131 posts categorized "Diversity"

'We have to rise up and do better': A commentary by Donita Volkwijn

August 02, 2021

Black_lives_matter_james-eades_unsplashContinuing the conversation: How philanthropy is changing how it talks about race

In June 2020, Rockefeller Philanthropy Advisors responded to questions in the sector about how to begin difficult conversations in the workplace. Our response was meant to provide guidance on how to talk about a reality that had left many of us in the philanthropic sector and beyond speechless. One in which the dual crises of the pandemic and racial injustice were shifting how we lived, thought, and yes, even breathed.

A little more than a year later, we are exploring how, if at all, these workplace conversations have evolved. As we enter yet another new reality, the most obvious shift in direction is to the talk of reopening (if we were privileged enough to work remotely). A friend recently shared a statement that captures what many of us are feeling: "Nothing should go back to normal. Normal wasn't working. If we go back to the way things were, we will have lost the lesson. May we rise up and do better."...

Read the full commentary by Donita Volkwijn, outgoing manager of knowledge management at Rockefeller Philanthropy Advisors.

A moment for arts and social change

July 06, 2021

Museum_of_Chinese_in_AmericaMacKenzie Scott's latest $2.74 billion round of grants made big news for the outsized impact one donor can have on the nonprofit sector and for its focus on tackling inequities. Also notable was the number of arts and cultural groups among the grantees — more specifically, organizations created by and for people of color who work every day to put arts and culture at the forefront of social transformation. 

This support indicates a sophisticated understanding of the primacy of cultural expression as a place of engagement with one another and society at large — essential to transformation for the common good.

Scott said the grants to organizations "from culturally rich regions and identity groups that donors often overlook" were aimed at "empowering voices the world needs to hear." As co-chairs of the Mosaic Network & Fund — which funds and promotes arts and cultural groups of color in New York City and is one of the beneficiaries on the list — we couldn't agree more.

These groups have been tireless in their efforts to showcase aesthetic excellence, preserve diverse cultural traditions, and advance social change, despite being resourced at a level vastly incommensurate with their importance. For example, Ballet Hispánico, a fifty-year-old contemporary dance company that performs classical and contemporary works, trains young dancers, and functions as a source of pride and identity for the community from which it arises. The smaller Mama Foundation for the Arts provides a vital training ground for youth gospel singers. Institutions like these are cultural markers that lift up the voices, stories, and experiences of Americans whose contributions are minimized in or excluded altogether from artistic canons.

Then there are groups such as the First People's Fund, which is investing in Native American artists and culture bearers to preserve handed-down traditions while acting as economic anchors for their communities, and the Museum of Chinese in America, which challenges false, harmful stereotypes to more fully tell the stories of Americans of Chinese descent. These groups bring to light overlooked or misunderstood facets of American history and culture. 

Still others have missions that intentionally fuse art and activism and incubate artists within the heart and soul of their communities. The Laundromat Project — whose early art projects were set in neighborhood laundromats — intertwines art making and community building, supporting creative leaders who rally neighbors around common causes such as housing and health and wellness. And Harlem-based Firelight Media develops documentary filmmakers of color and produces films about communities of color, often reaching national audiences.

These groups are ideal conduits for gathering and broadcasting the thoughts and ideas of people whose voices are scarcely heard. Art and culture tell us who we are and help us organize to tackle the urgent issues of our times, such as mass incarceration, immigration, and climate change.

Creating and presenting art is always a labor of love, but Scott's gifts remind us that artists and the groups that nurture them are an important investment. If we are to tell the American story fully and in all its richly textured splendor, their work is vital.

Equally important, it's time for all of us to join Scott in giving long overdue, meaningful recognition and support to African-American, Latinx, Asian-American/Pacific Islander, Arab-American, and Native American arts organizations that are essential to the vibrancy of our society. While we cannot all make gifts as large as Scott's, we must recognize the transformational role each of us can and must play to ensure that the arts embody the voices of all communities.

(Photo credit: Museum of Chinese in America)

Maruine_Knighton_Kerry_McCarthy_Mosaic_NYCT_PhilanTopicMaurine Knighton and Kerry McCarthy are co-chairs of the Mosaic Network & Fund in the New York Community Trust.

 

Unfinished business: Why the social justice movement needs nonprofits

June 18, 2021

BlackLivesMatter_protest_fist_minneapolis_foundationIn 2020, social justice issues moved front and center in ways most of us couldn't have predicted. As some of the largest and broadest demonstrations for racial justice in U.S. history erupted across the country, corporations came under greater pressure than ever before to take an active role in addressing social injustices.

At the same time, the events of 2020 highlighted how essential nonprofit organizations are to efforts to advance social justice.

Understanding equity vs. equality

The ongoing fight for equality in our country has traveled a long and storied road. The related but separate movement for social equity digs deeper into the ways in which opportunities are presented — or are closed — to different groups.

While equality means each individual or faction is given the same resources or opportunities, equity recognizes that each person or faction comes from different circumstances, which may require a restructured allocation of those resources and opportunities. Incorporating those factors into programs serving marginalized populations results in better outcomes; nonprofits make it their business to understand those complexities.

"Equity is a way, not a what," André Ledgister, communications catalyst at Partnership for Southern Equity, told me. "We make sure our efforts reflect equity in that we take into account what specific community organizations need in order to access resources. In that sense, the work of nonprofits is to empower the community to create their own change."

Nonprofit leaders know that fostering allies beyond donors, volunteers, and sponsors is critical to success. Similarly, for social justice activism to effect lasting change, education and advocacy efforts need to cross various divides to become truly multiethnic and multicultural.

"Nonprofit organizations teach, whether the work is relevant in science, in STEM fields, or in humanities and the arts," said Vicki Crawford, executive director of the Morehouse College Martin Luther King Jr. Collection. "The hope is that this type of education will open people up to exploring the ways in which we are inextricably linked; to open up the conversation around the commonality of all humans across the differences of race, class, gender, religious affiliation."

Taking that understanding one step further means recognizing the ways in which we fall on either side of the ally relationship.

"Everyone has multiple identities, some of which can be privileged and some of which can be marginalized," said Sharmila Fowler, founder, coach, and consultant for the Red Lion Institute. "Your particular situation really depends on which room you're in. I could be a woman in a room full of women with very few men, or I could be an Asian American in a room full of many other ethnic identities and few Asian Americans. It's important to recognize that your identity shifts around privilege and marginalization, and to allow for that fluidity of identification."

Connecting the dots

Driving fundamental social change requires multiple levels of expertise and influence. For nonprofits, making connections and appealing to specifically focused stakeholders is a way of life. Already primed to network toward a goal, these organizations know how to pull the right levers to move social justice causes forward in an impactful way.

"For us, relationship acceleration is connecting those philanthropists, policy makers, community organizers, grassroots groups — putting everyone into the same room and saying, 'Okay, this is the problem we need to address,'" Ledgister explained. "They're all coming together from different areas of life, different industries, working together to push for change."

Leadership development

Social justice can't happen in a vacuum, nor can real change be achieved when dictated from outside the communities where the greatest need exists. In addition to creating social equity by clearing access to resources, nonprofits are positioned to build sustainable social change by inspiring community-based leaders and, more importantly, potential leaders.

