the overall sense of belonging on a team.
Doing a regular personal self-assessment of anti-bias behavior is a reflective exercise that helps us:
- Recognize patterns in our attitudes and language
- Increase cultural awareness and sensitivity
- Address blind spots before they manifest in harm
- Build trust with colleagues, staff, and communities we serve
Unlike formal DEI training, personal reflection offers a safe space to explore discomfort, ask critical questions, and develop a growth mindset.
What to Expect From an Anti-Bias Self-Assessment
We recommend using this Personal Self-Assessment of Anti-Bias Behavior as a starting point. It prompts you to rate yourself across key dimensions, including:
- How often you educate yourself about other cultural experiences
- Your willingness to examine and challenge your own biases
- Your comfort in discussing racism, prejudice, and feedback across identities
- How you use language, space, and influence to promote inclusion
This isn’t a test with right or wrong answers. It’s a tool to guide reflection, clarify growth areas, and deepen your commitment to inclusive leadership.
How Nonprofits Can Normalize the Practice
To truly foster equity, organizations must encourage anti-bias self-assessment as a routine leadership practice, not a one-time activity. Here are a few ways to do that:
- Integrate self-assessment into onboarding or annual evaluations
- Offer space during retreats or staff meetings for reflection and dialogue
- Encourage board members to participate and model the behavior
- Pair self-assessment with DEI coaching or peer learning circles
Creating a culture of curiosity and accountability builds psychological safety, and makes equity work sustainable, rather than performative.
A Tool for Personal and Organizational Growth
As a leader, the way you navigate identity, power, and equity sets the tone for your organization. By practicing regular anti-bias self-assessment, you:
- Send a message that learning is ongoing
- Model humility and openness
- Create space for deeper, more honest conversations
Ultimately, equity work isn’t about perfection. It’s about progress.
Download the Anti-Bias Self-Assessment Checklist (PDF) and use it as part of your personal development or staff training resources.
Contact The Nonprofit Snapshot
For more tools and insights on inclusive leadership, contact us via the Nonprofit Snapshot LinkedIn page.