Tag Archives: workplace diversity

Nonprofit Radio for May 1, 2020: Real Estate & Racial-Equity DEI

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My Guests:

Jane Brody: Real Estate

How have markets been impacted by the pandemic? What do you need to think about before your next move and when should you start your thinking? Jane Brody is executive director at Vicus Partners.




Tristan Penn: Racial-Equity DEI
Tristan Penn shares how Coronavirus has disproportionately hurt Black and Indigenous people. We also talk about dismantling white power structures that you may not realize exist inside your nonprofit. Tristan is NTEN‘s community engagement and equity manager. (This is part of our 20NTC coverage.)



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[00:00:12.24] spk_0:
Hello and welcome to tony-martignetti non profit radio

[00:02:23.24] spk_1:
big non profit ideas for the other 95%. I’m your aptly named host. This is our first ever show in 487 that is not produced in studio. I put it together using a dizzy audacity and zoom. Let’s see how I did. Oh, I’m glad you’re with me. I throw is Anthill asthma. If I saw that you missed today’s show Real estate, how have markets being impacted by the pandemic? What do you need to think about before your next move and when should you start your thinking? Jane Brody is executive director at Vikas Partners and Rachel Equity D I. Justin Pen shares how Corona virus has disproportionately hurt black and indigenous people. We also talk about dismantling white power structures that you may not realize exist inside your non profit trust. In his end, tens community engagement and equity manager, this is part of our 20 and TC coverage. Tony Steak, too. Take a breath, were sponsored by wegner-C.P.As guiding you beyond the numbers. Wegner-C.P.As dot com by Cougar Mountain Software Denali Fund Is there complete accounting solution made for nonprofits? Tony-dot-M.A.-slash-Pursuant Mountain for a free 60 day trial and by turned to communications, PR and content for non profits. Your story is their mission. Turn hyphen. Two dot ceo Here is real estate. It’s a real pleasure to welcome to the show. Jane Brody She is executive director at Vikas Partners in New York City. Before Vikas, she helped launch a mentoring program serving over 10,000 Children and a foster care program to help over 8000 teenagers in the system make the transition to independence. She’s been a consultant to Ben and Jerry’s UNICEF, the American Red Cross, Coca Cola and the Special Olympics. She’s done stand up comedy company is at Vikas partners dot com. Jane Brody Welcome to non profit radio.

[00:02:29.84] spk_2:
Thanks, tony. Great to be here.

[00:02:31.52] spk_1:
Real pleasure to have you tell me about your stand up comedy. I’ve done some of that. What’s what were your gigs? Where did you do?

[00:02:38.54] spk_2:
Well, I took a little class, and I always like to do stuff that kind of scares me a little bit and challenges may. So then, after I did the class and we did kind of Gotham startup, I did a couple open mic nights and I was invited back, and I liked it a lot. But apparently the owner of the club who booked me said, You have to bring 10 friends next time and next time. So I didn’t wanna have to, like, burden people with asking them to continue to watch me and follow May. And I realized very quickly that my humor was very regional, like I understood, you know, New York comedy specific. But it’s much started to be able to be funny and all the markets and how good the major comics are about sort of national humor, right? I enjoy it. I recently just improv class because I like doing those kinds of things. I think it makes you fresh and it challenges you.

[00:04:14.57] spk_1:
Yeah. Yeah, I agree. Um, I’ve done stand up comedy and improv. I took a bunch of improv classes that the Upright Citizens Brigade and I took some stand up comedy classes with this Manhattan comedy school. Um, I’ve played Gotham, but only, you know, like you. It sounds like I do the new talent shows where Oh, you got a visitor there. Okay. Um, do talent shows? Yeah. We bring hers. Brings you gotta bring 10 people or 12 people or 15 people or something in orderto in orderto Get your stage time. Yeah, but I agree improv especially. You know, it’s very good for speaking confidence. I loved it. I think it helps me a lot. I like those. Did you did you try regional comedy outside New York? Is that how you?

[00:04:19.04] spk_2:
No. But we discovered that afford median income. Who’s been doing it for 15 years? And he’s told us to the story how he lived in his pinto, basically and traveled from city to city, Pittsburgh, all the small markets and when market his his bits than his time and then he’d go to the next city in the next city. I was like, I’m not gonna do that.

[00:05:19.94] spk_1:
Yeah, it’s hard to. It’s hard to make money at stand up comedy very few people to, and it’s true. You know, I’ve never even thought of it, cause I the only place I’ve ever done stand up is in New York City. I’ve never wanted to be regional or national, but absolutely true. I don’t I’m not sure people would get me outside outside the clothes. Maybe Westchester that would be about as far. Um, right. So So let’s talk about real estate. And, you know, our listeners are small and mid sized nonprofits. Um, now you you know, the New York City New your New York City market Are you able to generalize like to the t broader than that when we talk about

[00:05:22.42] spk_2:
course. Definitely. I think the same. Planning things and considerations Air true for nonprofits nationally. And I on the international board with other tenant rep brokers internationally. So I always used to having conversations.

[00:05:38.41] spk_1:
Okay, Okay, um and so what are we seeing? Real estate wise around the pandemic. What’s the impact

[00:05:47.80] spk_2:
of certainly some things that you would think there are a lot more sub lets that are hitting the market transactions air down. In New York City of, for instance, it’s been down 40% in the first quarter. I think that it’s gonna be a very rich landlord reaching for us market more than you know, a tighter market where Layla is gonna be a little more difficult. So they’ll be more flexibility

[00:06:16.90] spk_1:
when we come out of this. And people are looking again for real estate. That’s encouraging. On the 10 inside that there’s gonna be that kind of flexibility. Like you said, you know, landlords reaching out, you think.

[00:06:23.87] spk_2:
And also I would say the other great. A huge amount of space that will be available will be retail. It’s gonna be a lot longer for retail to come back because of restaurants and all the other stores. That just a change of pattern of how people can access those spaces is gonna be very different.

[00:06:44.24] spk_1:
Um, when we you know, if any organization is thinking about changing real estate or just use, I guess maybe even just using their existing real estate when when we end up going back to offices. What other considerations there? How do you think things have changed in terms of office space usage?

[00:07:03.50] spk_2:
I think some of the considerations of the large brand tech companies, household names, air changing the amount of physical space per employee so typically was 175 square feet per employee. Now it’s going up to 300 square feet. Does that mean that they’ll be taking more space? I don’t think necessarily. I think people will be varying worked times and changing how many people can use space to a different time. They’ll also be technological impacts. For instance, people will be relying more on their handheld devices than that, necessarily having centralized computer systems, touch lists, entry to spaces, booking of conference rooms, anything where there’s high touch experiences. I think also just the way that people interact. There won’t be as many large group meetings, and the way that we work together will be very different. For a while, you

[00:08:06.40] spk_1:
mentioned booking conference rooms. What you mean? Like, if there’s a, uh, there’s booking a reservation system outside the room and lots of people touch it, is that

[00:08:16.84] spk_2:
it actually, or, you know, touchless check in. Sometimes people hand you and I have had to check in when you go into a space for security. So I think some of those things will be rethought and they’ll be more innovations along the way that we work together in a virtual way. And I think people’s ability to work at home and the office will be expanded. We’ve all adjusted, and we might have several waves of what’s gonna come ahead. We don’t really know.