"Supporting leadership development is so important," said Ledgister. "Making sure community members have the opportunity to be trained on initiatives is essential to progress. They can bring that forward and continue to push for change in the way that best fits. Those in the community are closest to the issue; they are the ones closest to the solution."

Generational mindset

The hard, long-term work needed to move the social justice needle can be daunting. Organizations looking for quick solutions will likely be disappointed and unable to sustain the effort. But nonprofits are used to going for the long game. Change doesn't happen in a funding cycle; it requires unwavering focus on the horizon despite the inevitable setbacks.

"All this work we're doing, this is generational work," said Ledgister. "I may not see results in my lifetime, but my daughter will hopefully see the purpose of this labor — when she goes into the marketplace and she's not looked at as somebody that is 'less than,' when she is looked at in the fullness of her character and has everything she needs to thrive."

Crawford agreed, recognizing that by drawing from the past, nonprofits and allies can better inform the future for the next generation. "It's important to learn the history of a particular era, because that moment speaks to the present moment," she told me. "Because ultimately, it's unfinished business that we're dealing with."

If we are going to finish that business by learning from and improving upon the work of past social justice leaders, nonprofits will have to be at the forefront leading the way. With their boots on the ground and connections to local communities, nonprofits are the heartbeat of the development pipeline for future leaders, the ones who know how to listen as allies, lean on their constituencies, and push new paths forward. We need these leaders now more than ever, and it's more important than ever to support them in every way possible.

Sima Parekh_PhilanTopicSima Parekh is executive director of 48in48.

Intentional philanthropy to diversify science

May 17, 2021

News_scientists-in-labLast week, Michael Bloomberg announced a $150 million gift to my alma mater, Johns Hopkins University, to provide permanent funding for a hundred STEM PhD students from minority-serving institutions. The gift is noteworthy not for its amount but rather for its potential to increase PhD attainment for Black and Latinx students in STEM fields.

The initiative has the potential not only to signal change but to drive it. In the decade from 2010 to 2019, the share of Black Americans among all PhD recipients rose just over half a percentage point, from 4.9 percent to 5.5 percent. Assuming that representation at Hopkins is reflective of the national data, Bloomberg's gift could double the number of Black and Latinx students in Hopkins PhD programs. It's an important start, but not enough; long-term change will require a sea change in culture across all STEM fields.

The National Institutes of Health (NIH) and other funders have been working to address the problem for decades, but several recent studies suggest that targeted funding at the PhD level does not translate to higher retention of Black and Latinx scientists in academia. A 2017 study found that Black faculty members made up only 0.7 percent of tenure-track faculty in biology across forty top institutions in the U.S., highlighting the dramatic attrition of Black PhDs over the course of the typical academic career trajectory. While most PhD scientists go on to have successful careers outside academia, it is nevertheless important to monitor the data for those who stay — not least because academic researchers play a key role in training future scientists, interfacing with clinical trial participants, and directing scientific inquiry. If Black scientists are choosing to seek other careers, we must stop to ask why and address the issues so that efforts to increase representation among scientists translate to all settings where scientists are engaged.

Funding, equity, and community

A decade ago, a study found that Black scientists were significantly less likely to receive a research grant from NIH than similarly qualified white colleagues. In 2019, NIH published a follow-up report showing that one contributing factor to the disparity was that Black researchers applied for funding in areas that were of lower overall priority to the federal agency. A seemingly obvious solution to the problem would be to encourage Black researchers to apply for grants in higher-priority areas. However, the critical questions should be: "Exactly who is determining health research priorities?" and "Are these priorities addressing the needs and perspectives of the whole population?"

Shifting to nonprofits and philanthropies, it is well documented that advisory recommendation boards lack diverse perspectives and are therefore less able to navigate and guide health research in ways that are most impactful for a diverse population. Increasing the diversity of the bodies that set priorities will feed back into research settings where Black scientists struggle to access funding for the topics they see as most important.

Beyond the differences in fields of study that Black, Indigenous, and people of color scientists choose, NIH has noted that the standard process by which scientific proposals are evaluated may drive disparities in funding. Overall, Black scientists are half as likely to receive key research grants from NIH. The agency has noted that proposals from BIPOC scientists are less likely to be discussed and, when discussed, tend to score lower on average. Given that the applications all came from highly accomplished researchers, the finding not only suggests systemic racism, it underscores how it is perpetuated.

Finally, funders and institutions must pay attention to how Black and Latinx student-scientists are supported when there are so few faculty members available to them. Nearly 6 percent of biology PhD recipients but only 0.7 percent of biology PhD faculty are Black — an imbalance that places a disproportionate amount of mentoring and role-modeling responsibilities on a relatively small number of faculty. Increasing diversity among STEM scholars and scientists must not come at the expense of increasing the workloads of BIPOC faculty. Funders and institutions can help address these challenges by providing more support for Black faculty and/or acknowledging the existence of these disparities in the review process.

Last fall, many of us celebrated MacKenzie Scott's investment in the endowments of historically Black colleges and universities (HBCUs). Today, we cheer Mike Bloomberg's effort to connect these programs to top-tier STEM PhD programs. And we hope his investment will set the stage for other funders, philanthropic and public, to support scholars of color at every stage of their scientific careers. All funders must take a deep, critical look at their priorities, vetting processes, and advisory protocols. After all, what better way is there to further the change you want to see?

Altimus-Cara_PhilanTopicCara Altimus, PhD, is a senior director at the Milken Institute Center for Strategic Philanthropy.

Challenging ableism through language justice

December 03, 2020

Disability_word_cloud_GettyImages

Social justice movements have long recognized the power of language. The idea of language justice — "the right everyone has to communicate in the language in which we feel most comfortable" — has helped bridge the equity gap when people who speak different languages work together. Multilingual spaces can connect movements across language barriers and build shared power across language differences. Below, we argue that the concept of language justice needs to be enlarged to other contexts and forms of communication — in particular, that by and about disabled people.

In 2017, we launched the Open Society Community Youth Fellowship Program, with a focus on engaging young people as individual grantees through a diversity, equity, and inclusion (DEI) lens. Through this experience, we learned that certain words can have unintended and damaging consequences and can reinforce stigmas related to oppression and ableism. We also learned what it means in practice to apply language justice to all stages of grantmaking, centering disabled people in these processes. Here we want to share these lessons, which both involve listening to and learning from disabled people, in accordance with the disability movement's key principle of "Nothing about us without us."

Shifting power through word use

Discriminatory and stigmatizing words are often used in everyday exchanges. Since the onset of the coronavirus pandemic and with the current political instability in the U.S., there has been widespread use — in emails, tweets, and mainstream media — of expressions such as "You're not nuts. This is a really crazy time!" or "I hope this finds you well during these crazy times," "falling on deaf ears," and "interrogating our blind spots." Politicians are referred to as "mad," "psycho," or "narcissistic." These everyday uses of language can reinforce stigma, implying, even when it is not the intention of the speaker or writer, that people with mental health conditions never make sound judgments, that being deaf means being stubborn, or that being blind means being unaware. Terms like "crazy," "nuts," and "insane" can be especially discriminatory and offensive, particularly when metaphorically used to mean "bad," "bizarre," or "very unusual" (as in "these crazy times").

