Advancing Equity in Nonprofit Organizations

You serve the community. But does your organisation reflect it? This toolkit helps you align your board, programmes, and partnerships with real equity—not just good intentions. It explains how to: Conduct an organisational self-assessment → The toolkit offers reflection questions and checklists to evaluate how justice, equity, diversity, and inclusion (JEDI) show up in your policies, culture, and daily operations. Diversify decision-making spaces → It guides you on how to make your board and leadership teams more reflective of the communities you serve—not just demographically, but in lived experience and power-sharing. Center community voices in programme design → Includes tools to build programs with communities, not for them—through participatory design, community feedback loops, and inclusive engagement practices. Use data to uncover gaps—not just check boxes → Encourages disaggregation and meaningful interpretation of data to spot inequities in reach, access, and impact across gender, race, age, disability, and more. Embed JEDI into systems—not just events → The toolkit supports long-term planning, policy review, and embedding equity into HR, procurement, and budgeting—not just one-off trainings or statements. Start small—but start somewhere → It includes entry points for organizations with limited time, staff, or budget—so you can begin with what’s feasible and build from there. ♻️ Share if you care 🔔 Follow me #JEDI

As we enter Black History Month, we must continue to acknowledge that commitments are different than action. If we truly want to create equitable nonprofit organizations, we need not just talk about these issues, but turn them into strategic action, redesigning our organization so EVERYONE can be their authentic self and thrive. For many human services diversity, equity, inclusion, and belonging (DEIB) professionals and committee members, trying to learn everything about every employee can be overwhelming. It can also leave leaders frozen because they do not know where to start. One powerful approach is Targeted Universalism (TU), a methodology developed by the Othering & Belonging Institute at UC Berkeley. TU helps us design policies and programs that serve everyone by setting universal goals while tailoring strategies to meet the unique needs of different groups. It’s not about one-size-fits-all solutions or pitting groups against each other, instead it’s about co-creating structures where everyone belongs and thrives. TU shifts the focus from “closing gaps” to lifting everyone up. By acknowledging the diverse paths people take to reach shared goals, it builds broader support for equitable interventions and reduces backlash. For example, if your nonprofit aims to improve employee retention, TU would help you: Set a universal goal (e.g., 90% retention across all teams). Assess everyone’s experience with retention (e.g. employee surveys, listening sessions, and interviews) Identify disparities (e.g., retention rates for Black employees are 20% lower than the organization-wide average) Improve your organizational systems (e.g. Update your policies, reorganize roles and committees, and make key budget investments) Design targeted supports (e.g., mentorship programs, flexible scheduling, or culturally responsive leadership training) Engage audiences in co-creating solutions, ensuring everyone feels seen and valued This approach doesn’t just address inequities but also fosters belonging by centering shared aspirations and inclusive narratives. If you’ve created  your organizational goals and need help implementing TU, you can check out the New York Alliance for Inclusion and Innovation's DEIB Toolkit to: Assess your employees' experiences and research the disparities affecting certain groups.  Acknowledge and process the harm your organization may have caused, and understand the structures that impede true equity.  Activate the strengths of the employees most impacted and educate your team on culturally inclusive strategies.  Organize action plans and targeted strategies to reach your culture and belonging goals. Check out the Belonging Guide at the Othering & Belonging Institute and all the great DEIB toolkit resources on the Regional Centers for Workforce Transformation website. #BlackHistoryMonth #DEIB #TargetedUniversalism #NonprofitLeadership #EquityInAction

