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Sponsors are key to achieving equity at the workplace. Without someone rooting for us, the systemic inequalities embedded in many nonprofit cultures means that deserving people of color never get the opportunities they should.  So, how do you become an effective sponsor?  Create the conditions for someone to experience something different and to be seen differently.

In complex organizations, employees often report to one person but support multiple leaders, creating dotted lines in the org chart. Your direct supervisor might not always see the external projects and offsite work you’re doing. That’s why you need to make sure the right people see the value you’re bringing to the table, especially when promotions, raises and other career development opportunities are on the line.

As environmental nonprofits navigate this current new cycle, leaders are carrying the weight of their teams’ concerns, hard mission pivots, and their own personal fears. Leading through ambiguity doesn't require all the answers.  It means surrounding yourself with the right people to figure it out with.

Understanding how to lead inside of ambiguity is key. Flexibility—the ability to bob and weave—is a leadership trait people need to tap into and embrace.  As we enter the new year, we all need to get comfortable leading without knowing what’s to come. Outside factors don’t determine your ability to be successful.

Just as candidates need a strong cover letter to make a good first impression, companies also need compelling, well-written job descriptions to appeal to candidates. But if your job description is outdated, you’re likely not attracting the level of talent you want and need. Diverse and qualified teams are at the heart of every successful nonprofit. But certain words and phrases can turn people—especially those from historically excluded groups—away your company and its mission.

It’s hard when your organization wants a face of color, but not the mind or mouth to go along with it. It’s really hurtful to feel like a diversity hire and even more so when your PEERS may see you as a diversity hire. So, should you stay, leave, or ask for something different?

To build your organization's next generation of diverse, dynamic teams, think outside of the box when it comes to partnerships, job fairs, conferences and other recruiting events. Slowing down the process can also help you maximize this opportunity to bring in new talent.

Ever been ghosted during the job search?

Bonsai sat down with Keesha L. Coleman, Interim Director of Programs for Keecha Harris and Associates (KHA), Inc., to discuss this and other common job search quandaries. She shares 20+ years of experience in administrative analysis, strategic planning, and thought leadership to help turbo charge your job search—and your career.

If you’re looking to diversify your staff, try re-thinking the job qualifications you’re requiring. How can you live into your values by intentionally interrupting old practices and thought patterns and instead leaning into a more inclusive way forward?

Many Black professionals working in complex organizations feel a sense of isolation being the One and Only. It’s tough when you have limited common bonds with the people you work with. So what can your organization do differently to retain BIPOC leaders and staff?

Harmful institutional patterns of behavior and decision-making can create a culture where employees feel stuck and unable to move forward in their career. Asking the right questions can help overcome challenges, change their perceptions, or reveal if it’s time for a change.

Today, many organizations know they need to meaningfully diversify their talent pools long term, but most didn’t know how to do this in ways that will lead to the outcomes they desire while also caring for those in their talent pool. By 2044, the US is projected to be a "majority minority” nation. Are you going to stay behind the culture curve, or get in front of it?

Today, nonprofit leaders are faced with the changing demographics of their teams, partners and communities they serve. And they know that stakeholders across identities are watching how racial equity efforts are showing up within nonprofit organizations.
That means boards have to be strategic about finding new leadership who are both attuned to the organization’s needs AND the audiences they’re trying to reach today (vs. fifteen years ago).

Career transitions are becoming remarkably common, especially as employees have exhausted avenues of professional growth and development in their current industry. Whatever brought you to your career transition, consider implementing a transition plan that includes reflection, research, and resilience.

While you’re likely familiar with DEIJ—Diversity, Equity, Inclusion, and Justice—DEIB is a concept that adds a new lens to those values. It’s based on the idea is that it’s not enough to hire Black, Indigenous and other people of color—especially if the hiring is performative. Your nonprofit’s culture has to shift so that everybody on your team feels valued, safe, empowered, and respected. That’s what the “B” in DEIB is all about.