DIVERSITY AND INCLUSION IN CORPORATE SOCIAL ENGAGEMENT ACCELERATE COMMUNITY
COMPANY SPOTLIGHT /”GOOD PRACTICES” (NEW YORK LIFE)
Small Group Sharing • What are some of the things you have heard that can be helpful to your company? • What do you want to learn more about? • What question(s) do you still have?
LEADERSHIP/INCLUSIVE LEADERSHIP
The Four Leadership Behaviors Linked to Inclusion Humility Admitting mistakes. Empowerment Learning from criticism and Enabling direct reports different points of view. to develop and excel. Acknowledging and seeking contributions of others to overcome one’s limitations. Courage Accountability Putting personal interests aside to achieve what Demonstrating needs to be done. Acting confidence in direct on convictions and reports by holding them principles even when it responsible for requires personal performance they can risk-taking. control. Countries surveyed: Australia, China, Germany, Mexico, and the United States. Source: www.catalyst.org/knowledge/inclusive-leadership-view-six-countries
Leadership • How would you describe the leadership support in your company? • What could be done differently?
EXTERNAL LENS: EDDIE TORRES, GRANTMAKERS IN THE ARTS
CECP February 21, 2019
@NYCulture | #CultureForAll
@NYCulture | #CultureForAll
Survey Findings: Seniority SURVEY FINDINGS: SENIORITY
Budget totals and percentage white non-Hispanic As organizations grow in budget size, they become decreasingly diverse.
GIA IA: Racia ial Equit ity in in Arts Phil ilanthropy • Equity, Diversity and Inclusion are three different things 15
GIA IA: Racia ial Equit ity in in Arts Phil ilanthropy Diversity • Focus is on variety • The point of intervention is the individual • The methodology is often human resources, hiring • These practices maintain inequitable structures, while helping some individuals • These practices can lead to tokenism 16
GIA IA: Racia ial Equit ity in in Arts Phil ilanthropy Inclusion • Listening and including diverse voices in decision- making processes • Management and governance • Like diversity, leaves racialized structures intact • Can lead to minor-scale power and agency for individuals • Not designed for major-scale power and agency for peoples or communities 17
GIA IA: Racia ial Equit ity in in Arts Phil ilanthropy Equity • The focus is on resources and power for communities (as defined by geography or identity or both) • Requires systemic changes that redress historic subjugation to create and increase self- determination by those affected 18
GIA IA: Racia ial Equit ity in in Arts Phil ilanthropy Philanthropic Racial Equity: • Racial equity in philanthropy is the investment of social and financial resources in policies, practices, and actions that produce equitable access, power, and outcomes for African, Latinx, Arab, Asian, Native-American (ALAANA) communities/communities of color. 19
GIA IA: Racia ial Equit ity in in Arts Phil ilanthropy Social Impact of the Arts study • The presence of cultural assets, such as arts organizations, artists, art participants, is positively correlated with improved outcomes in: • Health • Education • Safety • This correlation was higher in low-income communities/communities of color 20
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GIA IA: Racia ial Equit ity in in Arts Phil ilanthropy Arts Funding in the Context of Race • Arts foundations and nonprofit leaders are increasingly aware of diversity, equity and inclusion issues in the nonprofit sector. • Despite this, 2% of all cultural institutions receive nearly 60% of foundation giving in the arts, up 5% from a decade ago. • In a country where 33% of residents are people of color, just 4% of cultural philanthropy goes to organizations of color. * Source: “Not Just Money: Equity Issues in Arts Philanthropy”, Helicon Collaborative, 2017
GIA IA: Racia ial Equit ity in in Arts Phil ilanthropy Arts Funding in the Context of Race • The largest predominantly white nonprofit theatre companies in America have budgets between $50- $60 million. • The largest predominantly African-American theatre company has a budget of $3.5 million. • Largest predominantly Latino company: $2.5 million. 23
GIA IA: Racia ial Equit ity in in Arts Phil ilanthropy Root Causes • We have copied the practices of high-net-worth individual donors. • Leverage favors organizations who have wealthy individuals in their networks. • This rewarded institutions in their moneyed networks, instead of organizations in low-income communities. • This practice remains enshrined in giving practices of foundations and government agencies. 24