In the nonprofit world, DEI often faces an uphill battle—especially with tight budgets. But here’s the reality: effective DEI is essential, even when resources are limited. Nonprofits can’t afford to ignore this just because they’re doing “good work.” Too often, nonprofits are led by white leadership with boards that see their commitment to a cause as proof of their dedication to equity and inclusion. Yet, with leadership remaining homogenous and diversity concentrated in lower-wage roles, that commitment often falls short. The occasional appointment of a leader of color doesn’t change the fact that the organization is, at its core, still missing the mark on real diversity. And, more often than not, there’s no safe space for staff to challenge these inequities. Pushback against those who raise concerns can be even stronger in nonprofits because many leaders believe that simply being a part of a nonprofit means they are inherently “good.” But being “well-meaning” isn’t enough. Nonprofits need to make DEI a real priority, even with limited funds. Here’s how they can start making meaningful progress: 1. Make DEI Core: DEI must be a part of the mission, not a side project. Leaders need to confront uncomfortable truths, recognize where they fall short, and integrate DEI into every aspect of the organization. 2. Leverage Internal Talent: Form DEI committees with staff from all levels. But here’s the catch: the burden of this work shouldn’t fall on lesser-represented staff. Leadership must share power and show their commitment by actively participating, creating a level playing field where power is used to advance DEI efforts—not to silence them. 3. Be Transparent: Publish DEI goals, track progress, and share the outcomes with your team. Use data on diversity in staff, board members, and volunteers to set goals that are measurable and actionable. 4. Invest in Equity Training: Use affordable resources like webinars and workshops to move beyond just raising awareness. Equip your team with the skills to address inequities head-on and foster a culture that prioritizes equity. 5. Create Safe Spaces for Honest Conversations: Underrepresented staff need spaces where they can voice concerns without fear. Listening sessions, anonymous feedback options, and regular check-ins don’t require large budgets but can transform the organization’s culture. 6. Rethink Leadership Pathways: If your leadership pipeline looks the same as it did five years ago, it’s time for a change. Focus on programs that prepare diverse staff for leadership roles and ensure that your recruitment and promotion practices reflect a commitment to equity. Nonprofits don’t get a pass just because they’re doing “good work.” Real change happens when DEI becomes central to the mission, not just a nice-to-have. Stop relying on the comfort of being “well-meaning” and make DEI a strategic priority—even with a limited budget. #DEI #NonprofitLeadership #EquityMatters #DoTheWork #NonprofitSuccess

Speaker compensation was a biiiig topic of conversation at Transform this week so I thought I'd share my thoughts. First of all, this is a much bigger conversation than Transform. I'm not interesting in a takedown, so I'm sharing my thoughts as an inclusive events consultant about events and speaker compensation in general. When we talk about equity in events, compensation is a key place to align with values. It’s not just about whether speakers get paid, it’s about how decisions are made, who gets what, and how transparent and equitable that process is. My favorite model is: compensate, comp (tickets), and cover expenses. Not every event can do all three, but you can scale within that. Offer what you can and be honest about it. There are different approaches depending on budget size, and I totally understand that smaller events or nonprofits may not be able to afford big fees for all. But priorities matter. If you have the budget for a $100K keynote like George Clooney or a big musical performance from Josh Groban but aren’t compensating your panelists or workshop leaders, that’s a choice that reflects your event’s values. Here are some general principles I recommend: 〰️ Equity 〰️ Even if your event can’t afford full compensation, you can still design a model rooted in equity. Don’t offer some people honorariums and others nothing for the same types of engagements. Apply a consistent and equitable model. This could look like a flat package for all speakers, a needs-based option, or a transparent scaled model based on clear criteria. 〰️ Values-Based Prioritization 〰️ Budgets are values documents. If you center inclusion, build that into how you budget for speakers, vendors, and performers. That might mean scaling back the high-cost headliner to make room for more community-led sessions, underrepresented voices, or accessibility support. 〰️ Transparency 〰️ Be upfront about what’s being offered and how decisions are made. If you’re not able to pay everyone, say so and share how you made those decisions. People can engage in good faith if you’re transparent from the start. // At the end of the day, I think the biggest piece is accountability. If you’re on a journey, say so. Show us how you’re trying to improve. Speakers and attendees are looking for alignment between the message of an event and the reality behind the scenes. That’s why so many people are frustrated with Transform specifically. It positions itself as a progressive, modern conference focused on the future of work. When compensation practices don’t align with those values, it breaks trust. If you’re building a values-driven event, let your speaker compensation model reflect that future. I hope this is helpful to someone out there regardless of your event size. If you need more help, comment below or reach out, I offer consulting around this! And I’m curious, if you’re a speaker, what type of compensation do you expect?