In applying a language justice approach as funders, we also learned to be intentional in analyzing the words we use to talk about disability. In some parts of the world, disability rights activists tend to prefer "person with disability" to "disabled person," which, they argue, can suggest that one's identity is wholly defined by one's disability, perpetuating stigma and discrimination. In the United Kingdom, however, "disabled person" is widely used by activists due to the stronger prevalence of the social model of disability, according to which a person is disabled not by their sensory, motor, intellectual, or other impairments but by physical barriers, gaps in provision, and social attitudes that marginalize or exclude them. Adherents to the social model prefer "disabled person" because it emphasizes the disabling effects of society and they do not see such phrasing as discriminatory. It needs to be recognized that both of these naming conventions — "person-first" and "identity-first" — are widespread.

The example of autism highlights a different dimension of this debate. The term "neurodiversity" stresses that all people are different in terms of their expectations and identities, and moves us away from pathologization. It was once considered appropriate to say "people with autism," using person-first terminology. But some with lived experience have stated that autism is part of their identity, not an addition, and therefore prefer "autistic person." Disability activists often emphasize a point that Tom Shakespeare has succinctly stated: "[I]t is a good principle to call people by the names they themselves prefer."

Judgments about what terms are acceptable or discriminatory change over time. Many words referring to people with intellectual disabilities that are now regarded as highly stigmatizing were once used in scientific communities, as well as in official medical and educational policy documents, as legitimate descriptions of certain individuals and their genetic conditions. This does not mean that those words were not already problematic; it just means their connotations and the extent of their social acceptance changed over time until they eventually became unacceptable and taboo.

The word "cripple," and in particular its shortened form "crip," is a particular case. In the last two decades, disability activists have reclaimed "crip" and "cripple" as positive terms, as a badge of identity, flipping their connotations against their oppressive usage in much the same way "queer" was reclaimed by the LGBT movement. As an article written early in that process explained, "by reclaiming 'cripple', disabled activists take the image in their identity that scares outsiders and make it a source of militant pride." It remains problematic, however, for non-disabled people to use the term, even if their intention is to express solidarity with the disability rights movement. Here, too, people with disabilities must be in control of decisions about language that refers to them.

The point is not to "police" or "cancel" certain ways of talking, to ban certain words and elevate others, but to argue that we all need to be aware that expressions like these carry considerable power and can reinforce negative narratives, stereotypes, and discriminatory attitudes. Prejudiced language is endemic in society. As funders working through a language-justice approach, we need to recognize this and be guided by what disabled people themselves feel and say is discriminatory, stigmatizing, offensive, and/or hurtful. This is a basic principle of language justice in relation to disability.

Shifting power with language justice in grantmaking practices

In a grant-giving context, as elsewhere, a language-justice approach can help shift power and challenge ableism at each stage of a grant cycle. We learned that implementing these approaches meant rethinking timelines and systems based on notions of urgency and perfectionism. It does take longer to create the conditions and the spaces where people can exercise their power in their own language and in ways that are accessible for them. Looking, even inadvertently, for conventional kinds of "perfection" in applicants or our own operational processes can reinforce existing power relations and made us reflect on the intersections between ableism and other forms of discrimination, as highlighted by the Disability Justice movement. Based on our experience, we offer some suggestions on how language justice can be implemented through grantmaking practice.

First, reduce barriers and widen participation, calls for proposals must be accessible. This means application materials should be translated into the languages used by potential applicants' communities and also re-worked into Easy-to-Read, a format that conveys information in short sentences with widely used and easily understood words in combination with images, or Plain Language. Word, PDF, and Power Point documents should use accessible document formats. Informational webinars or events should be conducted in the languages used by applicants (with interpretation for the funder, if needed), as well as offered with sign language interpretation and Communication Access Real-Time Transcription to enable better information access.

Second, applicants should be given the choice to submit their materials in different communication formats (written, video, audio, etc.). No one method of communication should be imposed. For example, requiring only written submissions — even for only one part of the application — could exclude some signing Deaf people. If interviews are conducted, simultaneous or consecutive interpretation should be made available.

Third, once the successful applicants have been selected, welcome documents and other important information should be provided in Plain Language, and in the languages and formats used by the communities they represent. The same applies to reporting requirements, which are often daunting and technically complex. Grantees should have the option of submitting reports in their language or format of choice (video, audio, etc.). In our case, this then meant transcribing reports to meet the required formats of our institution. When grantees come together for virtual or in-person meetings, they must be asked well in advance what accessibility and accommodation supports they will need. The Autistic Self Advocacy Network and European Disability Forum offer excellent guidance for accessible meetings.

Final thoughts

Language justice is about challenging a widely accepted and internalized reality of exclusion and the dominance of institutionally powerful cultures and people. For us it has meant checking our own privilege as people holding particular kinds of institutional power. It has also meant acknowledging that we need to learn from the communities we want to support. Listening carefully is just as important as speaking.

Rachele_tardi_zachary_turkRachele Tardi is the director of and Zachary Turk is a program officer with the Youth Exchange at the Open Society Foundations.

A conversation with Teresa C. Younger, President and CEO, Ms. Foundation for Women

November 04, 2020

The death of U.S. Supreme Court Justice Ruth Bader Ginsburg and the nomination — and likely confirmation — of Seventh Circuit Court of Appeals Judge Amy Coney Barrett to a lifetime appointment on the court have intensified the debate over women's reproductive rights, while the disproportionate impact of COVID-19 on communities of color and nationwide protests against systemic racism have highlighted the challenges faced by girls and women of color.

Teresa C. Younger has served as president and CEO of Ms. Foundation for Women since 2014 and before that was executive director of the Connecticut General Assembly's Permanent Commission on the Status of Women and executive director of the ACLU of Connecticut — the first African American and the first woman to hold that position.

PND spoke recently with Younger about the underfunding of organizations focused on women and girls of color, the impact of COVID-19 and the reenergized racial justice movement on funding for women and girls, and the outlook for women's reproductive rights and equality.

Teresa C. YoungerPhilanthropy News Digest: Before she was named to the U.S. Supreme Court, Ruth Bader Ginsburg was the founding director of the ACLU's Women's Rights Project and an inspiration to gender equality advocates everywhere. What did Justice Ginsburg mean to you, a woman and fellow ACLU alumna, and to an organization like the Ms. Foundation? And what do you think her legacy will be?

Teresa C. Younger: Justice Ginsburg's legacy was being a progressive woman who dedicated her life to making sure the voices of the unheard were heard. She fought every day for equality for all. This fight continues beyond her lifetime.

Justice Ginsburg's work spanned decades. When I started at the ACLU thirty years after her time with the Women's Rights Project, it wasn't surprising that her impact was still felt in that space. And it was an honor to work in a place that had spawned strategic activism for so many. For me, the ACLU fostered a deep understanding of the importance of grassroots organizing, litigation strategy, public education, and legislation on a state and national level.

