We are excited to announce the launch of the Racial Equity in Philanthropy (REP) Fund, a collaborative funding effort based at Borealis Philanthropy that currently includes the W.K. Kellogg Foundation and the Ford Foundation. Our first round of grants totaling $14 million over three years will support 19 philanthropy-serving organizations committed to advancing racial equity within the sector and beyond.

On every grant application, Northwest Health Foundation (NWHF) requires nonprofits to report the demographics of the communities they serve, as well as the demographics of their board members. However, that hasn’t always been the case.

The following article is cross-posted from Alliance magazine blog. Based out of the UK, Alliance magazine is the leading global magazine on philanthropy and social investment. GuideStar is pleased to offer a non-U.S. perspective on diversity, equity, and inclusion.

British foundations are falling short when it comes to embracing diversity. A new report commissioned by the foundation umbrella body, the UK’s Association of Charitable Foundations (ACF), highlights a striking lack of racial, age, and gender diversity in the make-up and composition of foundation trustee boards.

A few years ago, I came across this quote:

Not everything that is faced can be changed, but nothing can be changed until it is faced.”

—James Baldwin

It immediately struck a chord. In my personal life, I think of this often for everything from my health to my relationships. In my professional life, I’m an analyst at GuideStar. I keep this quote framed on my desk to remind me why analyzing and improving nonprofit data is so important. The data that nonprofits collect and report isn’t just information in a database. It has the power to shape decisions.

In recent years, the sector has begun to focus on data collection for organizational diversity, equity, and inclusion (DEI).

“Look within. Be explicit. Don’t be afraid to be messy. Commit for the long term.” Jennifer Aronson, the Boston Foundation’s (TBF) Associate Vice President for Programs, shared these recommendations for shaping a racial equity lens at this month’s Grantmakers for Effective Organizations national conference. These tips ring true for most social justice work both within the philanthropic community and among our partner nonprofits. Understanding that this work, of looking both inward and outward when bolstering our racial equity lens, is not linear is necessary to move through, and not around, difficult conversations about race, power, and privilege. I would humbly add “be hopeful” to Jennifer’s tips, as there is more traction and more motivated people on similar journeys to building or strengthening the racial equity lens in their work than you might think.

What’s Diversity, Equity, and Inclusion, and Why Should We Care About It?

It’s easy to talk about the things we have in common. When we meet people, we start with what we all relate to. “Is it still raining out there? Are you also flying home? ­­­You got tickets to Hamilton?!”

It’s a lot harder to talk about differences.

It’s even harder to talk about differences when they’re about our identities.

In a former professional role, I served as legal counsel to employers in employment discrimination cases, including sexual harassment matters. While representing employers I learned about many instances of sexual harassment that were not handled well by the employer. Many of the underlying harassment claims were so mishandled that the victims became even more outraged and angry, not only at the harasser but also at their employer.

Nonprofit HR today released the results of its 10th annual Nonprofit Employment Practices Survey, which indicate that while nonprofits have been hiring more aggressively than for-profits for the last several years and will continue to do so in 2017, the gap is now narrowing. According to the survey, 50 percent of nonprofits plan to hire in 2017 (down seven percentage points from 2016), while the corporate hiring outlook is the best it has been in a decade, with 40 percent of for-profit companies planning to hire in 2017 (up four percentage points from 2016 according to the CareerBuilder's Annual Job Forecast). This narrowing gap is due at least in part to the growth of social enterprise and purpose-driven business.

The proportions of women and people of racial and ethnic minorities in philanthropic leadership levels has been stagnant over the past decade, according to a new report from the Council on Foundations.

Hi everyone. After last week’s post, I got a lot of comments, many in support, a few cautiously curious, and some strong disagreement. Which is all awesome, because we can disagree on many things, but I think the conversation around equity as it’s applied to fundraising is much needed. I also want to reiterate how much respect I have for the fundraisers in our field. I’ve said it before that I think you have to be pretty brilliant to be a successful fundraising professional, considering how complex this work is. I also want to reaffirm how much I appreciate donors, and that my critique of donor-centrism in no way precludes respect for donors, just like my critique of inequitable funding practices should not mean a disrespect for foundations or program officers, or my post on how data has been used to perpetuate inequity should not be seen as a dis on evaluators and researchers.