diversity and inclusion in corporate social engagement ...€¦ · performance network’s...

DIVERSITY AND INCLUSION IN CORPORATE SOCIAL ENGAGEMENT

ACCELERATE COMMUNITY

COMPANY SPOTLIGHT/”GOOD PRACTICES” (NEW YORK LIFE)

Small Group Sharing

• What are some of the things you have heard that can be helpful to your company?

• What do you want to learn more about?

• What question(s) do you still have?

LEADERSHIP/INCLUSIVE LEADERSHIP

The Four Leadership Behaviors

Linked to Inclusion

Source: www.catalyst.org/knowledge/inclusive-leadership-view-six-countries

EmpowermentEnabling direct reports

to develop and excel.

HumilityAdmitting mistakes.

Learning from criticism and

different points of view.

Acknowledging and seeking

contributions of others to

overcome one’s limitations.

CouragePutting personal interests

aside to achieve what

needs to be done. Acting

on convictions and

principles even when it

requires personal

risk-taking.

AccountabilityDemonstrating

confidence in direct

reports by holding them

responsible for

performance they can

control.

Countries surveyed: Australia, China, Germany, Mexico, and the United States.

Leadership

• How would you describe the leadership support in your company?

• What could be done differently?

EXTERNAL LENS: EDDIE TORRES, GRANTMAKERS IN THE ARTS

CECP February 21, 2019

@NYCulture | #CultureForAll

Survey Findings: SenioritySURVEY FINDINGS: SENIORITY

As organizations grow in budget size, they become decreasingly diverse.

Budget totals and percentage white non-Hispanic

•Equity, Diversity and Inclusion are three different things

GIA: Racial Equity in Arts Philanthropy

Diversity • Focus is on variety • The point of intervention is the individual • The methodology is often human resources, hiring • These practices maintain inequitable structures,

while helping some individuals• These practices can lead to tokenism

Inclusion • Listening and including diverse voices in decision-

making processes • Management and governance • Like diversity, leaves racialized structures intact • Can lead to minor-scale power and agency for

individuals • Not designed for major-scale power and agency for

peoples or communities

Equity

•The focus is on resources and power for communities (as defined by geography or identity or both)

•Requires systemic changes that redress historic subjugation to create and increase self-determination by those affected

Philanthropic Racial Equity:

•Racial equity in philanthropy is the investment of social and financial resources in policies, practices, and actions that produce equitable access, power, and outcomes for African, Latinx, Arab, Asian, Native-American (ALAANA) communities/communities of color.

Social Impact of the Arts study

• The presence of cultural assets, such as arts organizations, artists, art participants, is positively correlated with improved outcomes in:

• Health

• Education

• Safety

• This correlation was higher in low-income communities/communities of color

Arts Funding in the Context of Race

•Arts foundations and nonprofit leaders are increasingly aware of diversity, equity and inclusion issues in the nonprofit sector.

•Despite this, 2% of all cultural institutions receive nearly 60% of foundation giving in the arts, up 5% from a decade ago.

• In a country where 33% of residents are people of color, just 4% of cultural philanthropy goes to organizations of color.

* Source: “Not Just Money: Equity Issues in Arts Philanthropy”, Helicon Collaborative, 2017

Arts Funding in the Context of Race• The largest predominantly white nonprofit theatre

companies in America have budgets between $50-$60 million.

• The largest predominantly African-American theatre company has a budget of $3.5 million.

• Largest predominantly Latino company: $2.5 million.

Root Causes

• We have copied the practices of high-net-worth individual donors.

• Leverage favors organizations who have wealthy individuals in their networks.

• This rewarded institutions in their moneyed networks, instead of organizations in low-income communities.

• This practice remains enshrined in giving practices of foundations and government agencies.

Arts policy shapes racial outcomes:

Ford Foundation Expansion ArtsNational Endowment for the Arts

Race in Arts & Culture Codes

Code Plain English Possible Responses

I'm concerned about the quality

of the work.

I'm concerned that the work is not

Western Euopean, European-

American, white.

Different cultures have different standards of quality. We could ask

members of that culture whether it's quality work.

Mainstream artist/organization.

Western Euopean, European-

American, white

artist/organization.

Calling European American or white organizations and art, "mainstream"

implies that European Americans or whites are the norm against which

other cultures should be compared. What if we just call them Western

Euopean, European-American, white?

A general/mainstream

audience. A majority white audience.

Calling European American or white audiences, "mainstream" implies that

European Americans or whites are the norm against which other cultures

should be compared. What if we just call them Western Euopean,

European-American, white?

Culturally-specific

organization/artist.

Organization of color, artists of

color.

All cultures are specific, including Western Europe, and Western European-

American. Organizations of color are being explicit about their cultures.