Her legacy also lies in her dying wish for the American people to have a say in who fills her seat on the court. At a time when millions of people have already cast their ballots, the GOP is rushing a candidate through an illegitimate hearing process in a desperate attempt to hold on to their power. They are doing all they can to erase the powerful legacy of a powerful woman. A legacy that we will carry forward in the fight for racial and gender equity for all.

PND: In August, the Ms. Foundation received a $3 million grant from Twitter and Square co-founder and CEO Jack Dorsey's #startsmall LLC in support of women and girls of color-led organizations impacted by COVID-19, with a focus on those in the South. Why are organizations in the South especially vulnerable, and how will those funds be allocated?

TCY: Even before the communities we serve were affected by COVID-19, the Ms. Foundation worked to fund and support capacity building for women-of-color leaders and their organizations. We've developed and implemented strategies that will help mitigate the mounting impacts of the global pandemic on the most underresourced regions of the country, specifically the South.

In our recent report, Pocket Change: How Women and Girls of Color Do More With Less, we found the total philanthropic giving to women and girls of color is just $5.48 a year for each woman or girl of color in the United States. And this meager funding is not distributed evenly, with the South receiving only $2.36 in philanthropic funding per woman or girl of color, the least of any region in the U.S. Given such inadequate investment and the obstacles women and girls have faced in 2020, we see it as our job to safeguard the survival of organizations that build the power of women and girls, specifically women and girls of color, and to make sure women and girls of color receive the resources they need to lead and uplift their communities.

PND: What kind of impact do you think COVID-19 is going to have on the foundation's work over the next year or three? Do you think those changes are temporary or more likely to be permanent?

TCY: To be clear, COVID-19 is not solely responsible for the crises we face today. Instead, it has exposed and heightened systemic inequalities across the United States. Preexisting health, economic, and social disparities have been laid bare as people of color are infected and die at higher rates than other groups, suffer from higher unemployment rates and a corresponding lack of health care, and struggle to secure access to safe and socially distanced housing.

Grassroots leaders and our grantee-partners were already working to address these issues pre-pandemic. COVID-19 hasn't changed the work, but it has increased the urgency behind it. And the longer our political leaders fail to take action to protect the health and safety of struggling Americans, the more this is likely to become the new normal. Given that uncertainty, the leadership of grassroots women of color-led organizations is needed more than ever. The lived experiences and expertise of those most impacted by health and economic disparities is absolutely critical in developing and implementing solutions that best serve our communities.

PND: According to Pocket Change, just 0.5 percent of total foundation grantmaking in 2017 was designated to benefit women and girls of color. In the wake of George Floyd's death and the renewed attention on the long history of racial injustice in the U.S., do you expect we’ll see a meaningful increase in funding for women and girls of color?

TCY: Even as many people are experiencing a social justice awakening, it is imperative that actions go beyond lip service and social media posts. This is a movement and not a moment, and it is critical that we see an increase in funding, especially for women and girls of color. Pocket Change was a call to action; by highlighting the major discrepancies in philanthropic giving, we are calling on everyone, not just philanthropy, to invest in women and girls of color.

Women and girls of color have been on the frontlines of every major social movement in our history, and they are still leading today. This is why I joined the powerful leaders of Black Girl Freedom Fund and was a co-founder of Grantmakers for Girls of Color. When we show up for women and girls of color, we are making the country better and stronger for everyone.

PND: "Intersectionality" has become something of a buzzword in the social sector. Do you think we'll see a shift toward more funding in support of such strategies over the next couple of years?

TCY: In the words of Audre Lorde, there is no such thing as a single-issue struggle because we do not live single-issue lives. As we explained in the Pocket Change report, women of color-led organizations work on multiple issues within multiple movements. As philanthropists, it's on us to understand that organizations employ various strategies to address various systems of oppression. We must trust and understand that the women on the ground doing this work every day know the best way to fight for their communities.

Real progress is realized when it uplifts all communities that exist on the margins. The Ms. Foundation's efforts are actively and intentionally interconnected as it strives to create a just and safe world where power and possibility are not limited by gender, race, class, sexual orientation, gender identity, disability, or age.

PND: You're a member of the Democracy Frontlines Fund's Brain Trust, which helped select the ten African American-led racial justice organizations that received multiyear commitments from the collaborative. Can you tell us a little about the criteria and the selection process involved?

TCY: It was an honor to be part of Democracy Frontlines Fund's Brain Trust, especially in this moment. Together, members of the group are working to push philanthropy to make multiyear commitments and help stabilize grassroots organizations led by people of color at a time when the stability of such groups is in jeopardy.

With the aim of disrupting traditional philanthropy, we identified and vetted ten exemplary Black-led organizations to receive funding. The cohort includes groups committed to building sustainable local power, reimagining safety, amplifying the voices of disenfranchised voters, and prioritizing Black, LGBTQI+, youth, disabled, undocumented, and formerly incarcerated leadership. The DFF slate illustrates that change happens at the speed of trust, and no organization can effectively tackle our society’s problems without including those disproportionately affected by those problems.

PND: In 2018, the Ms. Foundation announced a five-year strategic plan focused on supporting women and girls of color as a means to promote gender equity and advance democracy. The plan called for the creation of a 501(c)(4) fund in support of local grassroots efforts to elect women and advance legislation and policies. Where does that effort stand?

TCY: We created the Ms. Action Fund, a 501(c)(4) that funds grassroots activism in marginalized communities, including Indigenous communities. At a time when our rights and lives are on the line, we are excited about the potential of supporting women candidates across the country who can have an impact at the local, state, and national levels. We'll be kicking off and intensifying our state-level actions in 2021.

PND: The 2020 Social Progress Index from the Social Progress Imperative has the U.S. as one of just three countries whose overall social progress score has worsened since 2011, with relatively low rankings in the areas of women's property rights (fifty-seventh among a hundred and sixty-three countries), early marriage (fiftieth), and equality of political power by socioeconomic position (eighty-fourth), social group (forty-ninth), and gender (forty-fifth). A century after the Nineteenth Amendment was ratified, what would you tell people who fear that progress toward achieving equal rights and opportunity for women has stalled?

TCY: Let that fear drive you rather than derail you. Let your frustration be your fuel in the fight for equity for all.

When you see injustice, take that moment to consider who you are fighting for and question whether your feminism goes beyond your lived experience. True equality is about making sure everyone has a seat at the table and is listened to when they speak. It's about making sure we all have the same rights, not just on paper, but in practice. It is about making sure we have autonomy over our bodies, the lives we lead, and the opportunities we are afforded. It is about making sure we all have the right to live with dignity. True equality requires vigilance, resilience, empathy and support. It depends on our collective power, because when we take action together, we achieve more than any one person could ever achieve alone.

Kyoko Uchida

Dismantling systemic racism requires philanthropic investment in AAPI communities

October 27, 2020

Stop_AAPI_hateAs the nation grapples with its legacy of systemic racism and the disproportionate impact of COVID-19 on poor people and communities of color, philanthropy needs to take a stronger stand for a community that too often is overlooked: the 22.6 million Asian Americans and Pacific Islanders (AAPIs) who call the United States home.