[00:08:44.04] spk_1:
You know

[00:08:44.26] spk_2:
what I think we’re all anxious to get back to work and be together.

[00:08:47.85] spk_1:
You said, um, typical was 175 square feet per per employee. I don’t that’s that. That sounds like a lot, but is that the average is the average cubicle 175 square feet of space?

[00:09:26.94] spk_2:
Uh, roughly. I mean, there’s lots of different ways they call it bench seating. If you’ve seen lots of staff in small desks in front of them, that could be a slow is 100 per person or 75 square feet per person. I think it’s gonna be more generous than it was before, and we’d have large bullpen seating with lots of people in rows. I think that’s gonna look different. And also, I think they’ll be more spacing between desks and the physical nous of space changed.

[00:09:33.85] spk_1:
Yeah, I e. You know, you said, you think it’ll it could go as high as like 300 square feet per person, which is almost almost double the 1 75

[00:09:43.10] spk_3:

[00:09:50.74] spk_2:
not sure are non profit clients conduce that as as generously, Yeah, but that’s what I’m getting at right. I think it depends on what are non province use the space for. So that’s part of determining what the next steps for the non profits are. You do you have to have a large H Q like mothership. Do you need small offices? And in the various communities you’re serving, what will be the physical footprint of the space that you need to have some fulfill? Your mission, I think, is kind of part of the new sort of long term strategic planning into Cove it and in general, for non profits.

[00:12:18.54] spk_1:
It’s time for a break wegner-C.P.As so that your 9 90 gets filed on time so that your audit is finished on time so that you get the advice oven experienced partner You, JJ, Doom and Affirm that has a nationwide non profit practice with thousands of audits under its belt. Wegner-C.P.As dot com. Now back to real estate with Jane Brody, and I see I fix that mistake with Jane Brody’s name. This audacity is so you can get so compulsive with it. It’s so alluring to take out every, um and on then. But if I if I take all those out, you’re gonna wonder. Who the hell am I listening to? Where’s tony? Sums and ours and his mistakes. So I’m not taking out everything. That is a slight imperfection. Some some things. You know what? Some things have got to stay the same. Every damn thing cannot change that. We’re accustomed to its It’s doing settling. I mean, there’s enough changes already to non profit radio. I’m keeping in the arms in the eyes and the okays. Okay. Okay. Okay. So I’m keeping those in, um, there. I’m keeping that in. Some things have just gotta remain the same. I am not perfect in the way I talk. And by now, after 487 shows, you don’t expect me to be so the hell with audacity, ease, intricacies and perfect ability. I’m not taking advantage of it all anyway. It’s time for a break. No. Anyway, here’s more back to real estate with Jane Brody. When should we start talking to our existing landlord about whether we’re going to stay or about renewing? How early should that conversation start?

[00:12:34.84] spk_2:
It’s really two pronged approach. A lot of people think Oh, I haven’t talked to my landlord and they go towards very close to the end of the least. That’s not really the best model because it leaves you kind of trapped, dealing directly with your Lambert. What the best approach is a year, two years, a year and 1/2 before your lease is expiring, kind of figuring out what you really need the space or and what the purpose and function of your space. You have the right spaces. It’s the right size, or you’re in the right market in the right community and then engaging a broker which has no cost to you. The commission’s air baked into the deal, and what you do is you have your broker find you at least two or three options that you like. So you go on on tours, understand the market, see what your space would cost across the street, in the same area you like to be in, you get a negotiated, non binding letter of intent that your broker can work with you on. And then once you have a deal in place, then you can go to your existing landlord. We call it kind of a stocking horse in the trade, which is here’s something that I could get if I have to move, can you beat it? can you match it? What can you do with this existing opportunity against what? Staying in place? Most people want to renew and stay in place. And your broker can also negotiate that with your landlord. So you wanna have sort of two tracks. The best is at least a year and 1/2 a year into place because it takes probably a month to find the right space. You negotiate the letters of intent, take you at least a month to do the lease, and then if you have a build out, that’s four or five months. So that’s a good amount of time. Plus, everybody has Stakeholders may have you the board involvement the various teams in your organization. Does this fit the needs of the organization, and then you have to kind of engage everyone in the process.

[00:14:56.64] spk_1:
So where you call a stalking horse, I will just call leverage, right? You want to have. You won’t have another deal in hand that you can present to your current landlord and say, Look, you know, I could move, but everybody knows you don’t really want to move right. I mean, it’s a big hassle moving, sure, but you want to have some leverage over the over the person? Absolutely. So I can see why you got to start, like a year and 1/2 in advance,

[00:15:19.11] spk_2:
or I just want to make one other point. Tony. Some people are afraid to challenge their landlord because my landlord’s so great. He’s been a donor to my organization, and I think, uh, I think sometimes nonprofits are intimidated by that, But I people very much treated as separation of church in ST and ST you make a donation to something you believe in and on the other part of the isle you can certainly negotiate a least one has nothing to do with the other.

[00:15:31.87] spk_1:
And you made the point that a broker is free to the tenant, right?

[00:16:13.13] spk_2:
Yes. Okay, that Brooklyn tony that that works from a from a Do you else to end point is commission is baked into the transaction, and it’s a very old schtum. So in every transaction, there’s a landlord broker, an attendant rap broker. If you don’t have a tenant rep broker, and basically you’re just handing the condition completely over to the landlord broker, and I like to kind of talk about in terms of the wars. Wouldn’t wanna have one lawyer kind of representing both sides of the equation. You can. So you look for somebody who understands your work in your mission and can act on your behalf and, well, looking at the same data. So that’s another thing people think. Well, let me hire Let me get three or four people running around for me, but it doesn’t really work that well because we all look a co star, which is a proprietary database that we all subscribed. Teoh.

[00:16:31.94] spk_1:
Okay, so everybody’s got access to the same listings. What? You said that in any community, that’s nation

[00:16:37.28] spk_2:
yet it’s national, its international. Okay,

[00:16:39.91] spk_1:
okay. All right, So now all right. So we know we should start, like, maybe two years, a year and 1/2 in advance of the expiration of our least. So now what do we need to be thinking about in terms of our new space Or, you know, our existing space?

[00:16:55.26] spk_2:
Well, one thing that I think is really important is a good match with right land board. So I have just a couple of examples that really kind of illustrate this one is this organization I worked with? They they, uh, took in donations for babies. 03 year olds. They would get strollers and books and clothing, toys, and people would come with you could imagine garbage bags full of treasures. And then they would come to the building full of all their stuff in their hands, cribs everything and come into the lobby and go up in the elevators and make the donation on. And then the clients would come with not themselves or just their baby. They would bring five or six people because, you know, day care is a huge challenge for low income families. So a particular Landler didn’t like all that additional foot traffic,

[00:17:47.69] spk_1:
right? Probably bags of stuff being hold onto the elevator to Right?

