<span style="font-weight: 400;">Since 2019, the share of respondents who say they are </span><i><span style="font-weight: 400;">definitely</span></i><span style="font-weight: 400;"> or </span><i><span style="font-weight: 400;">probably not </span></i><span style="font-weight: 400;">interested in becoming an executive director or CEO has increased considerably.</span>

<span style="font-weight: 400;">All respondents, but especially BIPOC survey takers, who </span><i><span style="font-weight: 400;">often</span></i><span style="font-weight: 400;"> or </span><i><span style="font-weight: 400;">always</span></i><span style="font-weight: 400;"> experienced challenges in their roles were more likely to aspire to leadership than those who </span><i><span style="font-weight: 400;">rarely</span></i><span style="font-weight: 400;"> or </span><i><span style="font-weight: 400;">never</span></i><span style="font-weight: 400;"> experienced the same challenges, indicating a desire to create change from the top leadership role.</span>

<span style="font-weight: 400;">BIPOC staff with white executive directors were more likely to aspire to leadership than BIPOC staff with BIPOC executive directors. In contrast, the race of the executive director did not have an impact on white staffs’ desire to lead.</span>