Diversity in the leadership of the field?

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Permalink Reply by Reemberto Rodiguez on March 12, 2009 at 9:31am

Historically (i.e.: during the 80's and 90's) some of the lack of people of color in top positions in the CD field might have been attributed to the competitive advantage offered by the public and private sector. However, given the current economic situation we may begin to see that our field is becoming increasingly enticing to younger professionals that might have never considered it - and to folks in middle management that thought 'the only way up was to go out'.

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Permalink Reply by Christina Deady on March 19, 2009 at 10:23pm

Is that going to just happen naturally? What can we do in the field to help support it? Or do we even need to be thinking about this at all???

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Permalink Reply by Felix M Torres Colon on April 3, 2009 at 2:06pm

First, I think we need to recognize that there is a problem. I have participated in many discussion with my peers who don't see this issue as a problem. Most invariably resort to using the cliche, we need to hire the best regardless of race or ethnicity, a if our sector is the one colorblind part of society. Having all white senior staffs or predominately white senior staff at NWOs in predominately neighborhoods of color says something, but not that we are colorblind.

I appreciate the discussion. I think by admitting we have a problem we can solve it.

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Permalink Reply by Mark Robinson on April 10, 2009 at 1:07pm

First, I would like to thank everyone associated with creating leadersforcommunities.org This is a great site, and it is so timely!

Anyway as far as the disccusion question:

I think there are a few steps to take, but the first one has nothing to do with process, it has to do with awareness of culture, true diversity and cultural competency. I believe that there is a natural human tendency that when you look around and see diversity that you can fool yourself into thinking that everything is equitable and that your organization is both diverse and culturally competent. However like the discussion states, CD organizations are very diverse compared to other non-profits, but that also could create some blindspots because we feel we are doing so well compared to others. I have noticed that a lot of trainings that are offered for people in the field that focus on cultural competency, diversity etc. are often the last to enroll. I believe a first step for a field that is doing good work in this area to do even more is to seek these type of trainings out, ask others around you how you and your organization is doing in this area, and not rest comfortably with the feeling we are doing all that we can do.

Another area that I believe we can be more pro-active in is the intentional process of mentoring and engaging emerging leaders in the CD field, especially leaders of color. (NeighborWorks America took a lead in this by sponsoring a succession planning symposium at one of its Natioanal Training Institutes) Planned leadership succession can help ensure that these emerging leaders are being thought of and respected when it comes to who is going to continue to lead. I think often the tendency is to go to other seasoned leaders to replace seasoned leaders and not to build up the emerging leaders that are already in the field. This eventually will cause us to not mine as effectively as we could the gold that our young and emerging leaders will bring to the work and the movement. We also have to recruit young people into the field, which includes education of college students, recent college graduates, graduate students and other young people planning to enter the work force. Would love to hear what others think.

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Permalink Reply by Tom Austin on April 17, 2009 at 4:27pm

I think participation in emerging social networks in the community development field -- such as LfC -- is a move in the right direction for up and coming leaders. Social networks tend to be flat in that they don't present the traditional barriers of navigating through hierarchical structures for someone to advance in the field, structures that historically have worked against advancement from members of diverse communities. Online networks also present fast-track learning opportunities. Online social networks could even replace traditional one-on-one mentoring, as there is the potential that a network of seasoned professionals could serve as mentor to someone starting off in the field, while at the same time benefit from an infusion of fresh ideas.

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Permalink Reply by Mark Robinson on May 13, 2009 at 3:30pm

What Tom Austin wrote on April 17 is very timely and relevant. We are in a new age with new media, and social networks are one of the tools that we have to embrace and utilize in ways that benefit the field. Again, not to toot NeighborWorks America's horn too much, but the fact that our organization has chosen to have a Social Networking Symposium at our National Training Institute in Chicago is another right step in the direction that Tom points to in his post. For those that are interested the symposium is entitled: Engaging Communities and Achieving Mission Using Social Media and Web 2.0 and will take place on August 19 in Chicago. More info can be found on the NeighborWorks America website: www.nw.org.

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Permalink Reply by Louis Brown Jr on July 21, 2009 at 6:17pm

If their is a need and in this case their is, then younger individuals such as myself will focus on making a impact/difference in their communities. Individuals are moitvated by examples of successufully minorities in decsion/direction making occupations. I look forward to the opportuntity to continued making detailed and positive decisions that provide positive outcomes for our communities.

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Permalink Reply by Mark Robinson on July 26, 2009 at 3:34pm

That is very encouraging to hear Mr. Brown, and I agree with everything in your post. Also thank you for keeping this dialogue going.

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Permalink Reply by Judith Patrick on July 28, 2009 at 2:19pm

Isn't this part of the ultimate "Acid River Test"? (Remember that team building exercise?) All of us who have traversed the field have a choice: We can celebrate that we are part of the winning team, OR we can look back at the acid river and begin to remove obsticles that are in the paths of others. We need to support efforts to attract young people to the nonprofit arena and efforts to retain them once they get here. We need to support efforts to provide them with affordable education and training. We need to support efforts to develop funding sources that can provide nonprofit employees with a living wage. Most of all, we need to build visable, viable organizations that provide both the stability and the challenge that will attract people of all colors, ages, and sexes to the field. When you get across that acid river, you either turn around and help someone else get across, or you are truely a loser.

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Permalink Reply by Ron Dwyer-Voss on August 13, 2009 at 3:37pm

I think Judith's point about attracting young people is key. The demographic numbers alone dictate that our field will have greater diversity in management if we hire from the pool of people that thrust Obama into the presidency.

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Permalink Reply by Mark Robinson on July 28, 2009 at 2:34pm

Very well said Judith.

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Permalink Reply by Ron Dwyer-Voss on August 13, 2009 at 3:35pm

I think Reemberto makes a good point. From 1991-2006 I was in positions responsible for recruiting and hiring people into positions in nonprofits. The organizations ranged from urban to rural and the positions ranged from general (admn. assistant) to specialized (community loan fund officer, affordable housing project manager). I regularly lost great candidates "of color" to the public sector, or watched good employees leave the nonprofit world for related but less interesting jobs in the public sector for the security and benefits. Nonprofit "flexible schedule" only holds sway so long, and then people start to think about health benefits and retirement.

Since most of the positions I hired for required a college degree, I worked with universities as much as possible. I also developed strong relationships with ethic chamber of commerces and newspapers. I was regularly told, especially by placement agencies at HBCUs and Hispanic Serving colleges/universities that my desire to higher educated, skilled people of color was a steep hill to climb because many of their grads were first in family grads and felt that they needed to "cash in" as much as possible early on their degree to help their family.

I still think the best way to decrease the gap at management levels is to recruit and proactively seek ti hire a diverse workforce with management qualifications in the first place. But to do that nonprofit organizations have to become more competitive financially - not because people are greedy, but because many carry a healthy sense of financial responsibility with their degrees and credentials.

The second big winner for me was to recruit middle managers from the private sector, which meant getting out of the standard mode of thinking that the only people who can manage in a nonprofit are people who have worked in a nonprofit. I hired middle managers out of the private sector who had achieved a financial security level they needed to when they left college and know felt comfortable with our lower paying but more exciting nonprofit job. Yes, there was a learning curve on nonprofit culture and, espeically, budgeting. But that is easier to teach than the gift/art of effectively managing people.

So, hire up where you can, look outwards always.

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