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The findings of this research demonstrate expanded philanthropic support from individual donors for racial and social justice causes in 2020. The research also found that while donors of color led this growth, they are also beginning to drive a shift in the sources of influence that have historically shaped the charitable community's approach to racial and social justice giving. The report incorporates data from a national survey of 1,535 households, insights from focus groups with diverse donors, and an analysis of case studies on the impact of mutual aid.
This report provides the results of two waves of surveys, which were conducted between 19 – 23 March (Wave 1) and between 27 March and 4 April (Wave 2). From these two phases, we received 182 responses from organisations and individuals, which represented 165 different organisations. The surveys focused particularly on the impact of COVID-19 on the Black, Asian and Minority Ethnic (BAME) organisations who deliver services to the Bame communities and covered:Awareness and concerns of COVID-19Impact on the individual: initial and subsequent impact as the crisis worsenedFinancial impact on organisationsImpact on service delivery and organisational preparednessSupport and development needsThe survey confirmed some areas of general concerns within the charity, community and voluntary sector but also flagged up some areas of concerns that seem to be particular to BAME organisations.
This brief shifts focus to those who have already reached positions as nonprofit EDs and CEOs to explore how nonprofit executives grapple with the real-world demands of leadership when they attain it. The survey data and insights shared through interviews and focus groups highlight key areas where the pressures of executive leadership seem to be increased for people of color. Despite these challenges, nonprofit EDs and CEOs demonstrate remarkable determination and resilience.
This report reveals that women of color encounter systemic obstacles to their advancement over and above the barriers faced by white women and men of color. Education and training are not the solution—women of color with high levels of education are more likely to be in administrative roles and are more likely to report frustrations about inadequate and inequitable salaries. BMP's call to action focuses on systems change, organizational change, and individual support for women of color in the sector.
In 2014, Ithaka S+R partnered with The Andrew W. Mellon Foundation, the Association of Art Museum Directors (AAMD), and the American Alliance of Museums (AAM) to study the representational diversity within art museums through quantitative means. To collect this data, Ithaka S+R developed a survey instrument which was administered to directors of AAMD and AAM member art museums.Four years later, we have administered a similar instrument to these museum directors in order to gauge the extent to which museum staff have changed demographically in recent years. The instrument was slightly expanded, affording new insights into the composition of art museum employees.Key FindingsGender remains majority female; museum leadership positions have grown five percentage points more female in last four years.In curatorial roles, management positions are about 15 percentage points more male than non-management roles.Museum staff have become more racially and ethnically diverse over the last four years.Among intellectual leadership positions, education and curatorial departments have grown more diverse in terms of race/ethnicity, while conservation and museum leadership have not changed.
The Philanthropic Closet: LGBTQ People in Philanthropy highlights the findings on sexual orientation and gender identity from the inaugural Diversity Among Philanthropic Professionals (DAPP) Survey, a first-of-its-kind pilot study on diversity in philanthropy, conducted in partnership with SMU DataArts and made possible by funding from the Evelyn and Walter Haas, Jr. Fund.
Dissonance & Disconnects: How entry and mid-level foundation staff see their futures, their institutions, and their field, examines the thoughts and feelings of early- and mid- career practitioners on philanthropy and their futures in it. The report focuses on themes including participants' experiences at work, the alignment between their institutions' practices and their values, and how participants see their futures in the sector. It is meant to support conversation among emerging leaders and senior executives about foundation practices and how they can better unlock talent up and down the org chart while also bringing foundations into deeper alignment with their values.
United Philanthropy Forum conducted a scan of regional and national philanthropy-serving organizations (PSOs) in February through May 2018 to get a more comprehensive understanding of PSOs' current work and future needs to advance racial equity in philanthropy. The scan involved both a survey that asked about PSOs' current work, future needs and greatest challenges in advancing racial equity, plus in-depth interviews to discuss what it takes to do this work effectively and to identify their key challenges, barriers and opportunities for addressing systemic inequities.The scan reflects the input of 43 regional and national PSOs that participated in the scan survey and/or the scan interviews, representing more than half of the Forum's membership. The scan report includes the Forum's plan for action to respond to the scan's key findings.The Forum's racial equity scan was made possible in part thanks to support from the Ford Foundation and W.K. Kellogg Foundation.
Grantmakers occupy a powerful space of privilege in the social change sector. As such, they have a unique opportunity—and responsibility—to work proactively toward equity and inclusivity. Increasingly, grantmaking institutions are challenging themselves to live their values through their grantmaking practices.For philanthropy to advance equity in all communities, especially low-income communities and communities of color, it needs to be able to understand the demographics of the organizations being funded (and declined), the people being served, and the communities impacted. That data should be used to assess practices and drive decision making.PEAK Grantmaking is working to better understand and build the capacity of grantmakers for collecting and utilizing demographic data as part of their grantmaking. Our work is focused on answering four key questions:What demographic data are grantmakers collecting and why?How are they collecting these demographic data?How is demographic data being used and interpreted?How can funders use demographic data to inform their work?With the help of Kelly Brown, former Executive Director of the D5 Coalition, and an advisory committee of grantmakers, we have completed an expansive survey, interviews with grantmakers, and field research on these four questions. Read the key findings from our research.
This report explores data collected for the Human Rights Campaign's 2018 U.S. LGBTQ Paid Family Leave Survey to highlight the need for inclusive employer-paid family and medical leave for LGBTQ working people of color.
Who serves on today's nonprofit boards? How are they composed and organized? How do they conduct their work? How well are they fulfilling their many important roles and responsibilities? What impact are they having on organizational performance?Leading with Intent: 2017 National Index of Nonprofit Board Practices answers these questions and is the latest in BoardSource's series of studies tracking and analyzing trends in nonprofit board leadership since 1994. We encourage you to read the 2017 study; to reflect on the trends and insights about today's nonprofit boards; and to act on the many opportunities we have to lead our missions to further success through exceptional board leadership.
For all cultural institutions, knowledge and information are becoming critical tools in the work of navigating a course through this new landscape. In particular, there is a recognized value in learning from the past in order to inform action for the future. By offering a new baseline, Racial / Ethnic and Gender Diversity in the Orchestra Field provides a clear and comprehensive picture of the demographic composition of orchestras: musicians, conductors, board members, and staff. Of course, each orchestra has its own unique story to tell. Nonetheless, the field-wide data in this report provides an essential foundation for analysis, understanding, debate, and action.Our report looks back over nearly four decades of orchestra demographics data to present an analysis intended to promote learning and action among orchestra stakeholders, inform public dialogue, and serve as a stimulus for further research. In this report, we present an analysis of the following data sets:Musicians: Race and Ethnicity (1980-2014); Gender (1978-2014)Conductors: Race and Ethnicity (2006-2016); Gender (2006-2016)Staff: Race and Ethnicity (2010-2014); Gender (2010-2014)Board Members: Race andEthnicity (2010-2014); Gender (2010-2014)Our analysis is shaped by available data, and the terms that we use to categorize people by race, ethnicity, and gender reflect those employed within our data sources.