[00:19:07.24] spk_2:
Right. So you’re crowding my other tenants. You’re crowding my elevator, you’re holding things up. So I was able to find them a landlord that adores what they do. They actually make donations, they help them with all kinds of support. And I recently ran into the landlord at an event, and they’re like Jane finding more tenants like this. We love what they dio and I have another case where I worked with this organization called Chess in the Schools. Wonderful organization had been in the building 17 years, and they had this, like, huge 12,000 foot space that was shaped like a pizza pot. I mean, how somebody designed this thing with slices as the various zones, but it was really expensive rent for them. They had downsized, but they had this, like, really strange requirement that once a week, 80 young people high school kids came to play chest, so they needed a certain kind of space. The landlord worked so hard to keep them in the building. He he helped me find the space within the building that was 4500 feet, renovated the space for them. And then there was no lag way leaving their old space and moving out of two years earlier their existing lease and gave them a brand new lease going 10 years, four. Very unusual. So if you get lucky with those kind of connections, so I always try to find landlords that are the right match for clients, I think it makes a big difference,

[00:19:28.74] spk_1:
and you have to be upfront about what your work is so if there are gonna be families coming through, You know, with kids, you know, the class A space landlord, you know, may not want that because they don’t want Children in the lobbies or if it’s gonna be folks with disabilities. And you know, some landlords may not be at all sensitive to that, and others may be completely embracing of that. So yes, true, we’ll be upfront about what kind of traffic you’re gonna create if it’s not strictly an office environment.

[00:20:13.39] spk_2:
And that’s really educating your broker to really understand your organization. And I kind of think of it as kind of putting that mission on my back and trying to, like, think about what that executive director or board member needs. I’m working with an adoption agency right now and one of the things that was really important to them. And I really thought a lot about this when I when I speak about this particular client, is they have birth mothers who are, you know, young women. Sometimes there are, you know, compromise situations. They’re kind of a lot of anxiety around giving your baby up for adoption and going to like a mainstream building where you’ve got turnstiles. Intense security screenings would be could be intimidating. So finding them a sort of quieter block building where they could walk in themselves, created in the best way. And also there’s confidentiality issues. There’s programming. So how can it be very front facing an appropriate for that particular client and meets the needs of the organization?

[00:21:14.64] spk_1:
Okay, yeah, I see. Just maybe just even giving their name at a security desk is, I don’t know, intimidating or off putting to a clientele like that

[00:22:20.64] spk_2:
or shelling a driver’s license or so really kind of matching what you’re trying to accomplish in this space. And I also think understanding what you’re using the space for Israeli import, you know? Are you doing classrooms or you’re doing training? Are you doing touchdowns? Space for your feet fieldworkers? I had one particular client who ah, was an arts organization. After School Arts Organization. It was created in the seventies when all the arts organizations were taken. All the art teachers were taken out of the school systems, so these two former teachers started organization and they hire freelance artists to come into schools, you know, lovely idea. Filling a need and then the schools would contract for these part time workers. This and they kind of grew the organization unwto through little tiny apartments that they were renting in the community in the city. So this executive director said, let me create one central place for the organization, a place where the artist can come, receive their materials, have training, have collaboration. And it’s really changed the environment of the organization and the way that the employees and the artist kind of bond on having a ton, equal footing and a connection in a place to be together.

[00:22:44.04] spk_1:
All right, Jane, um, so let’s talk about some common mistakes that you see that non profits, you know, can hopefully avoid,

[00:23:27.94] spk_2:
I would say typically timing, not having enough period of time to think about your space. So we talked about a year and 1/2 or two years. I’ve had people call May I’ve got a month left to my least. What should I dio? Okay, that’s certainly not doesn’t put you in the driver’s seat, right? Making sure that you have all the stakeholders involved in the process. The development people, your board, your your staff, understanding what you’re trying to accomplish in your space search being isolated and just working through the operations people. That’s really important. Another important part is that you could afford the space and that it fits with your budget. I mean, certainly Cove. It has been a real lesson and understanding the financial impact of things like rent to those air key mistakes.

[00:23:44.91] spk_1:
These mistakes, we’re gonna be reduced because we’re raising people’s consciousness about about them. All right, Um, all right, so I mean, I love it. You hit this a couple times, but you said that you can’t stress enough the importance of starting early. So you you have time. It’s not a crisis. You’re not trying to find space and negotiate a deal in three or four months, which may not even be doable,

[00:25:35.69] spk_2:
I think also, I want to mention just another example. I worked with a food pantry early on, and it was really interesting this particular organization, great organization, New York Common Pantry. And they had received a grant to help senior citizens receive food distribution through senior citizen centers. So it was a new program. They were gonna have vans leaving the central location going out to these new communities and providing food. So when we started looking for space and understanding what they could do, you started learning a lot about crazy things. Like if you get all this food and then your new distributed the weight of the food and the canned goods and all the foods that will be distributed could be really important on the weight of a building, so being in a second floor wouldn’t work. So we ended up being in a ground floor small warehouse, and then they had some other programs. Programmatic needs counseling. Nutrition program really split how they ended up solving the real estate. We had office in one location and food distribution in the vans and a different area. So sometimes the way that you solve the program programmatic needs can look different because of the the whole state weight breaks out. So it’s all pen of a learning experience some time

[00:25:42.44] spk_1:
and creative creative experience. All right. Jane Brody, she’s executive director and Vikas Partners. They’re at Vikas partners dot com. Jane. Thanks so much for being guest. Thanks for sharing.

[00:25:51.79] spk_2:
Thanks, tony. Be safe.

[00:27:57.30] spk_1:
We need to take a break. Cougar Mountain Software their accounting product. Denali is built for non profits from the ground up so that you get an application that supports the way you work that has the features you need and the exemplary support that understands you. You have a free 60 day trial on offer. It’s on the listening landing page. That’s the listener landing page at tony-dot-M.A.-slash-Pursuant. Now time for Tony’s Take two. Take a breath, take a breath. Relax. You need to take care of yourself, not just once. Try to do each day, sit with yourself and clear your head. Focus on your breath. Meditate, nap. Whatever is good for you. Be good to yourself in a healthy, soothing, calming, loving way. There’s so much shit going down, and so much is being asked of you That is strange and difficult. Take care of yourself. Do it each day. You deserve it. You need it. Please take care of yourself, and that is Tony’s. Take two. Now it’s time for racial equity. D I welcome to tony-martignetti non profit radio coverage of 20 NTC 2020 non profit technology conference. You know the conference had to be canceled, but you also know we are persevering virtually. We’re sponsored at 20 NTC by Cougar Mountain Software Denali Fund. Is there complete accounting solution made for non profits? Tony-dot-M.A.-slash-Pursuant Martin for a free 60 day trial. My guess now is just in pen. He is a community engagement and equity manager at n 10. The host of 20 NTC. Justin, welcome.

[00:27:58.74] spk_4:
Hi. Thanks for having me.

[00:28:00.60] spk_1:
It’s great to have you. It’s a pleasure. I’m glad we’re able to work this out. Virtually thanks so much. Yes. No, you’re You’re well and safe ing in Portland, Oregon.