In the nonprofit sector, we often aim to drive change but fail to examine how we approach our work. We use research methods, learning tools, and evaluation frameworks designed without interrogating the lens through which they were created. The result? We risk replicating the same oppressive structures we aim to dismantle. Imagine scrutinizing the lives of the people you serve through a lens clouded by bias, colonial perspectives, or unchecked privilege. How could we expect to see the full spectrum of their realitie, or co-create transformative change, if we haven't done the inner and interpersonal work needed to challenge those filters? Audre Lorde reminds us: “The quality of light by which we scrutinize our lives has direct bearing upon the product which we live, and upon the changes which we hope to bring about through those lives.” In our work, the "light" is the lens we bring to design, research, and learning. If that light isn't rooted in self-awareness, equity, and mutual learning, we risk perpetuating harm rather than fostering liberation. It's time to bring inner and interpersonal work into our nonprofit practice. This means: 1) Interrogating our assumptions: What informs the frameworks we use? Who shaped them, and whom do they serve? 2) Adopting anti-oppressive approaches: Centering participatory, trust-based methods that amplify the voices of those closest to the issues. 3) Redesigning for equity: Designing research and learning processes that not only measure impact but also reflect the lived experiences and aspirations of communities. When we reimagine the lens through which we work, we can co-create knowledge and solutions that foster true transformation. The first step is starting with ourselves. What do you think? How do you or your team bring self-awareness and equity into the way you design and measure change? Want to learn more about Design for Social Impact Lab work? Check out upcoming program, Research Design for Social Impact https://lnkd.in/gXp76ssF Tomorrow we'll share some of the amazing activists, researchers and community workers guest speakers who'll be facilitating sessions throughout January and February #nonprofits #design #socialjustice

While many organizations are focused on ending their equity initiatives, the recent Study on the Experiences of Black Executives in the public service should again highlight the critical importance of this work. Anything implemented in inequitable systems risks inherently benefiting some over others. For this reason every organizational initiative must have an anti-racist and equity review to account for disproportionate impact. This has been the law in Canada for decades and should serve as a wake-up call for those who relegate equity work as a "nice to have." The study should also compel all involved in investigating employees, both within departments and through interdepartmental commissions to collect disaggregated data and build safeguards within their processes to prevent employees from being unfairly targeted through the intended misuse of their processes. Lastly, organizations must also contend with the fact that their risk, evaluation and management accountability frameworks failed in identifying the tragic experiences outlined in the study. This points to a lack of anti-racist analysis applied in the development and implementation of numerous institutional processes which should all be urgently reviewed in light of the findings of the study.

