This is a list of characteristics of white supremacy culture which show up in our organizations. Culture is powerful precisely because it is so present and at the same time so very difficult to name or identify. The characteristics listed below are damaging because they are used as norms and standards without being pro-actively named or chosen by the group. They are damaging because they promote white supremacy thinking. They are damaging to both people of color and to white people. Organizations that are people of color led or a majority people of color can also demonstrate many damaging characteristics of white supremacy culture.
The IRS has formally confirmed that private foundations may make investments that further their charitable purposes even when those investments do not qualify as permitted program-related investments (“PRIs”) under the federal tax law. This is welcome news for proponents of mission-related investing. Davis Wright Tremaine Advisory.
Culture is an essential element in high-performing organizations, in philanthropy and beyond. In this insightful article, Tom David and Kathleen Enright explore the both the importance of culture and the origins of foundation/philanthropic sector culture.
In this blog post, Clara Miller and Toni Johnson from The F.B. Heron Foundation, a pioneer in impact investing, talk about the challenges they've faced in fully and deeply mission-aligning their investment portfolio.
A special issue of Responsive Philanthropy devoted to what philanthropy can do to combat implicit bias, or the way in which our unconscious minds shape and contribute to our thoughts and actions. A diverse roster of authors explores how this phenomenon both affects the many challenges we as a society face and its implications for how philanthropy addresses these issues.
Despite a field replete with research, analysis, recommended policies and practices — not to mention an abundance of educational programs and frameworks for grantmaking to diverse communities — philanthropic leaders have been slow to advance these values in their foundations. We wondered: what is getting in the way? Why are good intentions, buttressed with theory and practical advice, not achieving better results on measures of diversity, equity and inclusion? We wanted to explore more deeply.