Giving Compass' Take:

•  Donita Volkwijn, writing for Rockefeller Philanthropy Advisors, discusses the key considerations and next steps to take to start having internal conversations about race within organizations. 

• How can philanthropists benefit from these dialogue points as well? 

• Read more on building capacity in an organization to address racism. 

Organizations are struggling right now. The shocking events of the last weeks, highlighting the deep and systemic racism on which the United States is built, coupled with the devastating effects of COVID-19, have acted as a match, igniting rage and hurt that have festered for centuries. This moment, however, has also revealed the potential for a monumental shift in how we speak and listen to each other.  We stand at an inflection point that could herald a new era, and yet, has many of us grappling with how to open conversations without further adding fuel to the fire.  How do we bring something as personal as race explicitly into our organizations?

If we do not find ways to support and create safe spaces for each other, this moment of inflection could very well precipitate a collapse, setting us all back. For organizations that have had to cut back already, taking action now may feel daunting or impossible. But investing in the creation of safe and brave spaces in your organization will reap many rewards. Whether you have started down the path or are just beginning, the below guidance may help you on your journey.

Overarching Considerations:

  • Consider bringing in outside help. Unless you have staff dedicated to issues of race and equity, your best intentions may backfire spectacularly.
  • Conduct an internal check on your privilege. If we’re truly going to have transformative conversations, it may mean coming to grips with some hurtful truths. Be open, be graceful, be human.

Steps to Take Now

  • Set context.  Some of your staff might already know the history of race in this country and how it’s fed into the events of the past few weeks, but many others may not, or may be too embarrassed to admit ignorance.
  • Open spaces for reflection. As mentioned above, many people are tired. If you have Black employees, however, chances are they’re close to breaking.

Read the full article about having internal conversations about race by Donita Volkwijn at Rockefeller Philanthropy Advisors.