The Nonprofit Racial Leadership Gap in Massachusetts Presented by: - - PowerPoint PPT Presentation

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The Nonprofit Racial Leadership Gap in Massachusetts Presented by: - - PowerPoint PPT Presentation

Feb 22, 2024 202 likes •539 views

THE BURDEN OF BIAS IN THE BAY STATE: The Nonprofit Racial Leadership Gap in Massachusetts Presented by: Sean Thomas-Breitfeld and Frances Kunreuther Co-Directors, Building Movement Project About the Survey In 2016, the Building Movement

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THE BURDEN OF BIAS IN THE BAY STATE: The Nonprofit Racial Leadership Gap in Massachusetts

Presented by: Sean Thomas-Breitfeld and Frances Kunreuther Co-Directors, Building Movement Project

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About the Survey

In 2016, the Building Movement Project conducted a survey of nonprofit employees across the country. More than 4,000 people answered questions about their experiences of race and leadership in nonprofit settings. In 2019, BMP did the survey again. This time more than 5,000 nonprofit staff participated.

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The Report

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Download the report: www.racetolead.org/ma-2019 Help spread the word: bit.ly/R2L-MA

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Massachusetts Methodology

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More than

5,200

Respondents Nationwide

417 Nonprofit staff in Massachusetts

Boston Area Focus Groups

January 2020

  • Millennial/Generation Z People of Color
  • Millennial/Generation Z White People
  • Generation X/Baby Boomer People of Color
  • Generation X/Baby Boomer White People
  • EDs/CEOs People of Color
  • EDs/CEOs White People
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Who Took the Survey: Race/Ethnicity

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Immigrant Experience

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Gender and Race

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Generation

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Education/Generation

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Three Key Findings

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The Findings of the Original Race to Lead Report are Still Relevant Three Years Later There is a White Advantage in the Nonprofit Sector Diversity, Equity, and Inclusion Efforts are Widespread, and People are Uncertain about their Effectiveness

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  • 1. The Same Story

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Similar to the first Race to Lead report, people

  • f color and white respondents were similarly

qualified and motivated. The barriers to advancement that people of color faced were due to systemic biases.

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Leaderships Aspirations

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Race as a Barrier to Advancement

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What it Takes to Advance

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Respondent Networks

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Respondent Networks

I feel like people of color tend to have a lot of connections and a lot of people they know who can be there for them, but I do think we have smaller professional networks. I'll be talking to white people and they know so many people who have gotten them jobs and positions. My parents know nobody, you know?

“ ”

Millennials of Color Focus Group Participant

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Perceptions of the Racial Leadership Gap

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  • 2. The White Advantage

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.

❑ The racial makeup of people in positions of power in nonprofit

  • rganizations;

❑ How respondents experience their workplace based on the racial demographics of its leadership ❑ Income disparities based on race in both nonprofit

  • rganizational budgets and individually.
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National Data: Whiteness of Leadership

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Race and Organizational Leadership

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Workplace Experiences by Organizational Leadership

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Budgets by Organizational Leadership

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Focus Group Participant

What [funders] are doing is saying, 'Look, I'm going to give you $50,000 because … this is what we have and this is what you deserve.'

“ ”

Person of Color ED/CEO Focus Group Participant

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Respondents Financial Advancement

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  • 3. Diversity Equity and Inclusion (DEI)

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.

New questions related to DEI initiatives.

❑ Nationally, 74% of respondents work for organizations with DEI initiatives. ❑ In Massachusetts, 82% of respondents work for organizations with DEI initiatives

The impact of DEI initiatives is still unclear.

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Types of DEI Initiatives

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Types of DEI Initiatives

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Addressing Racial Equity in Nonprofits

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Moving Beyond Awareness

One of the things I'm finding for myself as a CEO is [I need to] talk to others who are going through [DEI work], who are on the journey as well. It would be great to talk in terms of: ‘What's worked? What are the challenges? What are your fears?

White ED/CEO Focus Group Participant

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A Heavy Lift for People of Color

I'm sitting here with all of these leaders of color talking about diversifying our boards and it ends up becoming the responsibility of the nonwhite people in

  • rganizations to diversify these white spaces. The

question that I think that we have to always put on the floor is, ‘Hey, white people, get your people.’ At a certain point, it's not just a responsibility of people of color.

Person of Color ED/CEO Focus Group Participant

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Pay attention to the experiences of people of color in the workplace. Set racial equity goals focused on making the organization’s leadership reflect the racial demographics of the population served. Ensure that organizational policies reflect the organizational commitment to equity. Act on those policies consistently. Be transparent about DEI progress in

  • rganization-wide annual reviews to both

guide course corrections and establish

  • ngoing goals.

Funders need to change their own practices to ensure groups led by people

  • f color get the resources they need to

grow and thrive.

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Opportunities for Change

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Thank You!

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Download the report: www.racetolead.org/ma-2019 Help spread the word: bit.ly/R2L-MA