Diversity, Equity and Inclusion (Board and Staff Diversity)
Diversity, Equity and Inclusion (Board and Staff Diversity)
By Lindsey Petasek- Grant Writer
A quick Google search of any number of nonprofits in this country will lead directly to an image of an adorable child of color with a link to donate to the cause. Conversely, when clicking on the staff and board page for that same nonprofit, most of the faces will be white. The math here is not mathing.
The numbers provided by The Chronicle of Philanthropy only further the confusion as they point out that:
85% of the board members of charitable organizations are white and
80% of nonprofits are white-led
Why is this a problem? When boards do not reflect the populations they serve, the distance between those most familiar with the issues the organization aims to address and those who have lived experiences closest to the problem becomes further and further. And for those who need the business case, homogenous boards lack the creativity, innovation, and impact that boards that are rich in diversity possess. Diverse boards mean diverse donors. And with more foundations, creating accountability measures within their application process, diversity within the board and staff increases the likelihood of funding from foundations.
So, where should nonprofits start? Before sending that text or email to a professional of color or asking them to provide the organization with a list of names of BIPOC community leaders, pump the brakes. Start internally.
Before inviting a person of color into the organization, it's essential to do an internal check-in and evaluate the space. It's time for the uncomfortable questions and some board or organizational reflection.
In Inclusiveness at Work: How to Build Inclusive Nonprofit Organizations, Katherine Pease suggests a few questions your board can ask itself:
Are people of color comfortable serving on the board?
Does the board consider issues relating to race and ethnicity when it sets policies and makes decisions for the organization?
What could the board do differently to become more inclusive and welcoming?
What could the board do differently to address the needs of communities of color?
Once these questions are discussed with answers and action items, it's time to create a plan that is more than simply diversifying the board. Define accountability measures to ensure that the work isn't just performative, but has tasks and objectives that are a part of a timeline. Finally, don't just put out a job description or add one person of color and think the work is done.
If no one applied, ask why not. Check the organization's reputation and be open to receive hard to hear answers. Based on feedback, make changes internally, be willing to rewrite HR policies, and/or train current staff. Research shows that board demographics need to be 30% BIPOC for people of color to participate authentically. Be willing to include diversity, equity, and inclusion in the bylaws to safeguard that this priority lasts in perpetuity rather than with the current board's term.
Once the internal work is complete, it's time to recruit. Board pipelines historically feed from the social circles and family trees of current board members. It's time to rewrite history. Build relationships with local universities, cultural organizations, and young professional organizations and be willing to invest time in this process. It is not enough to tap the same professional of color in town with all the initials after their name. Provide presentations or host tables at cultural events in the community, ask to be introduced to new people, and meet potential board members one-on-one.
Good intentions are no longer enough. It is time to change the faces around the table. Yes, diversity has a monetary ROI, but that should not be the focus. The priority is providing role models for the faces splashed on web pages and social media who look more like them. To amplify the voice, no one has ever asked to speak. And create a team capable of changing a community.
Many great ideas were inspired from reading: https://www.bridgespan.org/insights/library/boards/building-a-diverse-board and https://nonprofitquarterly.org/how-white-people-conquered-the-nonprofit-industry/