The vast majority of non-profit leaders are white men. Some simple mathematics indicates that women of color within the sector have two opportunities to be discriminated against because racial and gender prejudices intersect. More than all other demographers, women report in color that they have been overlooked for progress. Those with a higher degree are more likely to keep jobs of a lower level, compared to everyone else in the workplace. Come and watch time, they are also more often ignored or very closely examined in ways directly related to their minority status.
Building Movement Project, a non-profit research group, discovered these trends after re-analyzing a large number of survey data collected in 2016. The group initially interviewed more than 4,000 non-profit organizations to find out why there was so little color theory in the sector. Nonprofits remain about 80% white, despite the fact that people with a color within those groups share the same (or better) qualifications and are often more interested in progress. Statistically, it found sufficient evidence of recruitment and recruitment.
To find out whether more specific discrimination was in progress, the group reverted through the data, and added focus groups and interviews to better understand a representative spectrum of people's experiences. "We realized that the crossroads of race and gender could mean that we missed some of the nuances and experiences, so we thought it was very important to look at gender," says Ofronama Biu, a senior researcher at BMP, and author of the report entitled Race to lead: Women of Color in the non-profit sector.
Women around the world account for more than 70% of employees of non-profit organizations, but less than half of them get access to the executive suite. Even then they are often relatively underpaid. But women in color stand for even steeper challenges. Here are four graphs that explain that fight:
Double refused for leadership roles
Nearly half of all women surveyed said they were interested in taking a top role at their non-profit organization. They were only matched by men of color, with white men and women slightly less interested. However, as the chart below shows, 36% of women in color reported that their race had negatively affected that increase, which is of course also a problem for men of color.
[Image: courtesy Building Movement Project]When displaying a gender as opposed to racial lenses, 30% of women in color also reported that their gender damaged their chances of upward mobility. That perspective is shared by their white female counterparts. Men are less concerned about this.
[Image: courtesy Building Movement Project]
Education is devalued; Pay remains low
Regardless of race, women with a master's degree were about 15% less likely to fulfill senior management roles and more likely to retain basic administrative jobs.
At the same time, more than half of the women surveyed reported frustration about their salaries. That is much more than any other group. In total 38% of white men with advanced qualifications reported that they earned more than $ 100,000, while all others had a big step behind them. Women of color and white women both ended up at the back of that suit. At the same time, 28% of highly educated women in color earned $ 50,000 or less.
[Image: courtesy Building Movement Project]
"White women also have lower salaries and lower roles, and there are also many challenges and frustrations for men of color," says Biu. "But you see that it is really the cross that is a kind of double malaise for women of color." The bigger point is that there is no "big equalizer" on a resume that eliminates all that distortion together.
How do you fix it
In her research, Biu discovered that women of color were also less inclined to regular feedback and performance evaluations. When that statistic was shared with different focus groups, BMP heard that some feedback was clearly counterproductive: "The other side of feedback evaluations is the feeling that people do not trust your expertise." Many people also felt treated according to hurtful stereotypes (not assertive enough, or not female enough to claim), and lacked equal access to potential mentors.
The report contains a number of recommendations for institutional solutions, including lenders who shift their support to groups led by women of color. And groups offer everyone more detailed information about their own demographics, salary levels and promotion criteria. On the mentor front, peer coaching networks can be a good emergency solution, if not problem solver. (You can find more suggestions here.)
"There are so many leadership training programs, and that's great, but that's not the problem," adds Biu. "You can not out-educate or out-train organizations or systems are biased."