BUILDING FOR JUSTICE: STRATEGIC THINKING IN A LONG-TERM CRISIS
We have heard the resounding historic theme that, in moments of crisis, communities of color and other marginalized communities suffer first, and often hardest. The threats to our livelihood and justice can appear insurmountable. Yet, from the history of our ancestors, and all those who walked these roads before us, we know survival and hope are open to us. In the search for that path, we have co-created a new tool, Strategic Thinking in a Long Term Crisis: One Approach.
POSTS FROM THE TZEDEK SOCIAL JUSTICE FUND
Last year, published a piece entitled White Women Doing White Supremacy in Nonprofit Culture. We’re continuing the series with additional posts from the staff of the Tzedek Social Justice Fund (formerly the Amy Mandel and Katina Rodis Fund). As a part of a larger process of organizational reflection and analysis building, the staff and the founder-funder shared reflections about what they learned in the process of analyzing power, white supremacy, oppression, alongside liberation. Marsha Davis shares her perspective on being a woman of color in philanthropy and in an organization exploring what white supremacy culture means for its staff and its work in the community. Lindsay Majer explores the power of going inward and culture building. Amy Mandel shares what it looks like to be in right relationship with power as a person with wealth and as a founder-funder of a family foundation.
REIMAGINING COMPENSATION DECISIONS THROUGH AN EQUITY PANEL
How can an organization build equity in its compensation process through distributed leadership? This piece will share how CompassPoint empowered a peer-led group to provide review and oversight to a compensation process that was designed to build more equity into our system.
ON ORGANIZATIONAL TRAUMA
“Do you want to be right, or do you want to be free?” –Many, many people. Recently: Chris Guilllebeau.
Today, I am focusing on the murkier areas of our work where we may have a strategic disagreement or a tactical difference that we are fighting over.
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.
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 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).