White women in nonprofits

White women in nonprofits. Are they gatekeepers or helpers?

As a white woman, I have struggled with role definitions for some time. There are plenty of women working in the sector in the U.S, 75% at last count. That’s 9.2 million out of a total of over 12.6 million workers (2016; and the number is likely higher in 2021). That makes it the 3rd largest workforce in the USA, over 10% of total employed in the U.S. They serve in a variety of roles, including management and direct services. To add to these numbers, nonprofits make up 55% of all health care services in the U.S., leaving women picking up a huge part of the caring for all of us. (That women fared worse than men during Covid is a ‘duh,’ and few PPP loans were extended to nonprofits further discriminating against women.)

But this blog post is not only about the number of women in nonprofits. It is focusing on the subject of white women in nonprofits, and the future when it comes to discrimination and racial inequity. How can white women, who are involved in making daily and impactful decisions in philanthropy and nonprofit operations take on a system that in many ways has been discriminating against them too? What are the roles and responsibilities of white women in changing what they have adjusted to and often conquered, as well?

Recently, I took on a consulting assignment, since ended, to lead an initiative to support BIPOC* entrepreneurs. Was I the right person for this, I asked myself? What was my role based on the history of BIWOC**, often placed and stuck in low-level positions? 

White women in mid-level management wield extraordinary power, especially as gatekeepers. They are receiving grant applications and impart how to navigate this process to applicants. They are found in administrative roles with little or no career track. With small chances of climbing the career ladder, or little prospects of landing a large grant for their organization, what’s their incentives for being part of changing an unequal system?

It is not enough to change the leadership at grant-making institutions to be more inclusive of BIPOC, although this is essential in moving the needle on distributing funding more equitably. Instead, we need to tear down the institutional, structural and also the personal walls if we are to create sustainable change in a sector that is inherently lopsided on almost all levels and in virtually all areas. 

My suspicion, based on a long career in the sector, is that many white women are in positions of power that limits access to funding and monitor applications and other interactions.  Arguments that the opening up of application processes would overwhelm grantmakers and not solve the structural issues to grant money to disadvantaged nonprofits is not sufficient. 

My reply is: it would help! A lot!

Instead of claiming that grantmaking institutions will be inundated with applications, which also would be a great thing, there are a few steps that can limit a forthcoming application deluge.  This would also decrease the white woman bias that is currently in place. 

Philanthropists and philanthropic institutions need to be laser sharp and crystal clear on what they fund. Applicants deserve sharp, concise, and detailed descriptions of areas, amount, and the process for funding. A list of previous grantees for new applicants to review, and advance notice if any criteria are about to change – including when, to what, and for what purpose should be readily available. Adding clear deadlines and timelines for the granting process is equally needed.

These are only a few requirements that every philanthropic institution should hold themselves to in order to earn their tax-exempt status; and promote to applicants the kind of access to funding that frequently is limited to acquaintances and “those you know.”

Which brings me back to why as a white woman I have felt some unease about my role and what I could possibly contribute with as the sector is taking stock on malpractices, discrimination and other maladjusted policies. 

To me, it is about talking about the uncomfortable, to be brave and bold. To ask those questions that especially fundraisers have not done, regardless of the treatment or reply. Am I best suited for the role? Am I being treated fairly, and am I speaking up if this is not happening, or if others are not?

Vu Le writes in a poignant blog post from last year, that the power dynamic has to change, starting with seeing that best practices often are equal to “white practices.” Vu continues, “It is far easier to talk about how to start a monthly giving program than to talk about slavery, colonization, and reparation. It is more fun to lead a workshop on how to better thank donors than to facilitate a discussion on how we are complicit in helping donors avoid taxes and hoard wealth.”

Fun and games aside, it is no longer enough to tolerate inadequate replies in the quest for raising money for your organizations, or deprive anybody from speaking their truths when constituents and clients are suffering, however uncomfortable this is to those that control the purse strings.

As a white woman I need to adjust my lens to see better, more and wider with the goal of contributing the most I can. 

I am ready. Are you?

Epilogue: 

This question has occupied me a lot lately and was eloquently taken on by Rebecca Paugh in her piece about the role of white women in disrupting philanthropy. 

Same happened in the podcast with Fleur Larsen, speaking with the Ethical Rainmaker on white women as gatekeepers.

*Black Indigenous People Of Color

** Black Indigenous Women of Color

Photo by Gabrielle Henderson on Unsplash