Hi everyone, this post may be a little shorter than usual, due to a few few full-blown tantrums from my little ones over the course of the day. One involved a potty training accident that required a thorough hose-down in the bathtub. I am slightly frazzled and not very lucid.
A few months ago, I was talking at a conference about what race, equity, diversity, and inclusion look like in every day practices. “These concepts have been like coconut water,” I said, “everyone’s drinking them after hot yoga. But how are we actually changing our hiring, communications, board governance, evaluation, fundraising, and other areas?”
my presentation, a colleague raised her hand. “My organization does not focus
on social justice,” she said, “We address cancer, which does not discriminate;
it affects every one of all races. How are these concepts applicable to my
was glad she asked that question, because I am sure others feel the same way. Another
time, a different colleague wrote, “while measures of injustice, inequity[,]
and racial oppression might be appropriate outcomes for your nonprofit—ours is
reduction in hunger. Which might lead to all those other things but really—we
care about feeding kids.”
It is 2019, a brand new start! Take a deep breath. What you smell is the aroma of change, of possibility, of hope! Or maybe leftover food or rotting compost that should have been thrown out before the weekend, but I’d like to think it’s the former. As many of us make our personal resolutions to improve ourselves, so should our organizations. Unfortunately, many resolutions fail because they are either too lofty or too nebulous or involve exercise.
Hi everyone, an announcement before we get into today’s post: Joan Garry’s Nonprofit Leadership Lab is open for enrollment for the next four days (10/22 to 10/25). I was recently on Joan’s podcast, where we discussed how awesome nonprofit folks are, and how we can prevent ourselves from burning out. And something about Marshmallow Peeps. Or at least that’s what I think we talked about. I have a weird phobia about hearing my own voice, so I am not sure what I actually said, and I will never find out! But anyway, the Lab is awesome, providing so many resources and a wonderful supportive community. As I mentioned earlier, NAF gets a share of membership fees for helping to promote the lab, but I wouldn’t do it if I didn’t think it was worth your time. So check it out.
This week, we need to talk about diversifying environmental organizations. As you know, the environmental movement has a serious diversity issue. It is very white. According to the Green 2.0 report by Dr. Dorceta E. Taylor:
“The percentage of ethnic minorities on the boards or general staff of environmental organizations does not exceed 16%. Once hired in environmental organizations, ethnic minorities are concentrated in the lower ranks. As a result, ethnic minorities occupy less than 12% of the leadership positions in the environmental organizations. […] Yet ethnic minorities and people of multi-racial backgrounds comprise about 38% of the U.S. population.”
Hi everyone. Before we delve into today’s very serious topic, a quick announcement. January 12th is International Nonprofit Karaoke Throwdown Day! Here’s a blog post I wrote on why staff and boards of different nonprofits need to hang out more. Find a nonprofit or two in your area and challenge them to a #NonprofitKaraokeThrowdown. Here, I even crafted an invitation email for you:
“Hey [org(s)], Nonprofit AF has declared January 12th to be International Nonprofit Karaoke Throwdown Day, so we at [your org] challenge your staff and board to a singing contest. This is It, we’ll be Right Here Waiting for You, and Chances Are, You’re Going Down. Sorry Not Sorry.”
“[The] work to define effectiveness has typically come from white organizations – prominent consulting firms, think tanks, universities, philanthropy and management support organizations. These institutions – and I count GEO among them – have advanced ideas about effectiveness that have unwittingly perpetuated or even exacerbated inequity in the nonprofit sector.”
A few weeks ago, the Building Movement Project released this critical report, Race to Lead: Confronting the Nonprofit Racial Leadership Gap, which has profound implications for our sector. If you haven’t read it, I highly suggest you do. It debunks some crappy and destructive myths about leadership and diversity in our sector. Like the one about people of color not wanting to be in leadership positions—WRONG! We actually want it MORE! Or the one about the assumption that POCs just don’t have the same level of qualifications as our white colleagues—WRONG! POCs are just as qualified as our white colleagues, it not more so! Or the myth that vegans don’t have enough energy to be effective leaders—WRONG! Vegans make excellent leaders due to our natural ability to empathize! Continue reading “Why we need to end the culture of “Cultural Fit””