Advancing Philanthropy October 2020 - 28

Community and Diversity
our culture has said that success is not for certain people-
that the design does not include them and they do not
belong. This is why many people are still surprised when
they encounter a person of color who is "well-spoken" or
worse, "articulate." That needs to change.

DIVERSE, INCLUSIVE WORKSPACES:
REFLECT THE COMMUNITIES YOU SERVE
We need to create a culture where everyone feels that
they belong, and where they actually do. To accomplish
this, we must be inclusive, provide access, and be
equitable.
If your goal is to have a more diverse and inclusive
workplace, your job is first to create an organization that
reflects your community. But there is no silver bullet.
The work of creating a culture of belonging is uncertain,
experiential, experimental and full of missteps.

shoot, and then, for another half a quarter, that team was
allowed to shoot, but almost every time they did, they
were called for a foul.
Now imagine, you are recruiting players from that
game for your team, but you only want players who have
scored 20 points. Who do you think will get picked?
But the metaphor isn't quite accurate. For it to be
accurate, the team allowed to shoot all game would also
get to be the referees and make up the rules. That's a lot
of power. Power to shape the game any way you want to,
based on what helps you win.
So how do we rewrite the rules? Together, that's how.
We need people with power and privilege to give it
away or wield it so that organizations start to change
and reflect those who have been held down or pushed
away. We need allies. For example, I identify as a
cisgender heterosexual male. I acknowledge that this
identification has given me privilege and power in this

We have identified that systemic racism keeps some people from
advancing and achieving success. And in many ways, our culture
has said that success is not for certain people-that the design
does not include them and they do not belong.
Often, organizations have a simple view of diversity
and inclusion. They think it is a matter of recruiting
qualified [fill in the blank] candidates for open positions.
The problem with this mindset is that it tries to
uncomplicate a complex issue, and by doing so, does not
take seriously the challenges people face when they are
made to believe they are an "other." It also becomes all
too easy for individual leaders and organizations not to
take on more responsibility and accountability.
It becomes too easy to say, "It's not my fault. I want
greater diversity, but there are no qualified [fill in the
blank] candidates" or "they aren't applying."
If organizations instead understood the broader
context of inequality and inequity in our country,
perhaps we would see greater success when it comes to
diversity and inclusion.

REWRITING THE RULES
Imagine, for example, race relations in the United States
for the past 400 years as a basketball game. For the first
three-quarters of the game, one team wasn't allowed to

28	

Advancing Philanthropy	

country; I also know that in order for more women to
be heard, I need to shut up. I know that how I treat my
daughter is going to shape her relationship with men,
and because of that, I am raising a woman who is not
afraid to tell a man he's wrong and that he needs to
respect her space.
Don't get me wrong, prioritizing diverse hiring is
essential. If you are doing it, keep doing it! However, you
should also understand that it is not enough. You can't
rely on a job posting to create a culture of belonging.
Your organization needs to reflect the people you
want to hire. To do that, you need to be an ally. You
need to talk less, listen more and commit to changing.
For too long, the burden of fixing systemic racism,
sexism, homophobia and other types of discrimination
has been set squarely on the shoulders of victims of
discrimination. We need to stop blaming the victims of
oppression for their social immobility and instead ask,
"What can we do to help?"	
We should all help. Some of you might ask, "Why? If
it isn't broken, why fix it?" While it might not be broken
for you, it is broken. The protests after the murders of
October 2020 / www.afpglobal.org


http://www.afpglobal.org

Advancing Philanthropy October 2020

Table of Contents for the Digital Edition of Advancing Philanthropy October 2020

Advancing Philanthropy October 2020 - Cover1
Advancing Philanthropy October 2020 - Cover2
Advancing Philanthropy October 2020 - 1
Advancing Philanthropy October 2020 - 2
Advancing Philanthropy October 2020 - 3
Advancing Philanthropy October 2020 - 4
Advancing Philanthropy October 2020 - 5
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Advancing Philanthropy October 2020 - Cover3
Advancing Philanthropy October 2020 - Cover4
https://www.nxtbook.com/ygsreprints/AFP/advancing-philanthropy-april-2021
https://www.nxtbook.com/ygsreprints/AFP/AFP_Jan2021
https://www.nxtbook.com/ygsreprints/AFP/AFP_Oct2020
https://www.nxtbook.com/ygsreprints/AFP/AP_July2020
https://www.nxtbook.com/ygsreprints/AFP/p26198_afp_2012techknowbrochure
https://www.nxtbook.com/ygsreprints/AFP/g24762afp_con2012
https://www.nxtbook.com/ygsreprints/AFP/g24195afp_12confbroc
https://www.nxtbook.com/ygsreprints/AFP/g18184_afp_chicago2011
https://www.nxtbookmedia.com