Hi everyone. This post may be shorter and more disjointed than usual. Like many of you, I have been affected by all the human rights violations in Palestine, including the murder of Palestinian children. Here are some ways you can help. If you need more information, Decolonize Palestine is a great resource.
I’ve also been thinking of the CDC’s recommendation that fully vaccinated people can go mask-free. While this seems like progress, it moves us out of a “we’re all in this together” mentality and back into an “individual choice” sort of deal, which will endanger more lives. It furthers the issue identified in this article, which highlights how the CDC switched its messaging from how wearing masks protects others, to one that emphasizes individual self-protection.
Hi everyone, before we get to this week’s topic, thank you to those of you who voted on the new name of our annual sector-wide event where nonprofit and philanthropy leaders get together to get snacks and hang out to help break down some of the pervasive power dynamics between us. (We’re changing the original name—BEER, Beverage to Enhance Equity in Relationships—to be more inclusive of colleagues in recovery). We got over 1500 votes! The clear winner, with nearly 40% of the votes, is PEEP—Party to Enhance Equity in Philanthropy. So there you have it. Some of you are hilarious, providing suggestions like Party to Enhance Equity, and Party to Open Others to Philanthropy.
Anyway, I hope you’ll host a PEEP event sometime around mid-June. If you plan to have one, please fill out this form, so that I can help promote your event. And so help me MYGOD (Multi-Year General Operating Dollars), if you call it a “PEEP Party” (like “ATM Machine” or “PIN Number”), I will rain hellfire on you and your communications team.
Hi everyone, sorry this post is a day late (my laptop updated at the most inconvenient time last night and took hours). Before we get to this week’s topic, quick announcement. BEER, which stands for Beverage to Enhance Equity in Relationships, took a break last year, but is now back on this year. It is a time for foundation staff and trustees and nonprofit staff and board members to get together in their cities and just hang out and see one another as human beings. It usually happens around the Summer Solstice, so this year it’ll be around June 17th or 18th. Of course, grabbing some fries or ice cream together preferably outdoor or virtually is by no means a substitute for meaningful change in philanthropy, but it’s a start.
However, we’re changing the name to be more thoughtful to colleagues who are in recovery or who don’t drink for religious or other reasons. The finalists so far are “Party to Enhance Equity in Philanthropy (PEEP),” “Beverage to Enhance Equity in Philanthropy (BEEP),” “Party to Enhance Equity in Relationships (PEER),” or “Power-Equalizing and Equity in Relationships (PEER).” Please go here to vote on it. I’m serious! It’ll take you literally 20 seconds. Feel free to suggest other names. I’ll announce the new name next week!
One of the questions I get asked most often when I give presentations is “Vu, have you tried tea-tree oil for your acne?” But also just as frequently asked is “What advice do you have for my organization as we try to diversify our board, staff, etc.?” For years people have been asking how to diversify their orgs. This is discouraging. We’ve had endless DEI workshops, various “white papers” and articles, and at least one puppet show. What the heck is going on? Why do we suck so much at diversifying?
Around this time last year, the pandemic was getting into full swing, and all of us were terrified. I found out that some foundations were still requiring the printing-out and hand-delivery of grant proposals. These funders’ cluelessness was no longer just annoying, it was literally endangering people’s lives. I turned into a nonprofit Hulk and start smashing things around the house. But being vegan, I didn’t have the strength to do much damage. And so instead, the hashtag #CrappyFundingPractices was born on Twitter.
Over the course of the year, colleagues direct-messaged or emailed me the ridiculousness they endured—from funders refusing to pay for staffing, to others requiring quarterly or weekly reports, to one who waited 30 months to make a grant decision—and I would call these funders out by name using the hashtag. Colleagues would pile on, retweeting and commenting. Sometimes we hear nothing from the funders. Other times, they respond with committee-written malarkey, and on some occasions, they actually apologize and make corrections.
Hi everyone, quick announcement before we dive into this week’s exciting topic about executive search. If you’re free this Wednesday, April 21st, at 10am PT, please join me in this discussion “Moving to Racial Equity: What’s Getting in the Way!?! | A Conversation with Nonprofit Leaders.” It is cosponsored by Castellano Family Foundation and Silicon Valley Community Foundation. I’ll be flipping over tables as usual, but I’m trying to cut back on swearing, gosh darn it. It’s free; register here. Captions will be provided.
Last week, I got this note from a colleague: “I work in philanthropy and was talking with a friend working at a non-profit, and we were sharing our frustrations about how opaque the search process was/is for new leaders at both our orgs, and how little staff and community involvement there was in the decision-making process. I’d love to see you tackle the way these searches happen and search firms and Board committees work currently, and suggest ways that we might work differently (even given the need for confidentiality about candidates to a point, etc).”
This has been on my list of stuff to rant about for a while, so I appreciate the nudge. Last August, Nonprofit Quarterly’s Editor-in-Chief Cyndi Suarez wrote this brilliant piece on the topic, “What Does an Equitable Executive Leadership Transition Look Like?” It points out the inequity of our current philosophies and practices and proposes some new ways of doing things. I highly recommend everyone reads it.