[00:28:25.54] spk_4:
You know, I am. It’s some, you know, we’re all living a very new reality, So it’s definitely something that, uh, was kind of new to me. I worked 2 to 3 days a week, um, from home. But now I’m doing it all day. Every day

[00:28:33.04] spk_1:
of misery. Were maybe six years. Hopefully not seven, but maybe five for six days. Um, so you had really interesting topic? Ah, critical. Critical announces you what worked for us. A critical reflection of intends racial equity rooted. D I work? Yeah, I think this is obviously your responsibility at and then as

[00:28:50.28] spk_4:
that is, Okay,

[00:29:28.14] spk_1:
um and I’m still, you know, this D I is I’m 58 years old, so I didn’t grow up with this. Yeah, I’ve been thinking about it, talking about it, struggling with it for and, you know, maybe not long enough, but three for 3 to 5 years, I’d say some ran. Um, so I have a pretty basic question, but I want to get it off my chest. What off, Mike? I wanted I want to get it out. Why? Why do you have to say racial equity rooted D I work, right? I would think that that’s just subsumed in D I

[00:31:10.70] spk_4:
Yeah. You know, I think there’s a lot of things, you know, I wanna give space because we only have 25 minutes. I could definitely talk for 25 minutes just specifically about this. However, I do think because we center all of our, um, racial our excuse me, our d I work with rooted in racial equity. It’s important to us because I think at the end of the day, there are a lot of systemic and oppressive things that have happened not only in this country, but also, um, within the nonprofit sector that really do effect people of color first. So, for example, there’s this idea of intersectionality, which does happen and is a thing. But also, like, you know, you can be a, um, a white woman who is just and still get a lot more privilege than a black woman who was disabled. So, um, so that’s just a just a bit of it all, too. And that’s why we center it with racial equity to explicit. Absolutely, Absolutely. And that’s not to say that it’s a binary where we are saying that racial equity above everything else and we’re not we’re gonna brush everything else off the table. There are other identities that, um, people identify with that air just is important. And, um, they they have their own, you know, marginalization within their own communities to, and those need to be honored as well to and considered. And, um, really makes in and made sure that they’re being prioritized during certain circumstances.

[00:31:47.94] spk_1:
Okay. Okay. Um, well, you know, we we may end up going more than 25 minutes, because I Something’s according to meet it. What about this? This pandemic. How do you feel? Like this is highlighting. We’re gonna get there are. Actually two things I wanna ask you is exacerbating. Yeah, I want to start with almost over the highlight. How do you feel? Like this pandemic and the country and I’m focused on Let’s focus on the U. S. Yeah, uh, that has the reaction to it. They’re working from home. The we could talk about the s. My gosh, I could see how we usually go. 2125 minutes.

[00:31:52.27] spk_4:

[00:32:03.44] spk_1:
about the loan programs? Absolutely. Wherever you wanna go, How do you feel? Like the pandemic and the response to it have highlighted. Yeah, inequities.

[00:34:11.38] spk_4:
What a great question. Wow. So I can only speak from personal experience or just the identities that I bring to the table. So, um, I am I’m half black and I’m half Navajo. So my dad is black, and my mom is Navajo. And so, um, being that bi racial professional in the non non profit sector world, um, you know, as a black man and as a Navajo man as well, you know, you see these things and you have these very direct ties to the communities with which you navigate in and reside in the one thing that comes to mind is, um you know, all of my Navajo relatives. So I have a lot of member who relatives that are still on the rez on the New Mexico side. Um And so, um, one thing that’s really striking to me is that, you know, the last I mean, the numbers change every day, right? With these covert 19 cases. Um however, the last time I read it, um, it was, um per capita, the amount of cases after New York and after New Jersey, the next, um, the next amount of cases was the Navajo Nation under. Really? Yeah. And so that’s I mean, there’s their cases per capita, and I want to make sure that that portion Exactly. And so that’s really concerning because I have family on the rez. And also, um, it’s, um It kind of it speaks to the, um the years of historic, um, oppression And, um, you know, genocide that has happened with it within indigenous communities. Um, and how there has been, um, baked into, um, you know, communication and treaties and promises broken promises by the federal government. Why? This has kind of made, you know, this situation that we have now on the Navajo reservation. And I’m sure, um uh, among other tribes, something that is really, really pressing right now, there’s probably accounts everywhere. And so I just

[00:34:27.37] spk_1:
health care. Health care has been a serious negative problem. Serious problem on the indigenous peoples for generations, right? The health care on the reservations.

[00:36:01.23] spk_4:
And so it just ends up being something that, like, I hold near and dear to my heart because I think of all my family members that are on the rez and live on the Navajo Nation. Um and also just, you know, um, the the way in which, um, you know, the the federal government supports or doesn’t support the Navajo Nation, never being its own sovereign nation. And so I think there’s, um um this is really kind of, like, pushed everything to the forefront of what is wrong with the systems. And I think it also, you know, on the other side of things, you know, you see now as that this data is coming out, those who have passed away and died to come, Teoh, you know this illness, um, the majority of them are black people. And so that’s also concerning for me, Um, that, you know, I think that there is, um, something to be said for that. And I think, you know, that kind of also lends Teoh. There are people who aren’t able to, you know, work from home. They have to be out there to. And so I think it’s very interesting in a data point that, um as hopefully when all of this subsides will be able to look at and really sit through and figure out and find I mean, I would be willing to put money on, you know that. You know, people of color indigenous communities, black people and indigenous communities probably were disproportionately affected by this. This pandemic

[00:36:09.24] spk_1:
in terms of health care, unemployment, yes. Businesses closed, I

[00:36:35.13] spk_4:
write. And also systemic and systemic. You know, an institutionalized racism that has policies, practices that our priority not prioritizing them, or are looking over these communities to as well. If it goes past the health care and Maurin two systems as well, it’s not built for them. Um, because it wasn’t with them in mind. It was with white folks in line,

[00:38:25.22] spk_1:
right? Right. Okay. Yeah, we could We could certainly go hours on that. Yeah. Um, all right. I’m yeah, and I don’t And so I mentioned, you know, highlighting and exacerbating. I Yeah, I think when When the dust settles and we look at disparities in outcomes, we’re gonna find immigrants and indigenous folks disproportionately impacted in terms of, uh, well, yeah, the institutional racism that you’re you’re bringing out and just in terms of the more surface store things that that, you know, like health care and help get unemployment lost jobs. And I mean from I have a small business. And so I see the way those that loan program is, at least in these opening weeks of it or whether I should say we’re recording on according on Tuesday, April 21st and so far, the opening program the opening, uh, indications around the S B A. Programs are that, you know, big businesses air getting it, yes, and most likely predominantly wiped. Run. Yeah, and and small businesses that I think Congress intended it to help or are falling short. At least that’s yeah, that’s what’s happening in this first tranche of 250 billion. We’ll see what happens when there’s the absolutely next the next level, but I’m sure you’re right. You know, the because the system is rigged against and built in favor of Yeah,

[00:38:26.63] spk_4:
Yeah, yeah,

[00:38:28.16] spk_5:
yeah, yeah. All right.

