On October 18th I had the honor of moderating a panel of inspiring local leaders to digest and translate the striking findings from the Building Movement Project’s Race to Lead report.
A few weeks ago, the Building Movement Project released this critical report, Race to Lead: Confronting the Nonprofit Racial Leadership Gap, which has profound implications for our sector. If you haven’t read it, I highly suggest you do.
Building Movement Project’s just-released leadership report, “Race to Lead: Confronting the Racial Leadership Gap,” which you can download here, highlights what many of us know: The nonprofit sector is experiencing a racial leadership gap.
For many years, the nonprofit sector’s strategy for diversifying the leadership of our organizations has been guided – or more accurately mis-guided – by assumptions about people of color.
By virtually every measure – including number of registered organizations, total employment, and overall social and economic impact – the nation’s nonprofit sector continues to grow in size and influence.
The Building Movement Project’s second report from its latest Nonprofits, Leadership, and Race Survey, “Working at the Intersections: LGBTQ Nonprofit Staff and the Racial Leadership Gap,” highlighting findings from lesbian, gay, bisexual, transgender, and queer (LGBTQ) respondents, found significant anti-LGBTQ bias in the nonprofit sector.
We recently caught up with Building Movement Project’s Co-Director Frances Kunreuther to talk about their latest report, California’s Race to Lead: The Nonprofit Racial Leadership Gap in the Golden State.
She’s experienced both the “superpower of invisibility” & the “superpower of being deeply connected to those who are marginalized.”
For the Girl Scouts of Southeastern Michigan, diversity, equity and inclusion are more than just words. In January, GSSEM made an intentional decision to hire its first Chief Diversity, Equity and Inclusion Officer, making it the first Girl Scout Council in Michigan and one of only a handful throughout the United States to do what numerous colleges and universities and businesses have already done.
So why are POC leaders leaving their ED jobs, and what can we do about it? There are several reasons, and it is important for us to understand them. There has been some important research done on this topic.