A new study released yesterday by the Racial Diversity Collaborative and the Urban Institute points out that 92 percent of national nonprofits headquartered in Washington, DC are led by white executive directors.
Shocking? Probably not.
Newsworthy? Absolutely.
A related Baltimore Sun story declares as a matter of fact: “Minority leadership lagging at nonprofits.” This fact is of course well-known within the nonprofit sector and has been for quite some time. Now, it’s just becoming even more well-documented with similar studies in New York and California published recently as well.
In a time when the face of America is rapidly changing, the face of nonprofit leadership on the whole is certainly not changing at the same pace. For a sector that is known for serving, and in many cases, “empowering” racially diverse communities, we have not made much progress when it comes to seeking out leaders that actually look like those in the communities we serve.
Even though we know that in this country, the minority is fast becoming the majority. As the New York Times has reported: “The census calculates that by 2042, Americans who identify themselves as Hispanic, black, Asian, American Indian, Native Hawaiian and Pacific Islander will together outnumber non-Hispanic whites.” Despite this trend, 82 percent of all nonprofits are led by whites.
Yet with all of the lip service being paid to racial diversity in the last few years (some longtime nonprofit leaders might say decades), you would think we’d have gotten a lot further than we have. Which kind of makes you wonder, do nonprofits still care about having inclusive leadership?
While it’s encouraging to see how many nonprofit diversity studies have been commissioned in the last few years, it does beg a familiar set of questions.
When, if ever, will nonprofits quit paying lip service to racial diversity and actually do something about it? When will organizations make it a priority to ensure that their leadership reflects the racial diversity of the people they serve?
It’s 2010. By now, we know it’s a problem and we know it’s important for organizational effectiveness. By now, we’ve had more than enough time to think about it, study it, and hire consultants to tell us how to do it.
Now is the time for the nonprofit sector to either put up or shut up about diversity already. Because if these numbers don’t start getting any better, it’s fair to assume that we really just don’t care.
23 Responses to It’s Time to Either Put Up or Shut Up About Diversity
joebrown - April 1, 2010 at 6:17 pm
Provocative post, Rosetta. As I read it, I couldn’t help but wonder how the national, DC, NY, and CA stats you provide compare to the demographic breakdown of leaders of for-profit concerns in those same geographies. (The 9/09 Chronicle article does provide a comparison to Fortune 400, but reflective of only black, not all non-white, leaders and obviously among a very small minority of for-profit organizations.) The data geek in me would love to see demographic breakdowns of nonprofit leadership, for-profit leadership, nonprofit workforce, and for-profit workforce, to gain insight into just how far behind (or ahead) of the curve the nonprofit sector truly is in this regard.
Rosetta Thurman - April 1, 2010 at 9:59 pm
Joe, I really don’t think it’s always useful to compare nonprofits to the for-profit sector. The point I’m making about nonprofit leadership lagging in racial diversity is in comparison to the racial makeup of the actual population in our country and in our communities. We need to do better – regardless of what the for-profit sector is doing.
leest - April 2, 2010 at 2:45 pm
The most important factor her is not filling quotas, it is who is the best qualified regardless of race, sex, etc. The non profit world is also well known for being politically correct and hiring someone not because they are the best qualified but because they meet a board sense of being politically correct so they can brag about it. So what if 92% of the positions in DC are run by whites, were there other choices with equal qalifications? One would hope so, but……
dbroussard27 - April 2, 2010 at 2:52 pm
Hmmm. Well, what’s the education/experience level of the non-whites? For years, minorities have had much higher drop out rates than whites (http://nces.ed.gov/FastFacts/display.asp?id=16). Also, there is no accounting for cultural differences and how those impact employment choices. What if no black or hispanic people want to lead non-profits?But, overall, I would say that the lack of diversity in non-profit leadership is really the by-product of years of segregation which led to an educational deficit. Simply put, the white population in America has had the best society has to offer, no barriers to the work force, educational opportunities, etc.. The non-white population has been slammed with all kinds of barriers, discrimination, etc. that has hurt communities and has only recently been able to come out of that. But, the effects linger. What would be more meaningful is to do a study on the number of qualified people in the U.S. within each ethnic group and then compare those numbers with non-profit leadership ethnicities. That will show a willful neglect of minority populations and non-profits will actually be able to answer the call to “do better.”