As a formerly incarcerated immigrant who is now leading a foundation, I am acutely aware of the need for increased philanthropic support targeting marginalized AAPI communities. Less than 1 percent of philanthropic dollars goes to funding AAPI causes. At a time when AAPIs are facing a new wave of discrimination and hate and, like other communities of color, are suffering disproportionately from the health and economic impacts of the COVID-19 crisis, that's not enough.

Why are AAPI causes so underfunded? Partly because of the false perception that Asian Americans don't face the same kinds of structural racism and discrimination as other communities of color. But a quick tour of American history reveals that AAPI communities have always had to contend with racist policies driven by anti-Asian sentiment — from the Chinese Exclusion Act of 1882, to the Immigration Act of 1924, to the Japanese internment camps of the 1940s.

Sadly, the tradition of scapegoating and discrimination against Asian Americans has once again reared its ugly head, with people in power spreading racist characterizations of the pandemic as the "China virus" and the "Kung Flu." In July, Stop AAPI Hate — an initiative launched in March by the Asian Pacific Planning and Policy Council (A3PCON), Chinese for Affirmative Action, and the Asian American Studies Department of San Francisco State University reported 2,583 incidents of discrimination and harassment against Asian Americans in the three months between March 19 and August 5, 2020.

Even before COVID-19, Asian Americans were facing significant challenges. When people think of Asian Americans as a single monolithic group, they are ignoring the appreciable diversity of AAPI communities, as well as the many disparities in education, income level, health outcomes, and other measures. Pew Research reports that Asian Americans are the most economically unequal group in the country and, as a group, have seen a dramatic increase since the 1970s in the number of its members living in poverty.

We can thank popular culture for perpetuating the myth of a monolithic "Asian" community. It is often the wealthy, successful Chinese- or Japanese-American professional or whiz kid who comes to mind, not the persecuted refugee from Southeast Asia whose pending deportation is a likely death sentence, or the poverty-stricken Pacific Islander caught in the net of mass incarceration. But as long as this "model minority" myth persists and people in power continue to use it as a wedge to seed hate and division, those of us not living the stereotypical "model" life will remain invisible.

I started the New Breath Foundation in 2017 in an attempt to address the lack of funding for AAPI immigrants and refugees, with a focus on those most likely to be impacted by incarceration, the threat of deportation, and violence. As a formerly incarcerated "juvenile lifer," I wanted to stand up for marginalized AAPI populations in the same way that many people stood up for me. People like Anmol Chaddha, then a student at the University of California, Berkeley, who, over the span of seven years, organized campaigns to support my release from prison and then from immigration detention. There are thousands of other AAPI immigrants and refugees in detention who deserve the chance at a decent life I got as a result of Anmol's efforts.

We support grassroots AAPI organizations that don't currently have a seat at the funding table. And we have connections to and trusted relationships with smaller, less-resourced, community-grown nonprofits that provide a lifeline to people who have nowhere else to turn. For example, without financial support from the New Breath Foundation, Sok Khoeun Loeun, a single father of three who was wrongfully deported to Cambodia, might not have received the legal advocacy and grassroots support that led to his being reunited with his family in the U.S.

Foundations must fund intersectional work that builds power and voice across all Asian American and Pacific Islander communities. To effectively build equity and address the harmful disparities affecting communities of color, philanthropy must look beyond stereotypes and public misconception to see the individuals whose lives are full, complex, and valuable. When we, as donors, take the time to get to know the unique and varied challenges that Asian Americans face and, more importantly, include them in our giving, we are modeling a fuller understanding of racial justice and our commitment to a truly pluralistic, multi-ethnic America.

(Photo credit: Stop AAPI Hate)

Headshot_eddy_zheng philantopicEddy Zheng is founder and president of the New Breath Foundation.

5 Questions for...Monique W. Morris, Executive Director, Grantmakers for Girls of Color

August 24, 2020

Launched in 2015, Grantmakers for Girls of Color (G4GC) has since grown from an online platform into a grantmaking organization focused on addressing the structural inequities faced by girls and young women of color and centering their voices in philanthropy and movement building.

Based on focus groups and surveys of girls and young women of color, the organization's 2019 report Start from the Ground Up: Increasing Support for Girls of Color identified nine types of structural barriers to the success of young women and girls of color, including disproportionately applied school discipline, insufficient financial aid, poverty and the struggle to meet basic needs, gender discrimination and patriarchal power dynamics, mental and behavioral health challenges, and exposure to community, domestic, and interpersonal violence. The study also found that funders and girls of color often frame the same issues differently.

Before becoming the inaugural executive director of G4GC, Monique W. Morris co-founded the National Black Women's Justice Institute, which works to reduce racial and gender disparities across the justice continuum. She is the author of Sing a Rhythm, Dance a Blues: Education for the Liberation of Black and Brown Girls and Pushout: The Criminalization of Black Girls in Schools, which was released as a documentary in 2019.

PND spoke with Morris about her vision for G4GC, the impact of COVID-19 on the Black community, and what the reenergized movement for racial justice means for philanthropy. 

MoniqueMorris_G4GCPhilanthropy News Digest: What is your vision for Grantmakers for Girls of Color as it makes the transition from a funder network into a grantmaking organization?

Monique W. Morris: Girls and gender-expansive youth of color live at the intersections of sexism, racism, and other forms of oppression. My charge is to do all I can to help realize Grantmakers for Girls of Color's vision of mobilizing philanthropic resources so that Black girls and other girls and gender-expansive youth of color achieve equity and justice in this critical moment in our history.

I became the executive director of G4GC at the beginning of April, just as the country had shut down because of the pandemic, and then in May we saw the beginnings of a global movement for racial justice and against anti-Blackness. As an independent entity under the fiscal sponsorship of Rockefeller Philanthropy Advisors, we are now able to shape our own future and determine how to best move forward. The needs mapping we're doing right now will help us inform that process. And while we will continue to serve as a resource for donors and funders seeking to support girls, fem(mes), and gender-expansive youth of color, we will also be increasing our capacity in the areas of research and grantmaking. 

Soon after I joined G4GC, we launched the Love is Healing COVID-19 Response Fund, our first grantmaking initiative as an independent organization, and to date we've awarded more than  $1.5 million to over eighty organizations across the country. I'm excited about what lies ahead, and we hope other funders will join us in this critical work. We have lots of other exciting partnerships and opportunities on the horizon.

PND: We hear you're planning to introduce a participatory grantmaking program. How would that work?

MWM: Yes, we believe participatory grantmaking is a critical driver of broader systems change. We see our partner organizations serving as agents of change rather than constituents. At this moment, all across the country, we're seeing girls, particularly girls of color, leading change in their communities, organizing protests, and advocating for justice. We see girls of color playing an important role in facilitating the paradigm shift this country needs and deserves.

That's why I am so excited about the Youth Advisory Committee we're forming to explore participatory grantmaking. We want to connect funders to the issues faced by girls and young women of color and help them better respond to those needs. The committee will help us figure out how to strengthen the capacity of girls of color to be active decision makers in the grantmaking process.

