Nonprofit Diversity, Equity & Inclusion

Kia Croom is a Nonprofit Diversity, Equity and Inclusion champion challenging the nonprofit and philanthropic sectors to become more diverse, equitable and inclusive. She is calling for nonprofits to be more intentional about creating more diverse workplaces where BIPOC executive leaders are at the helm, and she’s challenging nonprofits to create more equitable and inclusive workplaces where BIPOC workers experience lived inclusion.

Kia works exclusively with nonprofits and philanthropy agencies to help them create more inclusive and equitable workplaces where people of color enjoy a sense of belonging and excel.

Kia is also calling on the philanthropic agencies to adopt more equitable and inclusive giving policies, and to facilitate their philanthropy through a racial justice lens—ensuring BIPOC-led nonprofits receive the critical funding they need to carry out their mission-critical work.

In January 2021, Kia announced the Black Fundraisers’ Podcast, which celebrates, inspires and equips Black nonprofit fundraisers to positively impact Black communities.

In June 2021, Kia launched the Decolonize Nonprofits podcast, which provides anti-racist education and exemplars of nonprofit DEI done right for nonprofit workers/leaders and practitioners.

Kia is calling on philanthropic agencies to adopt more equitable and inclusive giving policies, and to facilitate their philanthropy through a racial justice lens to ensure Black-led or BIPOC-led organizations receive their fair share of the critical funding necessary to advance their mission-critical work.

Kia has created a Nonprofit DEI Resource Hub designed to equip nonprofits with tools designed to help improve their diversity and inclusion practices.

Webinars on Nonprofit Diversity, Equity and Inclusion (Nonprofit DEI)


Whiteness at Work: Reset 2020 – from equity at work – June 11th 2pm EST via Zoom – Desiree Adaway will offer a free training to share concrete ways we see white dominant culture manifest in organizations and actions to mitigate them

Getting Ahead of the Curve with Diversity, Inclusion, and Equity – from Candid – Carly Hare, National Director/Coalition Catalyst at Change Philanthropy will discuss with a birds-eye view of actions being taken across the sector with regards to DEI, and ground the language and frameworks being used.

An Important Conversation: Diversity and Inequity in our Fundraising Communications – presented by Lynne Wester and Avery Howard from the University of Tennessee

Jodi-Ann Burey webinars

Beyond the Board Statement: How Can Boards Join the Movement for Racial Justice? – from Nonprofit Quarterly – nationally recognized governance, strategy, and equity consultants Vernetta Walker and Robin Stacia have an in-depth set conversation about how boards of directors can and should join the movement for racial justice.

Whiteness at Work: Reset 2020 – from equity at work – June 11th 2pm EST via Zoom – Desiree Adaway will offer a free training to share concrete ways we see white dominant culture manifest in organizations and actions to mitigate them.

Getting Ahead of the Curve with Diversity, Inclusion, and Equity – from Candid – Carly Hare, National Director/Coalition Catalyst at Change Philanthropy will discuss with a birds-eye view of actions being taken across the sector with regards to DEI, and ground the language and frameworks being used.

An Important Conversation: Diversity and Inequity in our Fundraising Communications – presented by Lynne Wester and Avery Howard from the University of Tennessee.

COMMON DIVERSITY, EQUITY & INCLUSION LANGUAGE


 

Diversity

Diversity is the presence of difference within a giving setting. In this case the workplace is the setting and the differences typically refer to identity like race and gender, and sometimes ethnicity, religion, nationality, or sexual orientation. A person isn’t diverse. They’re unique. They can bring diversity to a group though. You’re not looking for a diverse candidate. Diversity is about a collective or a group.

Inclusion

Inclusion has to do with people with different identities feeling and/or being valued, leveraged, and welcomed within a given setting (whether that’s a team, workplace, or industry). Longtime Diversity, Equity, and Inclusion educator, Verna Myers, said: “Diversity is being asked to the party. Inclusion is being asked to dance.” Inclusion isn’t a natural consequence of diversity. You can have a diverse team of talent, but that doesn’t mean they feel welcomed or valued or are given opportunities to grow.

Equity

Equity is an approach that ensures everyone has access to the same opportunities. Equity recognizes that we don’t all start from the same place because advantages and barriers exist. It’s a process that acknowledges uneven starting places and seeks to correct the imbalance. Diversity and inclusion are both outcomes. Equity is not. It refers to the process an organization engages in to ensure that people with marginalized identities have the opportunity

Othering

Othering is a phenomenon in which some individuals or groups are defined and labeled as not fitting in within the norms of a social group. … This process essentially involves looking at others and saying “they are not like me” or “they are not one of us.”

Belonging

Belonging is the feeling of being part of something and mattering to others. We create it through inclusion, which consists of intentional acts. Employees don’t need to be popular or liked by everyone, but they do need to have a sense of belonging somewhere and with someone.

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