Nonprofits talk a good diversity, equity and inclusion game, but their actions speak more softly. People of color or sexual orientations other than heteronormative continue to lag in their representation and advancement within nonprofits, according to a new study from the Building Movement Project. a leadership diversity organization based in New York City.
The Building Movement Project (BMP) today released a new report, Race to Lead: Women of Color in the Nonprofit Sector, which examines the impact of both race and gender on the career advancement and experiences of women of color working in the nonprofit sector.
Studies show the percentage of people of color in executive director/CEO roles has remained under 20% for the last 15 years, even as the country and the people nonprofits serve have become more and more diverse.
Earlier this year, NPQ reported on a study by the Pittsburgh-based Bayer Center for Nonprofit Management at Robert Morris University. The study, titled What Now: How will the impending retirement of nonprofit leaders change the sector?, examined succession challenges for the nonprofit sector in a community where the average executive director age is 57.
To say now is an interesting time for women would be an understatement. The events and movements of the past few years have sparked joy and pride just as much as they have sparked anger and disappointment.
Last month, Building Movement Project released a new report, Race to Lead Revisited: Obstacles and Opportunities in Addressing the Nonprofit Racial Leadership Gap. We recently interviewed Frances Kunreuther and Sean Thomas-Breitfeld, both co-directors of the Building Movement Project, about the latest report and dug into some nuanced questions about it. Race to Lead Revisited provides a fresh data set that builds on their breakthrough publication Race to Lead, which initially revealed a racial leadership gap that points to systemic biases and barriers in 2016. The latest report offers further recommendations about how the nonprofit sector broadly and the organizations within it can advance their work to make more significant progress towards racial equity.
Over nearly two decades, Peggy Outon has studied the pay gap narrowing between male and female nonprofit executives in the Pittsburgh region. In 2010, for instance, women made 75 cents for every dollar men made. By 2019, that shifted to 82 cents.
Many of New York City’s community development corporations are still run today by founding staff who have grown their organizations into large, complex ventures, spanning affordable housing development, service provision, and advocacy.
Women of color face systemic obstacles to their advancement over and above the barriers faced by white women and men of color, according to a new report by the Building Movement Project.
The Nonprofits, Leadership, and Race Survey – the basis for the Race to Lead reports – was developed to learn more about why so few people of color head nonprofit organizations. The findings were clear and powerful.