[00:38:30.62] spk_3:

[00:38:32.02] spk_1:
so we’ve been 20 minutes already, and we haven’t even gotten to only about it away. About the time you gotta you gotta host that. I wanted to talk about the pandemic in these terms

[00:38:42.27] spk_4:
or yeah,

[00:39:16.89] spk_1:
I haven’t done anything, but also so thank you. Yeah, but don’t worry about the time that you got a lackluster host to deal with. It’s my my shortcoming. Um all right, let’s talk some. Let’s talk about in 10. Yeah. Um What? Ah, well, all right. Before we get into the details of in 10 how do you how? Open someone start this conversation in their own organization? Yeah, I feel like it’s systemically institutionally. Wait, Run. Well, that would be out. They wouldn’t feel it. That would be obvious. But wait, wait, wait. Policies. Yeah. Um, how did they kick off this conversation?

[00:39:23.82] spk_4:
You know, tony, that’s a really great question, too. And there’s a variety of ways to bring it up. Teoh, I just got done reading a really good book. Actually, that Amy shared with me. Um, about how Teoh Stopgap

[00:39:38.86] spk_1:
award and simple words are social media and technology contributor here on non profit radio. Okay, just for the for the 45 people out of the 13,000 who may not know who any simple

[00:42:00.09] spk_4:
Yes, She gave me a book about institutionalized racism and institutionalized bias on how that manifests itself in the workplace and more importantly, what you can do about it. So it’s one thing toe like, recognize it and be like, This is wrong. And this is happening. Another thing to start, um, to start bringing it up within your organization is at the root of your question is you know, what can you do? And there’s a variety of things that you do. I think the first thing that comes to mind, um, that I read in this book was the book. It’s called Recognizing Institutional bias. Um, I may have to, like, follow back up with you. I know it’s something like that, but I breathe through it, um, so I’ll I’ll give you the title of it later. Um, but she um But this book talks about, you know, it’s one thing. Excuse me to go about it as an individual, but it is. I mean, it’s kind of like one of those things where safety in numbers and so being able tohave an ally or someone within the organization that you can also push this work or were, too. So it means asking some hard questions, and it means asking some hard questions of yourself as well to. And I think that’s the key point. Um, as well is realizing that, you know, we all have implicit, um, biases that we have in our head. Um, you know, when we think of cats, we think of cats, as you know, very. You know, Castile. They kind of take care of themselves. Some cats aren’t like that, though, you know, And so I think going into it, we have to really check those ideas about certain people, people from communities that have been informed, those implicit biases. We have to make sure that we’re good with ourselves or not even that we’re good with them and that we’ve reconciled them but that were aware of. So I think that was a really big take away point for me. Um, you know I’m 1/2 black man. I’m a Navajo man. Um, I have implicit bias, you know, everyone does. And so I think being able to understand that before pushing this work is really key to this. You have to really kind of strip yourself bare and understand that, um in order to push this work forward, you’re going to have to do some self work as well.

[00:42:17.87] spk_1:
Implicit biases. Is that not the same as stereotypes?

[00:42:20.30] spk_4:
Yeah. Yeah, it is. It is. Some people call stereotypes. Yeah,

[00:42:24.77] spk_1:
you gotta You gotta be conscious of your own stereotypes.

[00:42:58.50] spk_4:
Exactly. We don’t politicize. Yeah. And sometimes those stereotypes are very obvious to you. You you think about them. But also, there are some that are very deep within your subconscious that come out without knowing, too. And so then it’s one of those things where you start. You have to be reflective and think, Gosh, where is this coming from? Where is the stock coming from? And where is this belief coming from? And really dig down deep into it. Um, I think another thing to that, um, when you push this type of work forward or are start to prioritize this work you have to think about you and I were talking about this earlier is, you know, the climate of the organization. Um And where in what? In the environment of the organization, some organizations have their heels in the ground, and I have experienced organizations like that where their heels air in the ground and they’re like, we have a D I committee that meets once a month and that’s it. Check box checked. We’re done with it. We don’t have to do anymore work. We don’t have Teoh, you know, examine the policies and practices in the environment that we put forward with an organization. So that’s a non starter for a lot of people. And in those

[00:43:37.63] spk_1:
organisms, on top of that r R D I committee, it has black black people in it. Yeah, so we’ve We were an equitable organization. Exactly to blacks on our equity committee.

[00:46:01.08] spk_4:
Exactly. And so I think those are things that I have experienced those there is half organizations where, you know, that’s the thing we call tokenism within. Let I wouldn’t even say within the d I world. That’s just tokenism, period with in whatever world you want to live in. And so that’s That’s a tokenism thing. And sadly, I’ve fallen victim to that in my earlier years of, you know, when I was a young professional of, you know, really being eager and wanting to please white leadership, Um, and realizing that I wasn’t pushing forward d I work. I was not contributing to it, but I was a victim of it. Um, and it was a system much larger than the the actual work that I was putting forward, and it was really sad, and I had to remove myself from those situations and those token izing situations. There was once a month d I meetings where I was that the token eyes per person of color that was having to bear my soul about some very, very deep and emotional topics. And so I think a lot of times, you know, you have to as a person who’s pushing this forward specifically, and I’m you know, I say this directly to people of color and organizations and non profit organizations who are the one to, you know, third person of color in the organization. I mean that that’s a big, big hill to climb to, and it’s not insurmountable. But what I will say is, you know, you have to be able to check in with yourself as a person of color and as a, um, as a professional of color, Um, be a black being Beit, indigenous, being Asian, um, agent. And so I just think that you have to check in with that because and be very hyper vigilant and aware that, um, some folks may want to token eyes you in a way and being ableto have, um, practices and things in your back pocket, too. Disrupt knows those policies and procedures and practices and then either move forward or remove yourself from the situation.

[00:46:09.88] spk_1:
Checking in with yourself means, like the official question. Is this even worth doing at this organization?

[00:46:11.41] spk_4:
Right. And maybe

[00:46:12.44] spk_1:
Do I have any ally or there are other potential allies? Okay, go to potential allies, and they turned out not to be allies. Is it even worth doing in this organization like you say, you remove yourself, Go elsewhere?

[00:47:29.58] spk_4:
Yeah, and it because. And that’s really sad, too, because I think a lot of us in the nonprofit world are, um, you know, we are so passionate about the work that we dio We wanna, you know, we kind of pride ourselves. And I did this for a very long time when I worked in use development. You pride yourself on the number of hours that you work. You pride yourself on working overtime. You pride yourself on for the bare minimum, you do that. And then you have larger organizations that are typically white Run. That’s hold you hostage to that belief. And that’s really and that was I mean, I heard that maybe two or three years ago, someone said it much more beautifully than I just did. But on I wish I get credit them, but I forget who it was, but it really is those, I mean, and that’s a very big systemic, um, problem within the nonprofit world is that, you know, a lot of times white leadership will hold those those middle level, middle level, direct service middle management folks. Um, be it you know, people of color or not to their own jobs. To that to that own passion. I

[00:48:03.03] spk_1:
thought you loved our work. Exactly. We asked you when you came here three years ago. What moved without the work and, you know, using that work against them in some fashion time for our last break turn to communications. They’re former journalists so that you get help getting your message through. It is possible to be heard even through the Corona virus cacophony. They know exactly what to do to make it happen. They’re at turn hyphen two dot ceo. We’ve got but loads more time for racial equity, D I? In fact, this runs long because it’s a good conversation with Tristan that I did not want to stop. The total show is roughly 75 minutes,

[00:48:15.97] spk_4:
and it’s like the byline of you know, non profit works. Sometimes, sadly, is like we’re not in this for the paycheck, you know,

[00:48:23.25] spk_1:
Passion, passion, shaming.

