We found, for instance, that while 42 percent of the organizations we surveyed are led by female executive directors, 87 percent of all executive directors or presidents were white, and that there was only minimal representation of African Americans (6 percent), Asian Americans (3 percent), and Hispanics (4 percent) in those positions.

  1. Prioritize diversity organization-wide. Nonprofits and foundations should aim to foster diversity across — and beyond — the organization, from staff, to vendors and suppliers, to the community organizations they partner with and support.
  2. Create clear career paths. Establishing professional development and inclusive leadership training programs can help diverse employees see an organization as a place to grow, not as a stepping-stone to something bigger and better.
  3. Proactively identify high-potential talent. Nonprofits should also be aware that as boomers retire in ever-larger numbers, they have the opportunity to add diversity onto the tail end of the employee lifecycle.
  4. Foster a culture of inclusion. Organizations looking to attract and retain diverse talent need to create a culture that truly embraces diverse opinions, perspectives, and lifestyles.

Read the full article on closing the diversity gap by Susan Medina at Philanthropy News Digest