Diversity, Equity, and Inclusion Consultant Request for Proposal 

Background 
Founded in 1969, Settlement Housing Fund, Inc. is a New York City-based nonprofit affordable housing developer with an approximately $16 million budget and 85 staff. Our revenue comes from:  

  1. Affordable housing development, 
  2. Asset management of our existing residential portfolio, 
  3. Resident engagement, social services, and partnerships for community programs, 
  4. Legal nominee partnerships with for-profit developers of affordable housing, 
  5. Affordable housing marketing and compliance administration, and  
  6. Fundraising.  

Over the past five years, SHF has taken intentional steps to strengthen our commitment to diversity, equity, and inclusion. These efforts have included the establishment of an internal DEI Committee, the development of an organizational DEI Pledge, the delivery of staff trainings on topics such as microaggressions, racial equity, and unconscious bias, and the recognition and celebration of cultural observances across the organization. 

As our organization continues to grow and evolve, we are excited to build on this foundational work by developing a new integrated, measurable, and sustainable DEI strategy. We seek to expand how we promote the consistent integration of equity principles in staff decision-making, internal policies, and applicant- and resident-facing practices, while remaining fully aligned with regulatory and compliance requirements.

Purpose 
The selected consultant will help us: 

  • Strengthen equity in staff practices and decision-making 
  • Ensure inclusive, non-discriminatory processes in public-facing and resident-facing work 
  • Build staff capacity to apply DEI principles within regulatory constraints 
  • Expand accountability structures and measurable outcomes 

Scope of Work 
Proposers may recommend a phased approach. Experience working within compliance-driven environments is essential. 

A. Organizational Alignment 

  • Work with senior leadership and the DEI committee to develop shared criteria and goals for our DEI work. 
  • Develop a scope, workplan, and prioritization for reviewing internal policies and procedures (e.g., recruitment, hiring, promotions, performance management, discipline, affirmative action plan). 
  • Identify equity considerations in SHF’s resident-facing work, including applicant screening, eligibility determinations, and resident interactions. 
  • Review reliance on managerial discretion and identify areas of risk, inconsistency, or bias. 
  • Conduct staff surveys, interviews, or focus groups, as appropriate. 
  • Identify strengths, gaps, and risks. 
  • Propose an organizational DEI strategy and workplan. 

B. Training and Capacity Building 

  • Design and facilitate interactive trainings for:  
    • Board leadership and senior management 
    • Supervisors and managers 
    • Staff engaged in applicant and resident-facing interactions 
    • All staff 

  • Emphasize practical application, such as:  
    • Implicit bias 
    • Intercultural competency 
    • Communication with colleagues and clients 
    • De-escalation and respectful engagement 
    • Trauma-informed and culturally responsive approaches within compliance frameworks 

  • Provide tools staff can reference in day-to-day work (e.g., decision aids, checklists) 

C. Implementation and Change Management Support 

  • Support DEI committee or working groups 
  • Assist with pilot initiatives or policy updates 
  • Provide recommendations for sustaining DEI efforts beyond the engagement 

Deliverables 

  • Organizational DEI strategy and workplan 
  • DEI assessment summary with findings and risk areas 
  • Workplan for reviewing internal policies and procedures (e.g., recruitment, hiring, promotions, performance management, discipline, affirmative action plan). 
  • Report on equity considerations in SHF’s resident-facing work, including applicant screening, eligibility determinations, and resident interactions 
  • Training curricula and facilitation sessions 
  • Practical tools taught in training sessions that staff can reference in day-to-day work (e.g., decision aids, checklists) 
  • Final report with recommendations and next steps 

Budget

We welcome proposals with a range of budgets and look to our consultant partners to tell us what is an appropriate cost for this work. Our expectation is that the final agreement will be between $40,000-90,000 depending on scope.

Proposals 
We are looking for proposals from qualified consultants with expertise in diversity, equity, inclusion, belonging, and justice (DEIBJ). Prior experience with New York City housing nonprofit organizations is strongly preferred. Consultants may be individuals or teams. Proposals should include:  

  • Workplan 
  • Hours 
  • Cost 
  • Proposed timeframe 
  • Firm resume and resume for consultant(s) who will be assigned to the project 
  • Experience with similar projects 

Shorter proposals are preferred. Proposals should be submitted to SHF President Judy Herbstman at jherbstman@shfinc.org. 

Selection Process and Timeline
Proposals will be evaluated on a rolling basis. Finalists may be invited for a virtual meeting to review the proposal and confirm alignment. 

We would like to select a consultant by December 15.  SHF anticipates entering into an initial contract term of six (6) months, with the option to renew for additional terms subject to satisfactory performance, ongoing organizational need, and mutual agreement of the parties.  

SHF reserves the right to modify this timeline at its discretion and to request additional information or interviews with proposers as part of the evaluation process. The chosen partner should be ready to begin contract execution and start providing services soon after being selected. 

Indicators of Success 

  • Collaborate Effectively: Build a productive, respectful partnership with SHF staff and incorporate feedback throughout the engagement.  
  • Understand SHF: Listen carefully and tailor the approach to SHF’s culture, priorities, operational realities, and constraints.  
  • Provide Strategic Insight: Bring fresh perspectives, identify blind spots, and constructively challenge existing thinking.  
  • Build Trust and Engagement: Create an environment that encourages openness, honest dialogue, and meaningful staff participation.  
  • Facilitate Dynamically: Use engaging and varied approaches that accommodate different learning and engagement styles.  
  • Practice Cultural Responsiveness: Effectively engage SHF’s diverse workforce and ensure different backgrounds, roles, identities, and perspectives are represented.  
  • Demonstrate Flexibility: Adapt the approach based on feedback, organizational needs, and lessons learned during the engagement.  
  • Deliver Practical Results: Translate findings and discussions into actionable, realistic, and sustainable recommendations.