[00:50:25.86] spk_4:
Yeah, absolutely. And it’s so I mean, and so when you put you take that in and of itself, within the nonprofit world, and then you layer on a racial inequity that’s like also, you know, people are stuck folks of color. Black folks are stuck with it between a rock and a hard place within their job. They want to make money toe like live to pay their bills. They want to have a job to do those things. Yet they’re stuck in an organization that is holding them hostage to the work that they’re doing, and so that that’s something that I think is I went off on a tangent. But I also think that you have to be very aware is this Is this organization ready for this? Is this organization really about this work? Because it’s gonna strip a lot of things bare for the organization that they may not like, you know, And that made that push against that culture dominate that white culture, dominant belief and systems that have built the organization toe what it is today. So, for example, it means, you know, how are we working? Are we working every single meeting toe have some sort of end results? Um, you know where we come to a conclusion at the end of every meeting? That’s white, dominant culture in and of itself. Sometimes we have meetings that don’t have a big or clear and result, and we need to be okay with that. Um and so I think about that. And I think about my past, you know, roles that I have held in use development and how many times I’ve been in a meeting where it’s like we have to get X and Y and Z done by the time. But in two hours we have to pound out a budget in two hours on DSO. I think being able to work, and I’m not saying that like and 10 is one of those, you know, shining places on the hill. But I love it here because Amy gives us the space and latitude to sometimes not have toe have meetings that maybe we didn’t come to a clear conclusion or that there’s not an expectation that we have a solid, you know, um, a solid solution that we come out of

[00:50:31.72] spk_1:
their outcome by end of me and meetings or just a microcosm of the total work, that because the work is constantly a journey absolutist repeatedly, you know, it’s not done at the end of a year or 18 months. And, you know, like you were saying different example though, you know, check, we’ve done our We’ve done our diversity work

[00:50:50.11] spk_4:
right right

[00:51:06.97] spk_1:
now. Now, we just banned the committee or the committee Lance to be six months every six months or something like that. Yes, the meeting is just a microcosm of the of the overall structure and progress and journey you say in the description of the program, then 10 journey. It’s never It’s not really never completed.

[00:51:15.12] spk_4:
Yeah, it’s never done. And it definitely doesn’t live solely with me. And I think this is the one thing that I particularly like, Um, in this this role that I’m in within 10 and working so closely with Amy with D I work is the idea that she and I are a team, um, working towards this, I think a lot of times and organizations, they token eyes, a person of color, and they’re like, Oh, you’re the equity person. You’re the equity director. You’re the X, y and Z, which is fine. It’s great. I’m all for that. But a lot of times there are situations where or organizations that put it all on that person. And they’re like

[00:51:52.79] spk_1:
the person has no with no authority, exact lots of accountability, but no authority,

[00:53:04.39] spk_4:
right? And so what I really like and appreciate is that Amy pushes me, and I pushed back on things that we’re working towards and, um You know, I say I pushed back, but also she and Ira will learn personality anyway, So a lot of times, um, she’ll peek around the corner from our office when we when we worked in offices. Um, you know, and be like I was thinking something like, Oh, my gosh, I was just thinking that. So I think it also helps be specifically with her. And I really are, um our relationship is that she and I are just very similar. Um, and, um, I think that does help. But I also appreciate her as a leader being able Teoh ask questions and prioritized racial equity not only when she’s thinking about D I stuff, but when she’s thinking about the budget. When she’s thinking about NTC when she’s thinking about, um, you know, all of our I t endeavours, all of our community pieces. Um, I appreciate that because that says to me as a person of color and more importantly, a someone who’s, um, you know, a ah person who’s working for is that Oh, this person’s in it for riel. Yeah, Amy talks. The talk walks the walk, and again, it’s not toe like, you know, game points with a Me, too. Because for that you

[00:53:18.07] spk_2:
were you making

[00:53:18.66] spk_1:
the point of the importance of leadership that has to be leadership support by in, you know, whatever it’s called or else you are, Well, not the person committee or the entire endeavor is just gonna be, you know, without without teeth,

[00:54:48.24] spk_4:
right? Yeah. And so that’s what I appreciate her as a leader, even though I’m the person that has the role that pushes it forward and stewards that she’s right there with me helping me and asking those questions on an executive level and on a board level two and prioritizing those questions. And so that’s something that I really appreciate as an employee, but also separately from that, like as a person of color, as an indigenous man, as a black man. I appreciate those things, Um, and so it’s it’s kind of 11 of those situations where, you know, talk is cheap, you know? And, um, you know, she walks the walk, and I really appreciate that. I’ve, you know, worked with a lot of white leadership in past organizations that I worked in, where they talked to talk. They love a good. You know, feel good session about D I stroking their own egos and all the things. But when it comes, it comes down to it when there are policies that they’re pushing forward and meetings that are directly, you know, working against racial equity, that’s not it, you know? And so those are examples that I think of where I’m like. Gosh, I wish I would have spoken up. Um, but but, you know, within 10 I don’t feel that. And that’s something that I I’m gonna hold on to it and hold onto it tight, because I know that this is a good thing. And I’m really, um, you know, glad and blessed to work on a place that prioritizes those things.

[00:55:13.17] spk_1:
Can you tell a story of an example of something that on its surface is not inequitable by? Maybe you pointed it out, Or if not, use something. It became obvious that it is inequitable. Yeah, you brought it to the organization and a chain jumping

[00:57:48.23] spk_4:
right. So I’ll give an example, and it doesn’t really point out a specific person, but it points out, Is Berries easy thing that no one had really found it within the organization within our organization. I know a lot of people think, Oh, wow. It’s like this multi tiered, you know, organization with lots of people. There’s only 15 of us, so, I mean, the way we work is very collaborative anyway. And so, um, once we have a job, sport where folks immunity are able to post open positions on the community s so a lot of times it’s organizations that will want to post a open position that they have on for the longest time, we didn’t, um we as an organization didn’t have, um, a requirement for salary. So when people when there was a salary field for organizations to put in, um, you know what? How much this person was going toe radio? Absolutely. They leave a blank, right? D o e dependent upon experience. Um, and if you look at that, too, seems pretty like, oh, standard. We see it all the time with, like, you know, you know, we go on linked and we go on any sort of jobs board site. Yeah, They probably don’t, you know, put the salary, and a lot of times it’s dio we and, um I I myself was like I don’t see like why, you know, there’s like an issue with that, too. Until it was pointed out that, like, you know, this was This is a practice that is steeped in, um, whiteness and its steeped in patriarchal, the patriarchy. And so why do Why do organisations not do that? I don’t know. I can’t say that for each and every other word Is that what I can say is that when organizations don’t put a salary for a job or put d o e um, that disproportionately effects women and people of color. Um, because it contributes Teoh. And there have been studies that show that when it’s when there’s no salary, it discourages people of color. Don’t feel like they are, um, you know, I don’t want to speak for for all people of color, but there have been studies that have shown that, you know, it contributes to that pay gap. That gender pay gap