GIA: Racial Equity in Arts PhilanthropyStrategies for Intervention – Bonfils-Stanton Foundation

Strategies for Intervention – Bonfils-Stanton Foundation

• Broadened their pool of nominators - entirely opened up the nominating process

• Rotated the selection panel members and ensured a higher proportion of poc individuals on the selection panel

• Have become more embracing of leaders of smaller organizations

Strategies for Intervention – Bonfils-Stanton Foundation

• POC grantees in their leadership-development program have gone from 20% to an average of 50% over past 5 years

• Over the past 5 years the percentage of Bonfils-Stanton’s dollars going to organizations of color from 2.4% to 13.1%

• Bonfils-Stanton’s Board of Trustees has gone from never having a POC individual on the board to now having 3 out of 9 board members

Advice from Bonfils-Stanton Foundation:

• Take a broad view of organizations

• Try to build strong, honest relationship with grantees

• Give multi-year general operating support

• Provide risk capital to support both artistic risk and administrative/operating risks

GIA: Racial Equity in Arts PhilanthropyStrategies for Intervention – Andrew W. Mellon Foundation & National Performance Network’s Leveraging a Network for Equity (LANE)

Strategies for Intervention – Andrew W. Mellon Foundation & National Performance Network’s Leveraging a Network for Equity (LANE)

• Focuses on organizations of color, and geographically isolated and/or small- to mid-sized community groups

• A mix of convening, consultancy, and financial capital to remediate years of divestment

• Phase 1 (2015–16) involved diagnostics, education, and planning

• Phases 2 and 3 (2016–24) engage cohorts of 6 organizations each in a process of convening together and designing individual road maps for sustainability

Each organizational participant receives:

• up to $100,000 in recovery capital• up to $500,000 in change/risk capital• ongoing and in-person convenings with peers • a customized plan outlining potential shifts in their business model and

infrastructure• continued professional development and consulting• general operating funds

By 2024, NPN’s intent, through LANE, is:

• To infuse 24 of the most vulnerable members of its network with up to $15M in total capital

• To develop new business models that can adapt to changing landscapes

• To ensure cultural diversity within the network and growing leadership in the field.

Advice – Andrew W. Mellon Foundation & National Performance Network’s Leveraging a Network for Equity (LANE)

• Individual work: how do we personally walk through the world as antiracists?

• Question the norms and hidden biases in your life and work• Get out of your field:• Other sectors have been doing social justice work for a long time• Engage with folks who have been doing it better and longer• Cross-sector collaborations are essential

Strategies for Intervention: NY Community Trust’s Mosaic Network & Fund

• Provide flexible and strategic support that strengthens the organizational capacity of organizations of color in New York City

• Increase overall philanthropic support for NYC arts groups of color by facilitating funder commitments to new grantees

• Create a learning community of arts funders and practitioners who are dedicated to helping arts organizations of color to thrive

• Advocate for more equitable policies and practices for cultural workers of color

• Shift the narrative around arts groups of color and racial equity in the arts

• In 2019, the Fund will host a series of learning exchanges to connect funders with arts practitioners of color and facilitate mutual learning and community building

• After, it will launch a program to provide multi-year flexible grants alongside other strategies to enhance arts groups of color in New York City

• Altman Foundation

• Bloomberg Philanthropies

• Nathan Cummings Foundation

• Deutsche Bank Americas Foundation

• Doris Duke Charitable Foundation

• Doris Duke Foundation for Islamic Art

• Ford Foundation

• Grantmakers in the Arts

• Howard Gilman Foundation

• Mertz Gilmore Foundation

• Andrew W. Mellon Foundation

• The New York Community Trust

• Stavros Niarchos Foundation

• Surdna Foundation

Closing

• Are you supporting organizations led by the people you hope to serve?

• If so, please share information on those organizations with your colleagues

• If not, please ask your colleagues about who they support

Resources:

GIA’s Statement on Racial Equity and resource page:https://www.giarts.org/category/arts-funding/racial-equity

Not Just Money by Helicon Collaborative:http://heliconcollab.net/our_work/not-just-money/

University of Pennsylvania’s Social Impact of the Arts: https://repository.upenn.edu/siap_culture_nyc/

FUTURE FOCUS

Building D&I Knowledge and Understanding within the Company; Essential to be able to Take Appropriate Actions and Measure Progress

• What methods have been effective at your company?

• What are the challenges?

Link D&I and CSE – Establish Closer Coordination, Finding Common Ground/Benefits, Understanding, Shared Goals

• What methods have been effective at your company?

• What are the challenges?

Engage with Employee Resource Groups (ERGs)

• What is the current state, effectiveness?

• How do ERGs relate to your company’s CSE?

• Opportunities to empower ERGs with ability to influence/direct grantmaking?

Assess Current Grantmaking Practices and

Policies

• What is current level of integration with D&I factors (outreach parameters, decision criteria, internal grantee policies)?

• Opportunities for greater alignment with D&I goals and objectives?

NEXT STEPS/PLANNING FOR MEETING #3

diversity and inclusion in corporate social engagement ...€¦ · performance network’s...

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