Three tensions on the way to becoming anti-racist, how “white space” plays out in the nonprofit sector, and a toolkit for organizational equity.

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** Leadership Weekly
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This week’s Leadership Weekly focuses on a need so many of us feel keenly: to assess our organization’s systems, structures, programs, and ways of being and adapt them to become anti-racist. The idea of an organization, not a person, becoming anti-racist is complex. So are the change processes that leaders, and the consultants to whom they often turn, must design if this adaptation is in fact to happen. Like most things in organizational life, deeply committed leadership—not from one person on staff or board, but many—is essential to honest and sustained progress.
Locate Your Organization
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Anti-Racist Practice ([link removed])
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In this clip from “Strengthening Your Organizational Anti-Racist Practice ([link removed]) ,” Povi-tamu Bryant ([link removed]) and Krystal Torres-Covarrubias ([link removed]) walk us through a Crossroads ([link removed]) framework for assessing where your organization now exists on a continuum from exclusionary and white-dominant on one end to equitable and anti-racist on the other. Watch the video… ([link removed])
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Reflection
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Locating Ourselves: Complexities in Assessing Organizational Equity ([link removed])
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After participating in the aforementioned webinar, NPQ’s Jeanne Bell, a longtime consultant and former nonprofit executive, reflected on three tensions specific to addressing the anti-racist practice of an organization. Most organizational elements—from staffing, to internal systems, to programs—are at varying stages of development and relevance. What does that mean for becoming an anti-racist organization? Read more… ([link removed])

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The Nonprofit Sector as White Space ([link removed])

In building up anti-racist organizational practice, we acknowledge that a huge swath of civil society exists as what NPQ Editor in Chief Cyndi Suarez ([link removed]) called “white space” in this now-classic piece ([link removed]) . She asks about the white-space-ness of the very work to address organizational inequity. “It shows up in who leads even in the design of racial equity change processes (usually it’s the white leaders who have “inadvertently” designed their own organizations as white space).” Read more… ([link removed])

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The Weekly Resource
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The Organizational Race Equity ([link removed]) Toolkit from the Washington Race Equity Initiative ([link removed]) is more than 100 pages of supportive content specifically aimed at organizational equity and the change processes needed to build it. It includes a host of definitions, worksheets, and frameworks to support your assessment and planning. Download... ([link removed])

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