[00:57:59.03] spk_1:
okay, enables that’s what I thought. It enables disparities in pay

[00:58:00.60] spk_4:
exactly and so

[00:58:02.32] spk_1:
committed because you don’t have to commit in writing exact ranges 1 25 to

[00:58:57.62] spk_4:
one solidity on their maybe organizations out there that are like, Oh, this is a black woman that’s applying for this job. I’m going toe put my I’m gonna offer this job to this person on the lower end of that range, and that’s not fair, Um or, you know, because I didn’t put post my salary. I’m gonna lowball this this this job offer and that’s not fair as well to we want organizations that are going to put or post positions or job roles on our website to be up front with everything, too. We want to make sure that our community members have all the information that they have to make an informed decision about their future job. Future A future benefits so they can make the most educated decision on whether they want to join this organization or not. Do you

[00:59:02.44] spk_1:
know what’s what’s required for

[00:59:12.82] spk_4:
that salary? Yes, so right now it is required. That’s the only thing it so you can’t post a job of job opening without having a salary.

[00:59:15.53] spk_1:
OK, so array is arranged, Arranges acceptable,

[00:59:18.46] spk_4:
I believe, arranges acceptable. I

[00:59:42.21] spk_1:
think that’s okay that someone is coming being offered at the lower end of that range, and they feel their experience marriage something higher? Um, then they can brother on conclusion that this may very well be racial or gender based or some other some other classifications based beyond their experience. You could draw that. You can draw that conclusion for yourself. If you’re being offered the low end of that salary. Radio

[00:59:50.07] spk_4:
have some very badly for that with the rains that that was going, going it, Teoh.

[00:59:53.03] spk_1:
Otherwise, your you’ve got no information whatsoever.

[00:59:55.44] spk_4:
Absolutely. And so you’re like I don’t know what. And so a lot of times there’s just weird tactic that people do. It’s like, What do you think you should be paid? And it’s like, you know, don’t turn that on its head. You know exactly what this job is worth. Please put it out there so everyone is aware.

[01:00:12.08] spk_1:
Okay, My own conclusion,

[01:00:57.91] spk_4:
though, anyway, so we require that now, and that’s something that we all came together and talked about. I mean, I can’t say who I can’t remember who, like specifically brought it up as something a za point. But it was such an easy fix. Such an easy fix. And, you know, I’ve been you know, I keep on talking about past organizations I’ve been with, but, um, I’ve been in organizations where it’s like an easy fix, but it took three months to implement. It took a meeting une email thread, you know, Ah, heart to heart meeting about how this was. You know, sometimes if it’s easy just implemented, and this was one of those things that you know, start to finish, maybe took ah, week a week and 1/2 to get it all running a

[01:01:01.53] spk_1:
programming is all of a sudden it’s a required field when it wasn’t required before.

[01:01:05.85] spk_4:
I think things are red

[01:01:06.96] spk_1:
asterisk and has to be programmed in the back end that you can’t submit your form without that field being

[01:01:23.71] spk_4:
feel that there’s a there’s low hanging fruit that sometimes exists in an organization that no one’s really sat and looked at and been like, Why are we doing this? How can we do this differently? That’s in a more equitable way in an equitable, equitable, more former fashion. And I think you know, I also say that, you know, I bring up these this anecdotes just because, you know, I mean, there are a lot of other things that we’ve done that. Have? Really?

[01:01:39.11] spk_1:
Yeah. That’s a That’s a great one.

[01:01:40.66] spk_4:
Because lately that

[01:02:19.54] spk_1:
innocuous on its face, it’s completely innocuous. Leave it blank if you want. Your Blanco are based on experience. It sounds perfectly. We’re doing that that way for generations. Based on your experience, you’ll get big. But now it’s locked in. You know what? We’re being offered a salary at the low end, and you can draw your own conclusion that why that might be exactly okay and no longer enabling. All right, Um, that’s a great story. Yeah, Um I mean, yeah, there’s so much we can talk about. Yeah. You mentioned in the description how racism manifests differently. A different levels of an organization.

[01:02:23.60] spk_7:

[01:02:24.50] spk_1:
First, a little bit.

[01:03:03.42] spk_4:
Yeah. So great question. I have, um, the ah, you know, opportunity and the privilege to serve on a, um A It’s an advisory. It’s the Committee on Racial on Racial Equity for, um, the it’s called Organ Metro. So it’s Thea Thea area local regional government that it’s, I believe, spans three, if not four counties in the Portland Metro area. So it’s a governing govern form of government that overlooks all four of us

[01:03:06.10] spk_1:
have to show off that I know Portland is in Multnomah County.

[01:03:09.04] spk_4:
Yes, I have to show. I

[01:03:10.54] spk_1:
just have to marry. Let’s have to show that off. That completely

[01:07:16.58] spk_4:
how I, um seven. It’s very much like a, uh it’s very much like a, um you know, council, where there’s council members that represent each district. And there’s also a c 00 that runs the entire organisation and government. Um, So, um, I sit on a, um on a committee that is tasked with making sure that racial equity is something that that governing body prioritizes and also is taking into consideration when it’s pushing or advocating for anything. So all that to say is that we had an opportunity Teoh to touch base with some leaders, potential leaders within this, this governing body. And, um, I think one of the questions that came to the top and that I asked you because it kind of goes back to your question of like, um, racial inequity manifests itself in very different ways on. And so if you’re a you know, a CEO of an organization, um and you’re like, yes, I’m about d I work. I live in. I breathe it yada yada. I do all of it on and I’m really passionate about it. Yet you’re a white person, and then you have to, you know, foreign partnerships with other area organizations, and they’re all white as well to what happens when you get into a room or you’re having to have big, you know, decision making conversations and everyone and there is white. Um, and, um and people in there are saying things that aren’t racially equitable. Um, and you’re sitting there in your belief that I believe I believe d I work. I know that it’s there, but the gravity of all these other people agreeing with this false, you know, or agreeing with this, you know, racially an equitable belief. You’re gonna have to push against that in that scary right to go against the grain of like, the larger group on. And so I I ask that because you know, our I just I bring that up because I think the phrase that comes most to mind to me is someone said it to me and I forget why read Reddit? Orde said it. But it’s always stuck with me as you move up within an organization, racial inequity on racism becomes more sophisticated, so it’s much, much easier to detect. Unlike a direct service, rubber hits the road level as you get to that C suite level. You know of an organization, it becomes more nuanced. It becomes mawr about tokenism. It becomes more about how you’re playing folks of color against each other or not even talking about it at all. Um, so I think that’s something that I’ve, you know, experienced in scene, you know, on a direct service level. When I first started right out of college, you know, when I was working for direct service, the the direct service staff of Color, the black folks, we’re always the ones who got, you know, assigned to jobs or assigned the locations that were less than favorable. And so, um, you know, it’s pretty straightforward. And then, you know, as we moved up within the organization, we realized that there was a token izing thing going on at the middle middle management level. And so, you know, I think that’s just one thing that it manifest in in very different ways, you know, in different organizations, but also across different levels To one level of, you know, racism may look, you know, one middle level of racism may look completely different at one organization that it doesn’t the other two. And so that’s why it’s, like a very sinister thing. Um, Teoh to be able to, you know, figure out for an organization.