PND: According to Pocket change — how women and girls of color do more with less, a report published by the Ms. Foundation for Women, less than 1 percent of total foundation funding is awarded in support of women and girls of color. How do you explain that, and how can it be addressed?

MWM: In philanthropy, in academia, in the media, and in movement and policy circles, we generally adopt a male-centered approach to the fight for racial justice. If we think about Black girls and other girls of color at all, we tend to think of them as trickle-down beneficiaries of our work and investments in these issues. That has to change if we want girls — and our communities — to thrive. 

That study showed that of the $66.9 billion given by philanthropists in 2017, just 0.5 percent was awarded to organizations representing women and girls of color. That's about $5.48 per woman/girl. What it shows is that funders continue to operate with the assumption that the money they donate will "trickle down" to groups that are doing the work of empowering women and girls of color. And that is not happening. We have to be more intentional with our investments.

PND: In response to the pandemic, G4GC launched the Love Is Healing COVID-19 Response Fund, which, as you mentioned, has awarded more than $1.5 million to date. Given how the virus has disproportionately impacted African-American communities and highlighted existing health, economic, and other structural disparities, do you expect grantmaking to nonprofits serving girls of color to increase more broadly in the sector over the coming months and years?

MWM: I certainly hope so, and we are pushing with our partners to make that a reality. The COVID-19 crisis has shown how important it is that we dismantle the structural barriers that keep BIPOC girls from thriving. I wrote an op-ed in May about how, while the media and thought leaders had begun to acknowledge the harsh light that COVID-19 was shining on the racial inequities, less attention was being paid to how the crisis had exposed another ugly truth: the long-term marginalization of girls and gender-expansive youth of color. 

Unless we act now to close the disparities these kids face in every aspect of their lives, we will deprive them of their rightful opportunity to thrive and have a long, healthy life. This is a time for the philanthropic community to step up for young girls and women of color.

According to the CDC, there is growing body of evidence that suggests the virus is having the greatest impact on BIPOC communities. The majority of frontline workers — restaurant staff, cleaning crews, daycare workers — are people of color. Health care is too expensive for many of them. Organizations that had already been working to address these longstanding issues through an intersectional lens and need support are why we created this fund. The grant partners we have been able to identify and support through the Love is Healing COVID Response fund had been fighting to end the marginalization of girls of color well before the pandemic. These organizations have responded to COVID with creativity, courage, and compassion — and philanthropy, too, must meet the moment in similar fashion.

PND: Has the reenergized Black Lives Matter movement and the push to end police violence against people of color caused you to change your plans for G4GC? And are you hopeful, here in the summer of 2020, that the arc of the moral universe, to quote Martin Luther King, Jr., bends toward justice and that the United States will finally live up to the promise of its creedal documents?

MWM: It has reinforced and lent even greater urgency to our mission. We cannot continue to allow the issues and experiences impacting the quality of life for girls of color — Black, Indigenous, Latinx, Muslim, and Asian-American and Pacific Islander girls — to be relegated to the category "niche," which can lead to underinvestment and erasure that prevents the realization of their potential. It is my hope that in our efforts to provide more resources to movement work, we are able to embed a robust investment strategy that supports and ultimately provides opportunities for our girls.

This is a potentially historic moment of reckoning and reconciliation for our country around race, and I am heartened to see the beginnings of the radical transformation that those of us who do this work day in and day out have long hoped to see. But we won't get there unless we are intentional about centering the needs and lives of Black girls and gender-expansive youth. The philanthropic sector and society more broadly are not paying enough attention to the unique issues these girls face. In this moment, when more funders are asking how they can support the struggle for racial justice and anti-Blackness, we need to put Black girls and girls of color at the center of those efforts. We need to be there for the young people who desperately need our trust, allyship, and support.

— Kyoko Uchida

Pay transparency: what it means for job seekers and employer

July 20, 2020

20150319_TransparencypiggybankThere's a growing push for pay transparency in both the for-profit and nonprofit sectors. For those unfamiliar with the concept, pay transparency includes both radical openness about compensation ranges within a company as well as publicly posting compensation ranges in your job descriptions.

Many see pay transparency as a way to close persistent salary gaps that exist between genders and races. The gap affects women of color the most. A recent report from the National Partnership for Women & Families shows that Latinas are paid 54 cents on every dollar paid to white, non-Hispanic men. And across all racial and ethnic groups, women in the United States are paid 82 cents for every dollar paid to men.

Many employers have concerns, however, that a shift to pay transparency would generate internal dissatisfaction and render salary negotiations pointless. A recent LinkedIn Global Talent Survey captures the mixed reception the idea has received. According to LinkedIn's Global Talent Trends 2019 report, 27 percent of HR and hiring professionals say their company currently shares salary ranges with employees or candidates, with a further 22 percent saying they're likely to start doing so within the next five years. But more than half (51 percent) do not disclose salaries or salary ranges.

As executive recruiters serving the nonprofit sector, Koya Leadership Partners has worked with clients on both ends of the spectrum, and many in between. And we've noted that many in the Philanthropic (foundations) and Social Justice sectors have moved toward including salary ranges in their job descriptions as a way to publicly demonstrate their values and help achieve equity compensation in the field. What's more, the move toward pay transparency has picked up speed in the COVID-19 and Black Lives Matter era.

There is some evidence from companies like Buffer, which creates social media tools, that salary transparency policies increase interest from candidates and contribute to greater employee satisfaction and engagement. Buffer uses a publicly available salary calculator to determine salaries for all its employees, and in 2013 it began publishing employee salaries on the Internet for all to see.

Although start-up and tech companies have led the way on pay transparency in the for-profit sector, a number of giants in other sectors have also adopted transparency policies. One of them, Starbucks, has explicitly stated that salary transparency is a tool for achieving gender and racial pay equity, and to that end the coffeehouse chain shares salary bands internally and salary ranges with job candidates who ask. In 2018, the company announced that it had achieved 100 percent pay equity, and the moves it has made on that front have generated a lot of positive press while helping it hire and keep top talent.

So why haven't more organizations adopted transparent pay practices? Compensation can be a charged, highly emotional issue that raises fundamental questions of equity and merit that are not always easy to manage. But in this new era in which we find ourselves, corporate and nonprofit leaders are waking up to the realization that they can and must play a role in creating a more just and equitable society. Creating transparency around pay is one way to do that.

Here are three suggestions for getting started:

1. Conduct an annual compensation audit. Hire a professional to make sure your compensation policies are informed by data and reflect best practices. Identify salary gaps and make a plan for closing them.

2. Leverage the hiring process as a way to begin building transparency. Identify salary bands for new hires before you go to market and communicate them to job candidates, either directly in the job description or through the interview process.

3. Make sure that anyone in the organization in a position to negotiate salaries understands the importance of pay equity and is familiar with best compensation practices — including not asking candidates about their past compensation, which is now illegal in many states.

The trend toward salary transparency seems to be picking up speed and will likely continue to grow as employees demand more from their organizations. Moving toward salary transparency requires organizational change, which is always challenging. But beginning with some of the steps outlined above can help your organization move forward on the path toward becoming more equitable while strengthening your brand and helping you attract exceptional talent along the way.

