Woke @ Work

WHITE WOMEN DOING WHITE SUPREMACY IN NONPROFIT CULTURE

Since the violent Charlottesville protests, images of white nationalists are a daily part of our media landscape, but these pictures are dominated by the faces of white men, who unapologetically display their violence, rage, contempt. But white supremacy culture is gendered. White women do white supremacy…differently. White supremacy and patriarchal gender norms converge to create a toxic slurry of behaviors that impact what white women’s racism looks like. Oftentimes, the racism white women perpetuate is less visible, but it is dangerous to think that it is less pernicious.

EQUITABLE PERFORMANCE METRICS ANY ORGANIZATION CAN MEASURE NOW

By 2044, people of color will be a majority of the population in America. As we move toward this reality, broad opportunities exist for organizations to address the enormous inequities that people of color face in health, wealth, employment opportunities, and more.

CENTERING LATIN/O/X VOICES IN EVALUATION PRACTICE

Centering the voices of Latina/o/x community members in evaluation practice means developing evaluation frameworks, plans, tools, and products in partnership with the people who are most affected by the programs or issues at the evaluation’s focus. Critical to the process is recognizing that the Latina/o/x community represents a diversity of histories, cultures, languages and dialects, and traditions.

WE CAN’T WORK TOWARDS RACIAL JUSTICE AND EQUITY WITHOUT WORKING ON RELATIONSHIPS

Check out our third [email protected] guest blog from CompassPoint Project Director Kad Smith. The blog describes how changing organizational culture in service of equity can’t be an abstract idea, and must be rooted in relationships and community.  His blog is the third installment in a CompassPoint series on their journey to center racial justice, equity, and a vision for leadership in service of liberation.

PAY YOUR INTERNS: 3 THINGS YOU CAN DO TO ENSURE INTERNSHIPS BUILD RACE EQUITY IN NONPROFITS

For many aspiring professionals of color, unpaid internships and low-paying apprenticeships are one of the few ways they can enter the nonprofit workforce, but they simply are not financially viable. Moreover, their lived experience in communities is not fully valued by potential nonprofit employers. These conditions must change if we’re to build organizations that live out a Race Equity Culture and, ultimately, generate progress toward inclusion and race equity in the nonprofit workforce and society broadly. 

BUILDING HEALTHIER EQUITY PROJECTS

“At some point in moving through the cycles of Awake to Woke to Work on a project, I usually get hit with a bucket of ice. Let’s be real – sometimes it’s a dump truck of ice. It happens every time, and it’s a gift.” Quotable from Nicola Chin, Founder, Up With Community. Read our first guest blog below.

SO YOU WANT TO HIRE AN EQUITY CONSULTANT- PART 2

This is the second in a series of recommendations designed to help nonprofit and philanthropic organizations engage consultants to build a Race Equity Culture. You can read the first post in the series here.

SO YOU WANT TO HIRE AN EQUITY CONSULTANT- PART 1

Leaders find the process of hiring a race equity consultant to be fraught with challenges. So many organizations make critical missteps in the process that Fakequity wrote a blog about how not to screw it up. The increasing number of training and capacity building options available, the complexity of assessing organizational readiness, the question of when and with whom to begin the work: Individually and collectively, these issues can lead to months (sometimes years) of delays. This leads to a type of  “analysis paralysis” that practitioners recognize as a means of tactically avoiding beginning the work itself.

HOW TO LOSE/RETAIN DIVERSE LEADERS IN 365 DAYS 

Organizations have a feverish obsession with getting diverse talent in the door. In the past year, Guidestar and NonProfit Quarterly published pieces underscoring the importance of recruiting leaders of color to the non-profit sector, but little has been said about retaining leaders of color, and even less about why so many leaders of color leave. It turns out there’s a secret to losing diverse talent. It takes daily effort, but with consistency, incorporating these seven components within your organization will send leaders of color packing (depending on what you do or don’t).

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