Hi everyone. This week’s post is long and a little serious (despite the picture of ducklings). But before that, a couple of quick announcements. First, PLEASE VOTE!!!
[Image description: Three cute fluffy yellow ducklings. One is on the ground, while the two other ducklings are standing looking at the duckling on the ground. They all seem to be friends. Image from Pixabay.com]
Second, I’m doing a Facebook Live this Tuesday, November 6th, 12:30 to 1:30pm PST, to update you all on what’s been going on with my organization, Rainier Valley Corps, and to answer any questions you may have. I think people sometimes forget that I am an executive director of a capacity-building-focused social justice organization, so I’m going to try to host these conversations quarterly. They might even inspire me to comb my hair more often.
A few years ago, an ED colleague called me up, upset and frustrated. Her team had started mobilizing against her. What had started as a misalignment in priorities spiraled out of control, and now staff were having clandestine meetings. The once-friendly office was cold, to the point where staff would no longer say hi when she entered. When she tried to ask for feedback, the attempts were rebuffed, leaving her hurt and confused. Morale was at an all-time low, and she thought about quitting daily.
Another leader, in another city, was in a similar situation, but with a particular member of his team. A firing of a problematic staff member who had been close to this team member started a chain of events. Now all his actions and motives were suspect. Even the simplest thing—closing the office door to accept a phone call—was interpreted as a sign of malice. Other staff who had no issues with him were now being pulled into the drama, and a narrative was building that he was prejudiced against certain ethnic groups, which was deeply unsettling to a leader of color at a social justice organization. A faction that agreed with him on the firing formed to support him, and the tension between the two groups threatened the mission.
Hi everyone, before we begin today’s topic, please take time to fill out this new survey, which seeks to identify ideas and practices for investing in intersectional racial equity in the nonprofit workforce. It’s part of a larger initiative from our friends at Fund the People. They’ve partnered with the Center for Urban and Racial Equity to help funders and nonprofits “lower barriers and increase support for diverse people to gain entry to nonprofit work, sustain ourselves and advance in nonprofit careers, and ascend to management and leadership.” In particular, they are currently seeking more responses from people of color.
[Image description: A tiny, very yellow, and extremely fluffy duckling sitting on the ground. It is seriously very fluffy, like it just went down one of those plastic slides and charged itself up into a little yellow ball of static electricity. What does this duckling have to do with this post? Nothing. I was searching for a more relevant picture but ended up distracted by pictures of ducklings. From pixabay.com]
Since they used the Oxford Comma, I think we should help them out. Thanks for taking the survey today. It’s due September 7th.
Despite the pervasiveness of the Nonprofit Hunger Games, we nonprofits are way more effective when we work together. However, partnerships can be challenging when there are clearly differences in culture, resources, and power. As someone who works with a lot of leaders and communities of color, I often get asked by thoughtful colleagues who work at majority-white nonprofits how they can support and work with organizations that are led by communities of color without causing inconvenience, or annoyance, or actual harm to those communities.
So here is some general advice, divided into four categories. This list is not comprehensive; please feel free to add to it in the comments. Special thanks to my friend Allison Carney, who also gifted the sector with the term Bizsplaining, for pushing me to write about this and for adding her thoughts. (Also, although this post is focused on partnership with communities-of-color-led nonprofits, it also applies to partnerships with organizations led by marginalized communities, such as communities of disabilities, as our colleague Julie Reiskin points out in the comment section). Continue reading