Yesterday's EO to dismantle federal DEI programs and place staff on leave impacts not only the federal workforce but also the trajectory of DEI initiatives nationwide and globally, as the United States, rightly or not, often serves as a benchmark for DEI practices worldwide. 𝗚𝗼𝘃𝗲𝗿𝗻𝗺𝗲𝗻𝘁𝘀 𝗮𝘀 𝗠𝗮𝗷𝗼�� 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗿𝘀: The federal government employs approximately 2.3 million civilians, making it one of the largest employers in the United States. It serves as a primary provider of services and employment across sectors that affect millions of lives. By eliminating DEI programs within such a vast system, the government is signaling a step back from fostering inclusivity and equity in the workplace and public services. 𝗧𝗵𝗲 𝗥𝗼𝗹𝗲 𝗼𝗳  𝗡𝗼𝗻𝗽𝗿𝗼𝗳𝗶𝘁𝘀, 𝗮𝗻𝗱 𝗙𝘂𝗻𝗱𝗲𝗿𝘀: While government policies set the tone for broader societal norms, private entities, nonprofits, and philanthropic organizations have historically driven innovation and advocacy in DEI. These sectors have the agility to pilot programs, raise awareness, and address gaps in representation. However, to create systemic change, these efforts must extend beyond internal initiatives. 𝗙𝘂𝗻𝗱𝗲𝗿𝘀 𝗮𝗻𝗱 𝗽𝗿𝗶𝘃𝗮𝘁𝗲 𝘀𝘁𝗮𝗸𝗲𝗵𝗼𝗹𝗱𝗲𝗿𝘀 𝗻𝗲𝗲𝗱 𝘁𝗼: ✔️Invest in Grassroots Organizations: Grassroots and community-based organizations are often at the forefront of addressing inequities. Supporting these groups ensures that DEI efforts are grounded in lived experiences and real needs. ✔️Advocate for Policy Changes: True equity requires systemic shifts. Funders must work with civil society organizations to push for policies that address structural barriers to inclusion. ✔️Ensure Accountability: Nonprofits must demonstrate genuine commitment and impact. Opportunistic organizations that prioritize funding over mission can undermine the broader goals of DEI. Stakeholders should critically assess organizational track records and alignment with equity goals. 𝗩𝗲𝗿𝘁𝗶𝗰𝗮𝗹 𝗮𝗻𝗱 𝗛𝗼𝗿𝗶𝘇𝗼𝗻𝘁𝗮𝗹 𝗜𝗻𝘃𝗲𝘀𝘁𝗺𝗲𝗻𝘁: Investments in DEI must be both vertical and horizontal. ❗Vertical Investments: Focused funding in specific areas, such as leadership development for underrepresented groups or equity audits in organizations, ensures depth. ‼️Horizontal Investments: Broad-based funding, such as support for democracy-strengthening initiatives, cross-sector collaborations, capacity-building programs for local leaders, fostering inclusive public policies, and creating platforms for multi-stakeholder dialogues, ensures reach and sustainability. 𝗔𝗱𝘃𝗮𝗻𝗰𝗶𝗻𝗴 𝗗𝗘𝗜 𝗶𝗻 𝗮 𝗖𝗵𝗮𝗻𝗴𝗶𝗻𝗴 𝗟𝗮𝗻𝗱𝘀𝗰𝗮𝗽𝗲: While philanthropic entities, regardless of their scale, may not be able to entirely bridge the gap left by such policy changes, they have a pivotal role in energizing and amplifying grassroots movements that drive meaningful change. DEI must evolve to being a foundational pillar for a fair and equitable society. https://bit.ly/4h46nxH

One of my clients read my book and asked, "How do I become a sponsor for the Black women at my nonprofit? How can I effectively use my power to cultivate someone else?"     I LOVE this question.     So, how do you become an effective sponsor? Create the conditions for someone to experience something different and to be seen differently.     When you go from a coordinator to a manager, or a manager to director, or director to VP --  you just don't know what you don’t know … until you've been exposed to these new spaces. Consider:     🌱 Is there a big project coming up, like a national advocacy campaign? If so, can you lift someone up who otherwise wouldn't be considered for this visible opportunity?     🌱 Is there someone who has a certain spark, drive, or budding area of interest that would really grow with some nurturing?     I'll never forget when my own sponsor started inviting me to meetings with executive peers. If they wanted his opinions, he’d first turn to me and ask what I thought.     His peers were given an opportunity to engage with me and experience my leadership for themselves.     And because I felt seen, appreciated, and included, I gave the role my all.    As he left for another opportunity, he advocated for me one last time -- telling the interim CEO I was someone who had brought tremendous value but had been overlooked and underestimated.     Sponsors are key to achieving equity at the workplace. Without someone rooting for us, the systemic inequalities embedded in many nonprofit cultures means that deserving people of color never get the opportunities they should.     So, who are you willing to put your reputation on the line for, so that THEY can grow into the roles they’re meant for? Think about it.     In the meantime, have you had a sponsor that helped you get to where you are? Tag them below so we can celebrate them together.       #Sponsorship #NonprofitTeam #Environment #Conservation #Diversity