emmajean23 - April 2, 2010 at 3:04 pm
I think it does matter who is leading in the for-profit sector, as well. Many board leaders – and top nonprofit staff – are pulled from the for-profit sector. On our board, we are looking for board members to fill a number of different “quotas” – not just race-related. We want a CPA, a lawyer, investment folks, decision-makers at corporations, an HR expert, a banker, etc. Until these professions start to look more diverse – our boards will continue to choose expertise in a chosen field over a less-qualified candidate, even if they don’t “look like” those we serve. You can’t pluck leaders out of thin air – and with board recruiting what it is at many organizations – no one is going out of their way to get new members, anyway – it’s more about who comes to the organization and raises their hand to take on a leadership role.Can and should we do more to develop leadership among more diverse populations? Is that our role as a sector? Perhaps. But, it’s also incumbent upon the “diverse” among us to become the leaders that nonprofits need and to put ourselves out there as a candidate.
specialprojects - April 2, 2010 at 3:13 pm
emmajean23, You make a couple of excellent points as it relates to board members. No person of color I know wants to be the “black”, “brown”, “red”, or “yellow” person on a board. I do think, however, that you miss an imporant point about developing nonprofit leaders. It’s not just who comes into the organization and raises their hand to take on leadership opportunities. Before that happens, you have to GET into the organization. Seven years ago, I became the first senior leader of color in the nearly 100 year history of my organzation. It’s well run and well respected, but the sphere of people other key staff met with didn’t put them into contact with people of color in a peer-to-peer role. We all know the world, and who it looks like, is changing. It’s important that ALL leaders, not just those of color, look for ways to expand their professional relationships so they can meet more qualified individuals of all races.
allegheny - April 2, 2010 at 3:16 pm
Sounds like you’re saying that they actually WILL be lead by the minority if the trend continues and whites are the new minority. Is that your point?
leest - April 2, 2010 at 3:24 pm
Good comments by emmajean23. A few years ago I was asked by a board to help recruit a Hispanic member for their board, but they only wanted one, just as they had one African American, one Asian already on the board. Having one of each to them meant they were diversified. The comments I got from those I approached to be on the board were basically “I cant represent the entire Hispanic community.” And, it has been easy for a couple of boards I worked with to say that it was so hard to find a minority but they were trying—not very hard though.
lewi0116 - April 2, 2010 at 3:29 pm
Thank you Ms. Rosetta Thurman!!! I too I’m tired of all this “talk,” very little action and no results!!!!
papamalo - April 2, 2010 at 3:31 pm
Precisely.For decades the white Liberal “nonprofit” Left, especially in my hometowns of Oakland and berkeley, have chose the appearance of “inclusion” to the reality of it.The reality of it, would rob them, of the theater-like, self congratulatory, dogmatic stranglehold, that the so called “left” (I say this with contempt, because they are neither left, no “progressive) is so fond of vanguarding. In other words, not only are many non-profits incredibly profitable, but also, the are often far more about liberal theatrics then they are actual hands-on progressive activism.It has all but ruined the credibility of these organizations among working class people of color, and also given rise to some of the glamor-fashion statement ethic in progressive politics.Real is as real does.Piero Amadeo Infante
aokolue - April 2, 2010 at 3:38 pm
I’ve been grapling with lack of diversity in the nonprofit sector since I merged on the scene, especially as a black woman. I transitioned from the corporate sector to the nonproift sector about 3 years ago. Before coming into the nonprofit sector, I assumed that the sector would be diverse beyond measure. This thinking stemmed from the fact that most nonprofits service communities of color, and so I assume that they would want their staff to somewhat reflect their base. I was sadly mistaken. This is not just an issue in nonprofit leadership, at least in Minnesota, it’s an issue with overall make-up of the sector. I’m dealing with the same diversity/inclusion issues that I faced while in the corporate sector, but what makes it even more discouraging is that there isn’t a widespread intiative or force for diversity recruiting and inclusion. When I voice these concerns, I’m looked at like it’s on me to make diversity happen, or I’m asked to be the supplier of all candidates diverse. Really? And that’s just on a recruiting front. We are not even talking about inclusion. I can go another 4 paragraphs on that.I see less people who look like me now, then when I was at the corporate sector. The comforts and supports that came with that is now gone. Morever, I find it very troubling when these diverse communities receive empowerment or assistance it’s always by a hand of someone white. What are we communicating here? What is the message? How is this internalized by these communities of color, especially the young ones. This is problematic.I’m launching a nonprofit transition group (as part of YNPN-TC)in Minnesota that will not only support nonprofit profesionals in-transition, but also business professionals in-transition who are interested in a career in the sector. Through this, I hope to pull-in more diverse talent. We shall see.