Headshot_molly_brennanMolly Brennan is founding partner at executive search firm Koya Leadership Partners, which is guided by the belief that the right person at the right place can change the world. A frequent contributor to Philanthropy News Digest and other publications, Brennan recently authored The Governance Gap: Examining Diversity and Equity on Nonprofit Boards of Directors.

Funding in the Time of COVID-19: Questions to Deepen Racial Equity

April 02, 2020

RacehandWe are witnessing a proliferation of responses to the COVID-19 pandemic from the philanthropic sector, as private foundations, other grantmaking institutions, and philanthropy-serving organizations design and launch a variety of efforts.

For those funders that have articulated a commitment to racial equity in their work, the call to prioritize equity is all the more imperative during times of crisis. We know from experience that when institutions act fast, they are more likely to act on biases that reinforce, generate, and/or exacerbate inequities that negatively impact people of color, disabled people, and queer people.

In order to curtail the harmful impacts that acting fast often has on communities of color, in particular, I offer a list of questions that funders prioritizing racial equity should be asking. These speak to common racial biases often observed among grantmaking organizations — biases the sector should be more aware of and skilled at addressing as it designs, implements, and evaluates its responses to the COVID-19 pandemic.

Is your response race-silent or race-explicit? Experience tells us that race-silent analyses and strategies often reinforce and exacerbate racial inequities. Race-silent language in philanthropic work also tends to reinforce racial biases among staff, grantees, donors, and organizational partners. A better strategy is to name race and racism in your diagnosis of the problem and the design of your response to it. Are you clear about the root causes of racial inequities at play? Do you understand how the problem is negatively impacting Black, Indigenous, Asian, Latinx, and Arab/Middle Eastern people? Do your strategies address the specificities and nuances of the increased threats communities of color are facing?

Are you addressing multiple systems of oppression, in addition to racism — for example, hetero-patriarchy and ableism? In other words, is your approach intersectional? Racism does not work in a silo. Rather, racist systems and structures have a co-dependent, conspiratorial relationship with ableist, patriarchal, and capitalist ones. Together, these systems of oppression have produced the racially inequitable structures and outcomes we see around us today. In other words, racial justice is explicitly tied to economic justice, disability justice, gender justice, and other forms of social justice.

Are there non-funders at the table? Funder-only teams exclude your MVPs. Effective and needed expertise resides within the grassroots, community-based leaders who often are themselves people of color, disabled people, and/or queer people. If you are designing your funding responses without the expertise of the people most affected by racist systems and structures, your equity efforts run the risk of being superficial. We urge all funders to co-create and embrace what disability rights activists have been saying for years: "Nothing about us without us."

Are you only funding incorporated 501(c)(3) nonprofit institutions, or can you direct funds to both incorporated and unincorporated groups? Only funding incorporated nonprofits is a limitation that members of the philanthropic sector need to acknowledge and respond to in both the short- and long-term. If your organization is not currently set up to provide funding to worker cooperatives, mutual aid networks, and unincorporated community groups, you are leaving out a critical part of the social infrastructure that provides support and services for historically marginalized communities. Many social justice groups have intentionally decided not to incorporate as 501(c)(3)s because of the limitations that status would place on their work. Interrogate the assumption that incorporated nonprofits alone are able to get the job done.

Are you assuming that "responsive" means "first-come, first-served"? When funders assume that the first organizations to apply for an opportunity are ones most in need and most capable of responding to a problem or crisis, they most likely are ceding an unfair advantage to historically and predominantly White institutions. Without checks and balances in place, processes that accept and respond to grant applications on a rolling basis fail to account for the fact that not all organizations have the same infrastructure and bandwidth in place to take advantage of institutional funding opportunities. More often than not, these disparities in infrastructure and bandwidth mirror inequities in the larger society, with nonprofits led by and serving people of color more likely to not have fully-staffed development teams or even one paid full-time staff person dedicated to fundraising. Funders should proactively reach out to groups led by and serving historically marginalized communities to understand the types of funding needs they have and respond accordingly.

Are you only talking about grant funding, or are other resources on the table? Your grants budget is not your only racial equity tool. It is common among funders who want to do racial equity work that they look for that work to happen in their grantmaking/programs departments. In reality, foundations oversee other resources — financial, social, and human — that can be directed toward more racially equitable outcomes, both internally and externally. One example: endowments. The vast majority of financial assets held collectively by independent foundations in the United States — an estimated $800 billion — are not being channeled outside the walls of those foundations in the form of grants. Rather, they are invested in the capital markets. How funders invest these endowments has always been a racial equity issue, and the opportunity today to direct those investments to industries and companies that are creating positive impact in  communities of color and for other historically marginalized groups during the pandemic has never been more urgent.

Are you articulating and holding yourself accountable to a long-term vision for racial justice? Short-term responses without a long-term vision for a more racially just economy and healthcare system are likely to reinforce the racist status quo. As we respond to the COVID pandemic, the question at hand is less about whether or not we "return to normal," as many pundits are articulating. That "normal" has been unjust, dysfunctional, and ineffective, especially for people of color, disabled people, and queer people. Instead, get clarity on the long-term shifts and changes you are working toward in the short-term so you can actively re-imagine and re-calibrate for a more just future. 

These questions are intended to be an exercise in better priming our funding institutions to be racially equitable in their responses to the COVID-19 pandemic. Ultimately, asking different questions is a means of arriving at different answers — the kinds of answers we need from philanthropy to actualize racial justice in our communities.

Headshot_Michele Kumi BaerMichele Kumi Baer (she, her, hers) is the philanthropy project director at Race Forward. Michele lives on Tongva and Chumash Land, what some currently call Los Angeles, and is a dedicated social justice practitioner, writer, and dancer. Connect with her on Twitter at @michelekumibaer.

5 Questions for...Justin Steele, Director, Google.org Americas

February 24, 2020

Growing up, Justin Steele was "a sensitive, brainy kid" who spent a lot of time thinking about what he could do to improve people's lives. After earning an engineering degree from the University of Virginia, he received a master's in urban social policy and nonprofit management at Harvard and went to work in the nonprofit sector full-time. Since 2014, he has held senior positions with Google.org, where he's taken a lead role in the organization's work on inclusion, education, and economic opportunity.

PND recently spoke with Steele about Google.org, its efforts to develop AI tools for nonprofits, and what it is doing to address homelessness in the Bay Area.

JustinSteelePhilanthropy News Digest: What is Google.org, and how much does it award annually to nonprofits here in the United States and globally?

Justin Steele: Google.org is Google's philanthropic and charitable arm. We support nonprofits that are working to address challenging problems and try to apply scalable data-driven innovations in support of those efforts. What's unique about Google.org is that we were established when the company went public with a commitment of 1 percent of its equity and an ongoing commitment of 1 percent of its net profit for charity. Google.org is the biggest beneficiary of that 1 percent ongoing net-profit commitment, and we currently award more than $300 million in cash grants to nonprofits globally each year, roughly split 50/50 between the U.S. and internationally.

