Hi Everyone, I am incredibly excited to share my newly released report, Transforming a Movement: How foundations can support effective diversity, equity, and inclusion (DEI) capacity building efforts in environmental organizations. I can’t wait for you to read it! A huge thank you to all who contributed. The report provides a guide to how funders and others (especially staff involved in building DEI capacity) can support and advance effective DEI efforts in the environmental movement. Here is the beginning of the Executive Summary, which provides a concise overview:

A growing number of environmental organizations and foundations are investing more time, money, and energy in diversity, equity, and inclusion (DEI) capacity building activities than ever before. They are realizing that DEI enhances their mission, creates a higher-performing organization, provides them relevance in a rapidly changing world, and leads to deeper relationships and more successful work with the staunchest supporters of environmental protection—people of color (Fery et al. 2018, Metz and Weigel 2009, and many others). Often these organizations (and the funders who support them) view their launch of DEI capacity building efforts as a success in and of itself, without asking if these efforts are effective.

This report provides a guide to how funders and others can support and advance effective DEI efforts in the environmental movement. It analyzes how seven funders are supporting DEI capacity building and how 43 staff of color and 24 DEI point people (staff who have a core role in coordinating, managing, and leading DEI capacity building efforts) view and experience different DEI capacity building approaches within their organizations. Our research revealed a clear need for long-term investment of effective DEI capacity building practices that especially focus on “the how”; address and remedy root issues (such as white dominant culture and institutional racism); create an inclusive culture; and center the experiences of staff of color.

A Reading Approach

The report is pretty long and multi-layered and includes A LOT of information to digest. As some early readers advised, take your time to read and absorb the many concepts, themes, findings, insights, and recommendations. Reading sequentially from page 1 to 125 may not be the most effective approach for everyone; therefore, I provide a few suggestions below to help direct your reading:

1.  Read the Executive Summary (pp. i-vii).  

2.  Next, read the Staff of Color section (pp. 12-49) since staff of color experiences are the barometers for effective racial and ethnic DEI capacity building approaches and are too often overlooked. Acquiring a deep understanding of this section and a proficient aptitude in implementing its concepts and recommendations are mandatory for effective DEI capacity building efforts. Start with the Introduction (pp. 12-13), Metathemes (pp. 14-15), Insights for Funders (pp. 45-48), and the following themes: White Dominant Culture (pp. 16-18), Culture Change (pp. 19-24), The Staff of Color Experience (pp. 37-38), and People of Color Support (pp. 39-40).

3. I broke up the third step based on your role:

• Funders: Read the Environmental Funders section (pp. 7-11), Staff of Color Insights for Funders (pp. 45-48), DEI Point People Insights for Funders (pp. 76-78), and Recommendations for Funders (pp. 80-86).

• Staff of Color: In addition to the Staff of Color section, read the Recommendations for Staff of Color (p. 87).

• DEI point people (staff guiding and directing organizational DEI capacity building efforts): Read the DEI Point People section (pp. 50-79). As you read it, start with the Introduction (p. 50), Insights for Funders (pp. 76-78), Metatheme (p. 52), and the following themes: The How (pp. 57-59), Culture Change (pp. 55-56), Emotional Intelligence (pp. 60-61), and Growth Mindset (pp. 62-63). Also, read Recommendations for DEI Point People (pp. 87-88) and re-read the Staff of Color section (pp. 12-49) since it’s critical to success.

• Staff leaders: Read Recommendations for Staff Leaders, Especially Executive Directors and Presidents (p. 89) and the following metathemes and themes: The Leaders’ Influence (pp. 41-44), Leadership Support & Commitment (p. 64), The How (pp. 15, 57-59), Transformation (p. 15), White Dominant Culture (pp. 16-18), Culture Change (pp. 19-24, 55-56), Ignorant Resistance and Lack of Priority (pp. 26-28, 65-67), Mission Enhancement (pp. 68-69), and Growth Mindset (pp. 62-63). Lastly, Read Report Recommendations 9-14 (pp. 82-85).

• Staff thinking of starting or about to launch an organizational DEI capacity building effort: Recommendations for DEI Point People (pp. 87-88), Recommendations for Staff Leaders (p. 89), and the following metathemes and themes: The How (pp. 15, 57-59), DEI Beginners (pp. 14, 52), Transformation (p. 15), White Dominant Culture (pp. 16-18), Culture Change (pp. 19-24, 55-56), Ignorant Resistance and Lack of Priority (pp. 26-28, 65-67), Mission Enhancement (pp. 68-69), The Staff of Color Experience (pp. 37-38), People of Color Support (pp. 39-40), Raising Awareness & Commitment (pp. 53-54), and Increasing Diversity: A Complementary Role (p. 75). 

• DEI consultants: Read the Staff of Color Insights for Funders (pp. 45-48), DEI Point People Insights for Funders (pp. 76-78), Recommendations for Funders (pp. 80-86), and Recommendations for Staff of Color, DEI Point People, & Staff Leaders (pp. 87-89) sections. Also read the following metathemes and themes: White Dominant Culture (pp. 16-18), Culture Change (pp. 19-24, 55-56), The How (pp. 15, 57-59), Transformation (p. 15), The Importance of Doing DEI and Doing it Effectively (pp. 30-35), Emotional Intelligence (pp. 60-61), Trainings (pp. 36, 70-71), and People and Funding (pp. 72-74).

4. Read the rest of the report.

5. As you read the report, please share your thoughts, learnings, and insights and respond to the prompting questions below. Please add any comments and questions below or reach out to me directly at marcelo@jediheart.com. Thank you!

Please let me know if you would like me to share the findings with funder groups, organizational J.E.D.I. committees, people of color affinity and support groups, organizational leaders, or anyone else interested in learning more.

Again, thank you to everyone who contributed to the report. The final product is a reflection of your honesty, truth, and love for an environmental movement that effectively achieves its mission. I can’t wait for what comes next.

What do you think of the report?

As you read it, what resonated with you? What were you curious to know more about? What did you learn that challenges your current assumptions and worldview? What did you read that reinforces your current assumptions and worldview?