The report finds that the external activities of civil society organisations (CSOs), including tackling inequality and exclusion, are not always reflected in their internal operations. This comprehensive report unpacks key concepts and definitions, covers what diversity and inclusion practices and trends look like in practice, and explores some possible recommendations for moving forwards. #organisationalculture
“The representation and visibility of diverse groups in CSOs are vital in promoting and achieving diversity and inclusion efforts.”
Who’s doing the asking? Diversity in the fundraising profession
Analysis of an online survey of the fundraising community in the UK, including statistics on the characteristics of fundraisers, career progression opportunities, and perceptions of diversity. Recommended steps to increase diversity include establishing a dedicated task group and building qualitative research bases to complement statistics. #fundraising
“There was a time when equality and diversity were key concerns of our sector and the corporates were slower to catch on. What changed?”
New research shows charity staff highly skilled but questions raised over diversity
NCVO’s 2019 industry statistics show voluntary sector staff are less likely to be from a Black, Asian and Minority Ethnic (BAME) background. #employmentstatistics
“NCVO said charities should consider the consequences of expecting or requiring more qualifications and experience than are necessary for roles.”
New coalition of 13 UK foundations to tackle diversity, equity and inclusion
Diversity, Equity and Inclusion (DEI) frameworks are being implemented globally, but are relatively new to the UK. A group of UK foundations have committed to tackling DEI and addressing systemic inequalities by committing to 3+ years developing a practice for themselves and others in the UK sector to learn from, resourced by funding coalitions to avoid capture by single donors. #fundingcoalitions
“It is imperative that as foundations we are equitable, transparent and representative, otherwise we are simply not effective.”
From rhetoric to action — an equity roadmap for the aid community
Paisible outlines five key approaches for advancing equity in INGOs: equity assessments, partnerships, culture, internally focused monitoring systems, and equity working groups. She recommends INGOs build on their existing organisational tools to combat structural racism in the sector. #partnerships #internalaccountability
“The INGO community’s noble intentions... does not make it immune to systems that perpetuate structural racism.”
On equity in the international development sector — we need more intravists
Omakwu invites development workers to engage in 'intravism': activism which may not be externally visible, but occurs behind the scenes in closed door meetings and through email chains. Internal policies, power structures, consciousness of privilege and pay justice are amongst the pressure areas intravists can focus on to enable organisations to walk their talk. #allyship #advocacy
“If you think your organisation is diverse because you hire black people in your Africa offices, think again. What do your America and Europe offices look like?”
The Chief Executive of ActionAid speaks about a lack of diversity in the development sector from entry level to senior roles. He stresses that even if an organisation seeks to build an open, vibrant culture, some people experience the organisation very differently. Potential areas for analysis include recruitment, hierarchy, behaviours and culture. #workplaceculture
“Some are personal (as felt by the individual), some are contextual (where some specific settings may be exclusionary), some are structural (caused by the configuration of organisations and their own processes and systems) and some are systemic (rooted in behaviours and culture).”
A more inclusive leadership style is how the sector lives its values
The executive director of the Equality Trust discusses the benefits of a more inclusive approach in civil society organisations. Her commentary forms part of a series of articles by Black, Asian and Minority Ethnic (BAME) leaders on the question ‘What does the future of civil society leadership look like?’ Wyporska compels organisations and boards in particular to embrace diverse styles of leadership and diverse leaders. #boards
“It should not be regarded as ‘bold’ to appoint a Black or Asian leader or a disabled leader.”
Practicing Equity: Activating Oppositional Consciousness from the Margin
Murphy discusses how practicing equity begins with elevating ideas and strategies of marginalised peoples. She argues foundations must make investments in leadership development programmes, and assess whether oppositional consciousness and knowledge creation are being stifled. #foundations #leadershipequity
“If we are going to successfully create more leadership equity, we should begin with a discussion of how inequity is established and maintained.”
Equity, Diversity and Inclusion: Our Journey So Far
NCVO’s working group committed to Diversity, Equity and Inclusion (DEI) discusses the tension between wanting to move forward quickly and wanting to do the deep, time-consuming work to achieve equity. Hiring a consultant specialising in EDI has helped them diagnose and begin to take action, as well as meeting the team at Charity So White. #casestudy
“If we don’t acknowledge how systemic oppressions including racism, sexism, classism, disabilism, homophobia and transphobia operate in our sector, we risk further harming or oppressing the very people we intend to serve.”
Why are we still struggling with Diversity, Equity, and Inclusion in Nonprofit Governance?
Writing in the journal of the Association for Research on Nonprofit Organisatons and Voluntary Action (ARNOVA), this post details the need for a revised narrative around power differentials before power can be redistributed to enable greater diversity within the sector. Suggestions on how to do so include ensuring organisations must stay alert for tokenism, and employing technical solutions for greater accountability, such as tracking diversity metrics. #boarddemographics
"[E]mbracing diversity creates stability through equity... In embracing diversity and shared power, we create the structural architecture that ensures our own well-being, too."
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Cover photo by Isabella Jusková.