Answer Center Search Results
Equity, Diversity + Inclusion
Refine Your Search
This article offers a list of screening questions to help those creating blogs, articles, podcasts, tweets, videos, etc. be more thoughtful about the lens they are using to look at the world and the issues being addressed.
While issue-specific dynamics play an important role in driving social impact (e.g., public policy around affordable housing or the elimination of food deserts to create access to nutritious foods), the thread of structural racism runs through almost every issue faced by the U.S. social sector. This publication serves as a reference for nonprofits and other organizations to build and expand organizational capacity to advance race equity. The report outlines the need for building a Race Equity Culture in social sector organizations, and introduces resources and strategies to help organizational leaders move from commitment to action.
This study examines readiness, recruitment, and retention practices based on 85 in-depth interviews and surveys with CEOs, COOs and HR Directors of major U.S.-based environmental NGOs and foundations to
Article/Blog, Guide/Tool, Research/Report
The following resources can help nonprofit boards explore the issues of equity, diversity, and inclusion, and their role--and readiness--to prioritize these topics.
This report makes the case for how Maine can meet the rapidly growing demand for labor in the state by tapping into and empowering Maine's immigrant communities.
The subject of race can be very touchy. As finance executive Mellody Hobson says, it's a "conversational third rail." But, she says, that's exactly why we need to start talking about it. In this engaging, persuasive talk, Hobson makes the case that speaking openly about race — and particularly about diversity in hiring -- makes for better businesses and a better society.
The following resources can help organizations create policies, practices and cultures that are includes of staff and volunteers who are differently abled.
Article/Blog, Assessment, Guide/Tool, Research/Report
A compilation of resources to help nonprofit boards consider ways to bring new ideas and perspectives to the table.
- Diversity on Nonprofit Boards (National Council of Nonprofits)
- Different is Better: Why Diversity Matters in the Board Room (Russell Reynolds)
- The Inclusive Nonprofit Boardroom: Leveraging the Transformative Potential of Diversity (Nonprofit Quarterly)
- 10 Steps to a More Diverse Board (National Council of Nonprofits)
- Taking Action on Board Diversity: Five Questions to Get You Started (BoardSource)
- Building a More Diverse Board with Intention (Blue Avocado)
- How to Catch a Unicorn: Diversify Your Nonprofit Board Like You Mean it (BoardSource)
- Challenging Assumptions and Practices in Board Diversity (Medium)
- Recruiting Board Members of Color (The Denver Foundation)
- Beyond Political Correctness: Building a Diverse and Inclusive Board (BoardSource)
- Does Your Board Foster Inclusivity? (CompassPoint)
- Taking Action on Board Diversity: Five Questions to Get You Started (BoardSource)
Diversity, Equity, and Inclusion Work: Eight Questions for Building Readiness and Steering Clear of Pitfalls
Diversity, equity, and inclusion work can transform organizations and help them do their work more effectively. This work can be most successful when people are fully invested and have a good idea what is involved. Without this, organizations sometimes set themselves up for failure and bring consultants in with unrealistic expectations. If you are thinking of launching into work around diversity, equity, and inclusion, this post may help you think about how to set yourself up for success.
These resources offer suggestions for how nonprofits can create diverse, inclusive workplace.
A common language on issues relating to equity is nonexistent. Lack of a common understanding of words in any discussion of equity, diversity and inclusion can easily cause misunderstanding and confusion, and lead to controversy and hostility. The following resources are tools for informing your own shared language for racial equity work.
Workplace norms or ground rules can be an important practice for encouraging candid, respectful communication, collaboration and exchange of ideas. This article explores the potential and pitfalls of ground rules that create safe space at the expense of healthy conflict and learning and offers suggestions for ground rules that account for teams and environments with inequitable power dynamics.
Article/Blog, Guide/Tool, Video/Tutorial
Staff who are not in leadership positions sometimes ask how they can initiate discussions about racial equity. Sometimes, organization’s leaders say they want to but don’t have any funds. You don’t have to be the boss or spend a lot of money to illustrate your commitment to beginning this important work. There are many free or low cost resources out there. This resource offers suggestions.
"It takes courage to be the one, perhaps the only one, who calls out a behavior as unhelpful to a productive work environment, but failure to acknowledge and address bias or offensive behavior validates the conduct and may create an impression that the behavior is acceptable, and even to be expected, in the workplace. Moreover, normalizing offensive conduct in this subtle manner tends to have a chilling effect on other potential dissenters, and communicates to those who are offended, regardless of whether they are targets of the behavior, that their perspectives and voices are not valued." This article provides useful tips for handling this challenging situation.