aokolue - April 2, 2010 at 4:42 pm
After reading some of the comments here, I see why there is a lack of diversity in the sector. This whole blame the lack of diversity on the lack of qualified diverse candidates is absolute NONSENSE. What efforts are you making to reachout to this audience? When you’re looking for someone with legal background, you know where to go. When you’re looking for someone with an accounting background, you know where to go. Why all the sudden the lack of direction when looking for a diverse professional? Think about your real (sincere) efforts before you come to irrational terms that the issue is the lack of talented diverse candidates. I mean it just has to be, right, because you can’t find anyone? Leave that thought for the birds to peck on because I’m not feeding on it over here.
gliwski - April 3, 2010 at 11:02 am
Dear Rosetta,Demanding that leadership “look like the people they serve” is one of the most obnoxious and falsely entitled claims I have seen in a long time. If we use your own idea we should never have a non-white leading our country???…..RIDICULOUS!!When I read your inflamatory and poorly unveiled accusation of racial discrimination at the hands of white ‘uncaring’ nonprofit leaders I did not find a single paragraph exulting the available experience, knowledge, dedication and skill of the minorities you so fervently try to promote.As it turns out, boards of non-profits and foundations across the country are populated by donnors and supporters, NOT recipients. The initial price of entry to the board of a non-profits is contributions and a clear ability to help the non profit in its efforts to provide to its intended recipients, NOT the color of their skin. Minority leaders in this country have and continue to spent far too much time, resources and efforts perpetuating the needy status for the community and segments of society they represent when they could and should have encouraged their people to excel and produce. Do you want change? Then expose the hypocrisy and lack of qualification that runs rampant among the minority leaders that have done such a lousy service for their own people. Until then, try to show some appreciation for the people who continue to lead and help regardless of the color of their skin.
Rosetta Thurman - April 3, 2010 at 11:48 am
@gliwski: I’m not sure why you think that I (or anyone else) should have to PROVE that leaders of color are qualified to do the work of social change. You said:
“I did not find a single paragraph exulting the available experience, knowledge, dedication and skill of the minorities you so fervently try to promote.”
Are you implying that only whites have the skill to lead nonprofits? I hope not, because that would be more obnoxious and entitled than anything I’ve even alluded to in this piece.
urbanshaker - April 3, 2010 at 7:59 pm
Rosetta Thurman is absolutely right. She has clearly stated the case in the non-profit sector and that must be recognized for what it is, apart from for-profit, educational or any other factors.John MorningNew York City
ms_hgrits - April 5, 2010 at 10:04 am
Ms. Thurman – thanks for the article that has sparked this discussion.@aokolueI am very interested in your nonprofit transition group, and the possibility of a chapter in Virginia. Please contact me at nthomas@camfound.org or najmah_thomas@verizon.net if you are interested in further discussion. Have a great day!
wjfreeman - April 6, 2010 at 1:14 pm
When the author discussed an absence of minorities in top leadership positions, she conveniently leaves out members of the gay, lesbian, bisexual and transgender (GLBT) community. That fact of the matter is that the overwhelming majority of nonprofits, as with for-profits, are run by heterosexual men and women – whether white or minority. Further, it is a rarity where an out GLBT person is selected for the leadership position of a nonprofit. And for GLBT professionals who aspire for leadership positions, the message is loud and clear — stay quite and hidden or get out. I recommend that the author recalibrate her judgement and realize that by her silence, GLBT individuals aren’t even on her “indignation scale.”
jayfrost - April 6, 2010 at 1:37 pm
You’ve powerfully stated the problem but not the risks of inaction. Without understanding that there is a substantial danger to keeping things as they are, organizations are unlikely to change their leadership structure or hiring practices because it is morally just. Fortunately, I think there is a strong business case to be made for taking immediate steps to transform NPOs so that they will more closely resemble the world of today and it starts with diversifying the donor constituency. I’ve posted a blog entry in response to yours here: http://ow.ly/1vdlA
lindsayn - April 6, 2010 at 5:29 pm
@wjfreeman: my sentiments exactly.
