This annotated bibliography is a companion to our Literature Review on Building an Inclusive Nonprofit Workforce. It is part of a suite of materials in Fund the People’s Toolkit on investing in equitable and inclusive talent in the nonprofit workforce. It explores ideas and practices at the intersection of the nonprofit workforce, philanthropic behavior, equity and inclusion. Rather than academic scholarship, this bibliography primarily consists of practical literature that comes from the nonprofit and philanthropic field. To keep this resource current as the field evolves, we welcome your feedback and ideas.
Capturing the Power of Leadership Change: Using Executive Transition Management to Strengthen Organizational Capacity. Vol. 1 of Executive Transitions Monograph Series.
Baltimore, Md.: Annie E. Casey Foundation, 2004.
This report highlights the challenges associated with executive transitions and describes the model of executive management transition that has been used in the last decade. It also details opportunities for funders to further develop and implement strategies to better cope with executive management transitions.
Founder Transitions: Creating Good Endings and New Beginnings. Vol. 3 of Executive Transitions Monograph Series.
Baltimore, Md.: Annie E. Casey Foundation, 2005.
This guide examines the unique challenges presented by the transitions of founders or long-term executives. It provides clear advice for executives and their boards in confronting the complex issues these transitions present.
Stepping Up, Staying Engaged: Succession Planning and Executive Transition Management for Nonprofit Boards of Directors. Vol. 5 of Executive Transitions Monograph Series.
Baltimore, Md.: Annie E. Casey Foundation, 2006.
This publication focuses on board leaders. It provides a set of practical perspectives, tools, case studies, and resources to help board chairs, officers, and members take a proactive approach to preparing their organizations for a transition. Includes a brief discussion of diversity, equity, and inclusion in the executive transition process.
American Express NGen Fellows.
“Changing the Status Quo: Intentional Succession Planning Through Leadership Development.”
Washington, D.C.: Independent Sector, June 2011.
National studies and daily experience demonstrate the importance of succession planning in the nonprofit sector. Yet, the status quo persists: succession planning by accident. This report defines this problem and offers an alternative through summarized research and findings from four discussion groups of diverse professionals in the nonprofit sector. Includes rare discussion connecting DEI and talent-investment.
American Express NGen Fellows.
“Strategies for Talent Diversity: A Proposal for Improving the Racial and Ethnic Diversity at Nonprofit Organizations Across the Sector.”
Washington, D.C.: Independent Sector, July 2014.
In September 2013, that year’s cohort of American Express NGen Fellows issued a Request for Proposals (RFP) to Independent Sector member organizations. The purpose of the RFP was to identify a pro bono consulting project. The goal of the project was to address a pressing leadership challenge the organization faced that was also relevant to the sector at large. Identifying strategies to improve the racial and ethnic diversity of staff at Audubon and across the nonprofit sector was the challenge chosen, using National Audubon Society as a case study. This document is the primary result.
Annie E. Casey Foundation.
Race, Equity, and Inclusion Action Guide: Embracing Equity: 7 Steps to Advance and Embed Race Equity and Inclusion Within Your Organization.
Baltimore, Md.: Annie E. Casey Foundation, 2014.
Advancing race equity and inclusion can sometimes seem daunting and often leaves many wondering how and where to start. One way to achieve social change in an organization is to incorporate race equity and inclusion at every stage of work. The seven steps in this guide provide a clear framework for undertaking this important work. This tool adds to the resources already created by partners who have been working in the field. It works by demonstrating how the perspective of a race and equity lens can be adopted by foundations or other organizations that work directly in affecting systems change, technical assistance providers, and communities.
Bearman, Jessica, Henry A.J. Ramos, and Anna-Nanine S. Pond
“Moving Diversity Up the Agenda: Lessons and Next Steps From the Diversity in Philanthropy Project.”
The Foundation Review, Vol. 2, Issue 2, Article 8, 2010.
The Diversity in Philanthropy Project (DPP) was a threeyear, voluntary effort of foundation trustees, senior staff, and executives of philanthropy support organizations committed to increasing diversity and inclusive practice across organized philanthropy’s boards, staff, grantmaking, contracting, and investing. DPP had significant achievements, including mobilizing foundation leaders to commit to voluntary action on diversity and enhancing both the knowledge base and data methodologies available for understanding diversity, equity, and inclusion in foundation work. The initiative also faced its share of challenges, including difficulty assessing the impact of the diversity performance of foundations, slow adoption of recommended principles and practices, and engagement of field stakeholders. DPP’s lessons are being incorporated into an effort to create and implement a sustained diversity strategy for the field involving a broad coalition of leading philanthropy organizations and networks. That five-year initiative in diversity—called “D5 Coalition”—represents DPP’s most significant outcome.
Diversity in Action: A BoardSource Toolkit
Washington, D.C.: BoardSource, 2011.
Diversity, equity, and inclusion are critically important for the sustainability of nonprofit organizations and the broader nonprofit sector, but putting them into practice isn’t easy. That’s why BoardSource has created the Diversity in Action toolkit. The downloadable PDF contains 19 tools designed to help boards increase their diversity and adopt the inclusive policies and practices that will create the culture needed to sustain an organization’s commitment to diversity. The tools focus on helping readers: • understand why diversity and inclusion are important • build commitment to diversity and inclusion • recruit new members with diversity in mind • adopt inclusive practices and behaviors in board meetings • measure and sustain progress Readers will find case studies, sample policies and guidelines, and an action plan to equip them for the challenging task of ensuring that board members represent diverse points of view.
- understand why diversity and inclusion are important
- build commitment to diversity and inclusion
- recruit new members with diversity in mind
- adopt inclusive practices and behaviors in board meetings
- measure and sustain progress
Readers will find case studies, sample policies and guidelines, and an action plan to equip them for the challenging task of ensuring that board members represent diverse points of view.