Also known as unconscious or hidden bias, implicit biases are negative associations that people unknowingly hold. They are expressed automatically, without conscious awareness. Many studies have indicated that implicit biases affect individuals’ attitudes and actions, thus creating real-world implications, even though individuals may not even be aware that those biases exist within themselves. Notably, implicit biases have been shown to trump individuals’ stated commitments to equality and fairness, thereby producing behavior that diverges from the explicit attitudes that many people profess” (Racial Equity Tools).
- Online Implict Bias Tests (Project Implicit)
- TED Talk: “How to Overcome our Biases, Walk Boldly Toward Them” by Vernā Myers
- Implicit Bias: Videos & Resources (UCLA)
- Hiding in Plain Sight: Implicit Bias Presentation (Maine Philanthropy Center)
- Implicit Bias: Understanding Our Own Beliefs (Maine Public)
- Spotting Unconscious Bias (Google)
While language used by the LGBTQ+ community is constantly changing and evolving, this resources provides a good beginning for someone trying to learn this terminology. Please note that no one should ever apply a label to someone without their consent. And remember that this terminology may not be a perfect fit for everyone, nor should it be expected to! This is a visual guide to help in the understanding of the distinctions between gender, sex, orientation, and gender expression.
The following Maine organizations offer professional development and resources on LGBTQ+ cultural competency, issues and ally-ship.
The following resources shine a light on the history and current opportunities and challenges faced by Maine's native communities.
Based on survey responses of 205 leaders of nonprofit organizations with annual expenses between $100,000 and $100 million, this report provides a collection of data on topics such as how diversity relates to the work of nonprofits and what demographic information nonprofits and funders alike are collecting — and how that information is used. The data in this report can inform foundation leaders and staff as they consider how they can most helpfully engage with their grantees on the topic of diversity.
The journey toward greater diversity, equity, and inclusion has no fixed endpoint, but Stanford Social Innovation Review suggests a few places to start.
Building Movement Project conducted the first Race to Lead survey in 2016. Over 4,300 respondents answered questions about their current nonprofit job, interest in leading a nonprofit, training/supports, and views on race and the nonprofit sector. The “Race to Lead” report series explores the results of this survey and identifies that efforts to support, train, inspire and mold aspiring leaders of color are important, they are not enough to move the dial towards more diverse leadership.
It is one thing to advocate for equity and inclusion; it is another to turn the lens inward and commit oneself to live those values at the level of day-to-day practice. The Racial Equity Transformation at Dēmos, spearheaded by the authors of this report, involved more than appeals to “diversity” or “inclusion” and involved a thorough and deep shift in organizational practices, norms, culture, and composition. Their commitment to racial equity has unlocked new forms of collaboration, creativity, innovation, and impact in their outward-facing work. This publication is an effort to share their experiences up to this point, in the hopes that others in the field can benefit from lessons learned.
This two-part series offers guidance on questions related to the often overwhelming process of hiring support for an equity journey, including the following: What are the components of race equity work (or, what are the project types), and how do you develop a RFP for them? How/where do you find a consultant? How can we be realistic about goals? What budget should we expect to invest? etc.
This research examines the effects of disparities-explicit and disparities-neutral frames on support for policies that seek to redress differential outcomes. In short, the question posed by this research is, “Does talking about disparities actually get advocates what they want?” The scope of this Message Brief is to provide advocates and experts interested in garnering support for policies that would prevent or remediate disparities with a communications roadmap of how best to get there.
Racial Equity Institute
This paper was developed to be used as a tool to deepen both individual understanding of the need for systemic change, as well as a tool for facilitated group learning and development.
To build an organizational culture that embraces racial equity, senior leaders need to set the tone and drive progress of the work. races racial equity, senior leaders need to set the tone and drive progress of the work.
As stated in this opinion piece, "It's no secret that Maine, and northern New England more broadly, is among the whitest places in the United States. Maine is 95 percent white, compared with 61 percent of the country as a whole. Unfortunately, this fact is used by many as a rationale for not addressing race in our communities, our systems and our work."
The following resources can help organizations explore what privilege (or lack thereof) looks and feels like.
This video series addresses various issues such as access to health care, housing discrimination, and the criminal justice system. Each clip is short and direct, and is a good source for basic information and statistics surrounding systemic racism.
The following articles outline how the inclusion of varied perspectives and identities can lead to positive outcomes.
Can't find what you're looking for?
Try searching MANP's favorite sites:
- OR -