ardie - April 8, 2010 at 12:29 pm
Thanks Rosetta for your great post. Somehow, in dealing with diversity, we have lost sight of one of the most basic general principles in business: It’s not what you know, it’s who you know. White run nonprofits, even the ones that push for diversity, often fail at their attempts to racially diversify because their business networks overlap and mirror their white social networks.Maybe it’s sounds like I am just saying, “Why can’t we be friends?” However, white leaders who are truly serious about diversity may need to seek out networking environments where they are in the minority and must leave their comfort zone. These experiences can be humbling, and most leaders will avoid feeling less powerful. Genuine friendship and trust is not built overnight, and it will be costly to these leaders if they think they have better things to do.However, what the changing demographics ultimately reveal is that diversity not just “nice”, but a “necessity.” Diversity is not just an enhancement to your work, but about future sustainability. The business world already knows this reality to some degree. It know it can’t afford to miss the profitability of entire markets. It’s time for nonprofits to get the picture, the whole and diverse perspective it needs to survive.
sojodev - April 8, 2010 at 3:05 pm
Want to know where to look for highly qualified candidates? Look no further than Historically Black Colleges and Universities. Recruit there for staff and interns.
truth2power - April 13, 2010 at 12:21 pm
I have to say, I am actually surprised in a positive way by the overall statistic of 82% (wait: don’t yell at me yet; hear me out). This is not to say that we as a nation cannot be or should not be doing much better in this regard, but I would have expected the nationwide number to be more like 92%. While I think it’s appalling that such a racially diverse city as Washington has this dismal statistic, overall, 82% white is not as far off from the overall white population demographic (66%) as I would have expected. Only a 16% variance? I wonder where it was 10 years ago, but I would guess it was far greater than 16%. Perhaps in another 10 years, the variance will be even smaller (single digits? Hopefully…). Of course, Rosetta is correct that this won’t just happen on its own: we need to work at it…and hard!Of course, this begs the question…exactly what can I, as a middle-management fundraiser at a nonprofit, actually DO to help continue the nonprofit sector as a whole along the right path? I have no input in the hiring of a CEO for my or any other organization. I have very little input in the hiring of staff of any kind at my organization. I encourage diversity in the programming with which I am directly (and even indirectly) involved…but I have no illusions that this will somehow result in the hiring of a minority CEO somewhere down the line. I am happy to say that my organization has, in the past, had African-American executive leadership.
moneyandrisk - April 13, 2010 at 3:18 pm
Everyone has brought up valid points. The question about racial diversity is a complex one because there are so many factors that comes into play. This is specific to board makeup which is also predominantly white. Here’s my perspective as a minority board member who have served with multiple organizations over the past 30 years. 1) Board members seek out peers in their network. It’s human nature to be lazy. If their network is not racial diversed, they won’t run into minorities. Keep in mind that active board members are busy because they run their own business or work long hours and not likely to spend hours just to develop specific relationships for a possible opening. I am guilty of the same.2) Some board positions requires a high give or get policy. I have been on boards where the minimum per year is $100,000. This is a deterrence to a lot of people. I don’t have any issue with it because it discourages resume builders.3) Some non profit boards tend to be inclusive and cliquish. My term were not renewed when my opinions goes counter to the status quo or accountability is brought up. I don’t have a problem with this either since staying on a board that refuses to address problems is a personal liability for me. All except one of those non profits no longer exist. 4) It is a two way street. Minorities leaders need to step up and reach out to organizations that provides missions they care deeply about. In the beginning, I had to outreach to specific organizations and asked about their board requirements. We interviewed each other to make a determination about fit before I committed to any boards. People were very open if they need what I can bring to the table. I now get a lot of requests but I do not accept them because I will only commit to 3 non profits at a time.5) We get a lot of resume builders requesting to be on boards. This is a major pet peeve for me but non profits put up with this and facilitate it.6) It is offensive to me as a minority to have any organization set quotas for racial diversity. If a minority is under-represented, then the same minority group who is complaining about it need to step up and present qualified candidates who really want to serve. Non profits need advocates who are passionate about the causes, not people applying for a political or personal agenda. Helping people is our main focus. If there are qualified people who are being ignored because of their race, then that is definitely an issue that needs to be addressed. I have not seen that yet in my specific non profit experience. This might be because my niche focus is very narrow. 7) A lot of the active minorities I know spend their non profit time on networking groups. I have personally tried to encourage friends to help but have been unsuccessful unless it is a very large cause like American Cancer Society that provides a lot of networking opportunities. 8) I have personally conducted 4 executive director searches over the years. We were racially blind to all candidates. We interviewed a lot of people via phone for the first 3 rounds. Based on the pool of applicants, our most qualified candidate each time had happened to be white. I am the first person to jump for joy when we get a minority but I will not compromise on qualifications just to make quotas. This is a disservice to the people we serve.