Arts poli licy shapes racia ial outcomes: Ford Foundation National Endowment Expansion Arts for the Arts
GIA IA: Racia ial Equit ity in in Arts Phil ilanthropy Race in Arts & Culture Codes Code Plain English Possible Responses I'm concerned that the work is not I'm concerned about the quality Western Euopean, European- Different cultures have different standards of quality. We could ask of the work. American, white. members of that culture whether it's quality work. Calling European American or white organizations and art, "mainstream" Western Euopean, European- implies that European Americans or whites are the norm against which American, white other cultures should be compared. What if we just call them Western Mainstream artist/organization. artist/organization. Euopean, European-American, white? Calling European American or white audiences, "mainstream" implies that European Americans or whites are the norm against which other cultures A general/mainstream should be compared. What if we just call them Western Euopean, audience. A majority white audience. European-American, white? Culturally-specific Organization of color, artists of All cultures are specific, including Western Europe, and Western European- organization/artist. color. American. Organizations of color are being explicit about their cultures. 26
GIA IA: Racia ial Equit ity in in Arts Phil ilanthropy Str Strategies for or In Intervention – Bon onfils-Stan anton Fou oundation 27
GIA IA: Racia ial Equit ity in in Arts Phil ilanthropy Strategies for Intervention – Bonfils-Stanton Foundation • Broadened their pool of nominators - entirely opened up the nominating process • Rotated the selection panel members and ensured a higher proportion of poc individuals on the selection panel • Have become more embracing of leaders of smaller organizations 28
GIA IA: Racia ial Equit ity in in Arts Phil ilanthropy Strategies for Intervention – Bonfils-Stanton Foundation • POC grantees in their leadership-development program have gone from 20% to an average of 50% over past 5 years • Over the past 5 years the percentage of Bonfils- Stanton’s dollars going to organizations of color from 2.4% to 13.1% • Bonfils- Stanton’s Board of Trustees has gone from never having a POC individual on the board to now having 3 out of 9 board members 29
GIA IA: Racia ial Equit ity in in Arts Phil ilanthropy Advice from Bonfils-Stanton Foundation: • Take a broad view of organizations • Try to build strong, honest relationship with grantees • Give multi-year general operating support • Provide risk capital to support both artistic risk and administrative/operating risks 30
GIA IA: : Racial Equity in in Arts Philanthropy Strategies for Intervention – Andrew W. Mellon Foundation & National Performance Network’s Leveraging a Network for Equity (LANE) 31
GIA IA: Racia ial Equit ity in in Arts Phil ilanthropy Strategies for Intervention – Andrew W. Mellon Foundation & National Performance Network’s Leveraging a Network for Equity (LANE) • Focuses on organizations of color, and geographically isolated and/or small- to mid-sized community groups • A mix of convening, consultancy , and financial capital to remediate years of divestment • Phase 1 (2015 – 16) involved diagnostics, education, and planning • Phases 2 and 3 (2016 – 24) engage cohorts of 6 organizations each in a process of convening together and designing individual road maps for sustainability 32
GIA IA: Racia ial Equit ity in in Arts Phil ilanthropy Strategies for Intervention – Andrew W. Mellon Foundation & National Performance Network’s Leveraging a Network for Equity (LANE) Each organizational participant receives: • up to $100,000 in recovery capital • up to $500,000 in change/risk capital • ongoing and in-person convenings with peers • a customized plan outlining potential shifts in their business model and infrastructure • continued professional development and consulting • general operating funds 33
GIA IA: Racia ial Equit ity in in Arts Phil ilanthropy Strategies for Intervention – Andrew W. Mellon Foundation & National Performance Network’s Leveraging a Network for Equity (LANE) By 2024, NPN’s intent, through LANE, is: • To infuse 24 of the most vulnerable members of its network with up to $15M in total capital • To develop new business models that can adapt to changing landscapes • To ensure cultural diversity within the network and growing leadership in the field. 34
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