PND: Can any nonprofit apply for a grant?

JS: We are predominantly invite-only in our philanthropy, but we do have a model called the Impact Challenge where we invite nonprofits to participate by sending us their ideas. Sometimes the challenge is topic-based, sometimes it's based on geography.

In the U.S., we are currently running Impact Challenges in a number of geographies. We have a $10 million Impact Challenge open in the Bay Area and $1 million challenges open in Georgia, Minnesota, Nebraska, and Ohio. A panel of local experts who have influence in the states where the challenge is occurring help us narrow down the candidates. The panel chooses the finalists who receive funding, but we also open it up to a public vote. The People's Choice winners get extra funding at the end.

The state-level Impact Challenges change from year to year, although this is the third time we've run a challenge in the Bay Area, which is where we’re headquartered. Last year, we ran challenges in Illinois, Nevada, and Colorado, and we expect to launch new challenges in other states in 2020.

We also opened up the AI Impact Challenge globally in 2018 and 2019 for organizations that are working on interesting applications of artificial intelligence for social good.

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Tips to Help Make Your Organization More Inclusive

February 07, 2020

Diversity_1Recruiting and retaining employees is a top priority and challenge for most organizations. But many fail to take even the basic steps needed to attract and retain candidates with diverse backgrounds and experiences. This is unfortunate, for many reasons, but especially because the benefits of diversity in the workplace are significant and numerous, and because research shows that the workforce of the future will be diverse.

Creating an inclusive organizational culture requires commitment. The goal should be to ensure that everyone in an organization feels welcome, valued, and supported. This is how you strengthen employee engagement and retention, and how you create a stage for teams that perform at a high level. On the flip side, organizational cultures that are not inclusive are more likely to experience negative outcomes in terms of employee satisfaction and retention, resulting in higher turnover rates and lower organizational performance.

Below are a few things you and your colleagues can do to create a more inclusive organizational culture. Note, however, that the suggestions are only a starting point. Building a truly inclusive culture requires deep commitment to change at every level of the organization as well as a willingness to model and sustain that change through shared values, the actions of leadership, and effective accountability mechanisms.

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When Numbers Fall Short: The Challenge of Measuring Diversity in a Global Context

January 31, 2020

Hands-Tree-Diversity-editAt the C&A Foundation we believe many of the challenges we seek to tackle are rooted in social exclusion. We are on a journey to deepen our approach to gender justice, diversity, equity, and inclusion. As part of our own effort to learn, we recently undertook a demographic survey of our sixty-plus employees worldwide to find out how "diverse" we are as an organization and what it might imply for our efforts to create an equitable organization. It was a first for us and we learned far more than the numbers alone reveal.

The process itself was both eye-opening and humbling. It forced us to reflect on what really matters for our global organization when it comes to diversity and it underscored some of our own implicit biases.

We worked with U.S.-based consultants to prepare the survey — which covered age, sexual orientation, gender identity, nationality, disability, race, religion, and educational status. Unknowingly, the very act of selecting these categories imposed a U.S.-centric world view, particularly with respect to our understanding of race and ethnicity.

For example, the category "Latinx" was used in the initial survey; this category is very relevant in the U.S., but reductive in Latin America, confusing in Europe, and irrelevant in South Asia. An important category for Europe — Roma — was not available for selection.

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Reimagining Power Dynamics From Within: How Foundations Can Support Child and Youth Participation

January 16, 2020

Youth_climate_activists_350orgInvolving children and young people in our work — as grantees, consultants, researchers, and/or key informants — helps support their right to shape how the issues that affect their lives are addressed and makes our work as funders more impactful. Philanthropies should consider the right to participation — a key right in democracies — an important aspect of their Diversity, Equity, and Inclusion (DEI) efforts.

The climate movement, for instance, has been very successful in drawing critical attention to the power of children and young people to organize and pressure governments to take action on an issue of urgent concern to them. Other examples include mobilizing support for the Sustainable Development Goals, gun violence prevention, and the rights of working children.

If, as funders, we are committed to supporting young climate activists at the local, national, and international levels, we also need to create spaces within our organizations for them to influence our thinking and ways of working. At the Open Society Foundations, the Youth Exchange team strategy refers to this as "modeling behavior," a form of "prefigurative politics": creating, here and now, in our organizational practices, the change we want to see more generally in society. While many in the philanthropic space already support young activists and guidelines already exist as to how to provide financial and non-financial support to child and youth organizers and child- and youth-led organizations, there are many others who wonder how they can do that.

The Open Society Youth Exchange team thought the start of a new year would be a good time to share some best practices — drawn from our own experiences as well as literature in the field — with respect to engaging children and young people in donor spaces and conversations and giving them the space to tell us how best to support their movements generally and the climate movement more specifically.

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What It Takes to Manage Leadership Change in the Nonprofit Sector

December 05, 2019

ChangesEvery organization experiences leadership change. But these days, the nonprofit sector is experiencing a big demographic shift. Which is why it's essential for all nonprofits to start planning for the kind of thoughtful leadership transitions —including those resulting from both expected and sudden departures — any organization needs to survive and thrive.

According to the 2017 BoardSource report Leading With Intent, only 27 percent of nonprofits have a formal succession plan in place. That's unfortunate, because having such a plan in place can help any organization overcome the challenges and bumps in the road that almost always pop up in the wake of a leadership transition.

In the past, the process was commonly referred to "succession planning." However, that term often refers to identifying a successor for a specific leader and, in our view, has outgrown its usefulness. It's more helpful, instead, to think about the work of preparing for and managing leadership change as "intentional pathway planning," a more expansive term that serves as a reminder that leadership change involves much more than thinking about a single role or person; it's a holistic approach and lens that should be applied to every step of the hiring and onboarding process.

While every organization’s circumstances are different (involving things like leadership configuration, organizational goals, skills gaps, etc.), all nonprofits would be well-served to take a proactive approach to building a strong leadership pipeline, developing internal talent for higher-level roles, and making themselves aware of specific knowledge and/or diversity gaps that need to be addressed.

Tips for successful intentional pathway planning include:

Consider the big picture. A critical first step in intentional pathway planning is to understand your organization's leadership needs and mission-focused objectives. What are you trying to do? What type of talent will you need to get there? What are your organization’s knowledge gaps, and how can they be filled?

Plan and train. To ensure there's a robust pipeline of talent available to take advantage of future leadership opportunities, you need to proactively take steps to support talent. Provide employees with ample training and development opportunities — as well as continual mentoring and coaching — to help them learn, grow, and thrive. Check in with individual employees about their goals and aspirations, and then tailor development plans for them as appropriate. To ensure you have a deep bench of future leaders, allow staff at various levels to flex their leadership skills — and assume additional responsibilities. Such an approach is just as beneficial for the organization as it is for individuals on the receiving end of these training opportunities and can be pitched to job candidates as an organizational value proposition.

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Quote of the Week

  • "[L]et me assert my firm belief that the only thing we have to fear is...fear itself — nameless, unreasoning, unjustified terror which paralyzes needed efforts to convert retreat into advance...."


    — Franklin D. Roosevelt, 32nd president of the United States

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