This forum is where the Next Generation Leadership Series - Topic #3 will take place on August 27, from 1:00 PM - 2:00 PM EST. Join us for a conversation about the diversity efforts of emerging leaders. We will discuss what emerging leaders are doing and learn how to make an impact on the diversity of the sector.
NP2020 Forums » Next Generation Leadership Series
What Are Emerging Leaders Doing to Drive Diversity Efforts in the Sector?
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Posted 2 years ago #
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Good afternoon! We are excited to begin our discussion around what emerging leaders are doing to drive diversity efforts in the nonprofit sector. As we discuss this topics as additional topics or questions or arise please feel free to begin a new topic in the forum for a different discussion.
Posted 2 years ago # -
Also, please remember to refresh the page to read new comments and posts from all of our participants...lets get started
Posted 2 years ago # -
We know that diversity of leadership in the nonprofit sector is an issue. We are going to start off with the question: What have you done within your organization to help drive diversity efforts?
Posted 2 years ago # -
I have not personally lead any diversity efforts in my organization, but I have tried to be a continuous part of any efforts we have as an organization. Is being a part of them enough?
Posted 2 years ago # -
I think that what's always helpful in these discussions is to define or discuss what we mean by "diversity". What does that look like for us?
Posted 2 years ago # -
I would like to ask what others are doing to respond to the apparent lack of diversity in the fund development field. Can anyone recommend specific recent research or surveys on the subject?
Posted 2 years ago # -
For me, the biggest issue in our sector is the lack of people of color represented in our leadership positions. 82% of nonprofit executive directors are white, and 94% of foundation presidents are white. Boards are 86% white. This is a huge problem, especially when so many of our organizations are serving majority populations of color.
Posted 2 years ago # -
Diversity to me looks like having a group of people in your organization or at the table, that have varied histories, ethnicities, school experiences, single or not, genders. All of these things contribute to having a diverse staff. If a staff has 10 people all with different cultural backgrounds, but they all went to Harvard and they all are happily married with two children and don't have divorced parents and are the same age, is this really a diverse staff?
Posted 2 years ago # -
I think our definition of diversity should include gender, race/ethnicity, age, backgrounds. I am on a governnce committee and we include all those things as well as skills sets when we recruit for our board.
Posted 2 years ago # -
I agree that defineing diversity for your organization is an important first step. I worked for an organization that only had two men on staff.
Posted 2 years ago # -
The NP2020 survey results indicate that 43% of emerging leaders know that their organizations have both diversity and cultural competency policies in place. So, Terawoz, yes simply having the knowledge of your organizations policies is great start to helping drive those efforts. It is possible that someone else may drive the efforts and you can help to put them into practice.
Posted 2 years ago # -
@jsavage - has your definition resulted in a diverse board?
Posted 2 years ago # -
We actually just put this in place and look forward to seeing the results soon.
Posted 2 years ago # -
@Rosetta- We have been able to vary the skill set brought to the table but our board is still primarily white females.
Posted 2 years ago # -
@granthelper, I would recommend starting a new topic under the NP2020 Forums regarding your questions. If anyone is knowledgeable in the areas of fund development and diversity please join in the conversation to offer assistance and resouces.
Posted 2 years ago # -
@jsavage how do you implement the new criteria? Is it typically just in the back of your mind or do you talk about these things in your board meetings?
Posted 2 years ago # -
For those who have policies in place, what do they say about recruiting diverse emplyess, board members? Because it seems that even when policies are in place, the reality is still majority white, straight, female...
Posted 2 years ago # -
I think me and Tera have the same question: how do you implement?
Posted 2 years ago # -
This conversation raises the best question. What does diversity look like within your organization? While for some of us diversity is bringing more people of color into leadership positions, for others of us it is diversity of thought and skill sets on a board. Whatever it is in your organization, it seems that the conclusion is, to effectively drive diversity efforts we need to first define diversity.
Posted 2 years ago # -
@terawoz- We took an assesment of our board and committees and decided to set priortiies to guide who we sent recruitment information to. I am not a member of the board so I am unaware of how often it is discussed at the board.
Posted 2 years ago # -
In response to "what I have done", I am currently facilitating a 12 week CFRE study group directed at culturally/ethnically diverse development professionals at organizations serving communities of color in the Bay Area. (CFRE is the Certified Fund Raising Executive credential). My firm also founded a Diversity Scholarship for the AFP-GGC MultiCultural Alliance).
Posted 2 years ago # -
I am not sure what the best way of implementation is. I think it has to be a culture of the organization. When your organization is just thinking about diversity and not implementing it into the culture of your organization it may be hard to implement. If it is ingrained in the culture, mostly likely through cultural competency efforts it would be easier.
If we have defined diversity how do we make it an organizational culture?
Posted 2 years ago # -
I have had success in achieveing diversity by building relationships with organizations who serve the population I am trying to recruit (volunteer and paid staff). By being strategic and intentional with these groups, I have found that a diverse candidates (disabled, minority, youth, retired, etc) became involved with my organization as a result of my relationship building and networking efforts.
Posted 2 years ago # -
Thinking back to the forum topic of driving diversity in the sector. Are we really asking about diversity among the major players in the sector? I think that our small grassroots really help to diversify the sector.
Posted 2 years ago # -
@sthorne that feels like the best way to me. Developing the culture in your organization is about building the relationships, in the community and internally.
Posted 2 years ago # -
@jsavage - I think nonprofits of ALL sizes need to be concerned about diversity within their organizations.
Posted 2 years ago # -
How does affirmative action play in to this situation? I feel that many organizations state-wide feel pressed to not explicitly state that they are looking for people of color/women, etc. to create a more balanced workforce. How does an organization "look" to hire more diverse applicants in this climate? This includes age as well. I think that there is a 40+ protected class and that has been a difficult discussion.
Posted 2 years ago # -
Terawoz, you are correct about the culture. There may be formal and informal training needs to be done. A successful and fun way we have done the informal sensitivity training is through pot luck lunches.
Posted 2 years ago # -
@Rosetta- I agree I was just wondering if we were talking about diversity in the sector or diversity within the organizaitons in the sector. Reading more of the post I am sure we are all speaking of diversity within the organizaions in the sector.
Posted 2 years ago #