[01:07:39.98] spk_1:
Um, let’s see, where can we go and sort of wrap up? Um, What you tell me you want? Oh, let’s bring it back down toe back to in 10. Because they were supposed to have been, but I let I wandered. Um um, deliberately So what do you want? What you want to share about? Sort of in closing in about intense journey, The work, the work that remains

[01:09:03.37] spk_4:
Yeah. Go. Absolutely. I love that. You said the work that remains cause there’s always work that remains. I don’t want anyone. I certainly don’t want to put on any, um, you know, false pretenses that we are. We’re there as an organization. We have arrived. We’re not. We have There’s always work that needs to. That has remained. That is remaining. And so I think that’s where I would start is that we have we’re on our own journey. We are, um, you know, moving forward intentionally and with respect to make sure that we are covering all of our departments and making sure that, you know, everyone is a steward of this d I work and making sure that it permeates every corner of our our organization. So that’s where I would start. I think you know, if folks are out there that are wanting to or your I mean, I specifically I speak Teoh, um, you know, CEOs, executive directors of organizations that are white. Um, this is the best time to push this forward. And it’s going Teoh not be easy. That’s

[01:09:10.83] spk_1:
what he said is the best time.

[01:12:27.75] spk_4:
It’s the best time because, you know, this is a time where people are, you know, there are country is and I don’t want to get you know too far into the political part of things. But like, you know, there’s a lot going on in our country to and, um, non profits are, you know, specifically smaller grassroots roots nonprofits are, um, you know, suffering A lot of times, a smaller grassroots non profits were run by people of color, so you know, I think in the spirit of non profit, it’s incumbent upon, you know, leadership to make sure that they’re helping. Not only there constituents, their employees, but also other nonprofits. So what does that mean for those CEOs or executive directors? This is the time, you know. And again I say that not in like, ooh, the stars have aligned these air that this is the time every time is a good time, You know what I mean? There’s no bad time to do this. This had this work has to be done. Um and so I would say that, you know, it’s it’s something that will pay off for years to come to. You’re going tohave employees when you start to prioritize, you know, d I work and not only within, like the D I department, but also just d. I work across your organization across departments and start to look critically how you can change and morph and transform into. I’m an anti racist organisation. You’re going to realize that a Not only are you a happier person be your employees are happy to be there and happy to do work, because inherently, when you a drew racial inequity. You’re addressing a lot of other inequities as well. You’re addressing, you know, gender inequity. You’re addressing LGBT Q. I A plus in equity as well. Those things will come in that makes employees happier. And what does that do that starts informing how you interact with your employees? Not only its not only informs it, but it starts to shape the things that you hold near and dear, both individually and as an organization, and your employees and staff will see that they will see that and they will want to stay. And that Matt effects. You know, if for those data folks out there, you know, staff retention, you have folks that are going to stay for the long haul because they believe in the work that you dio and what happens, you know. I mean, a lot of people think, you know, in in organizations or in business, you know, the customer is always right. Customer’s always right customer first, you know, or your that your communities that you’re serving our first and yes, that’s right. And there’s a grain of truth in that. However, you can’t serve your customers or your um, your the communities in which you’re serving or living in. If your employees aren’t served first and aren’t being prioritized, it’s kind of like, ah, flip of mindset that you have to dio So that would be my encouragement. And that would be my, um my you know, last piece that I would end on Is that like, you know, this is the time to do it, you know, because you know it. At the end of the day, it helps serve your organization to make sure organization stronger, and it makes your employees stronger. And it makes the relationships that you have with your employees stronger. Likewise that didn’t that, then goes into your, you know, direct service groups. You know, your communities that you’re living within. It makes your connection in your relationships more sincere and more bonded.

[01:12:51.55] spk_1:
Tristin pen, community engagement and Equity manager at N 10 s Justin, Thanks so much.

[01:12:58.14] spk_4:
Thank you so much. I hope I made sense. Thank

[01:13:51.35] spk_1:
you very much. You made a lot of sense Last sense and thank you for being with non profit radio coverage of 20 ntc remember, were sponsored at the conference by Cougar Mountain Software Denali Fund is there complete accounting solution made for non profits? Tony-dot-M.A.-slash-Pursuant. Martin for a free 60 day trial. Thanks so much for being with us next week. Privacy. Best practices. I told you it was coming. If you missed any part of today’s show, I beseech you, find it on tony-martignetti dot com were sponsored by wegner-C.P.As Guiding you beyond the numbers. Wegner-C.P.As dot com by Cougar Mountain Software Denali Fund Is there complete accounting solution made for nonprofits tony-dot-M.A.-slash-Pursuant Mountain for a free 60 day trial and by turned to communications, PR and content for nonprofits, your story is their mission turned hyphen. Two dot ceo.

[01:14:41.79] spk_0:
A creative producer is clear. Meyerhoff. I did the post production. How did I do? Let me know. Sam Liebowitz managed to stream show Social Media is by Susan Chavez. Mark Silverman is our Web guy, and this music is by Scots non next week for non profit radio big non profit ideas for the other 95% go out and be great talking alternative radio 24 hours a day.

Nonprofit Radio for May 25, 2018: Board Change Agents & Authentic Selves In Work

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Raj Aggarwal, Sabelo Narasimhan & Glamarys Acevedo:
 Authentic Selves In Work
Our panel from the Nonprofit Technology Conference shares strategies for workplace inclusion so that all selves are welcome and accepted. They are Raj Aggarwal from Provoc; Sabelo Narasimhan with 350.org; and Glamarys Acevedo at Mamatoto Village.





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Hello and welcome to tony martignetti non-profit radio big non-profit ideas for the other ninety five percent. I’m your aptly named host. Oh, i’m glad you’re with me. I’d be hit with polychrome at ophelia if you stained our relationship by saying you missed today’s show authentic selves at work, our panel from the non-profit technology conference shares strategies for workplace inclusion so that all selves are welcome and accepted. They are raja agarwal from provoke sabelo narra symon with three fifty dot or ge and glamarys azevedo at mamatoto village and board change agents you want to shake things up on your board and in your order, greg cohen takes us through the process of identifying, recruiting and exploiting agents of change on your board he’s with cause effective tony take to the ninety six year old secretary with eight million dollars in her will. We’re sponsored by pursuant full service fund-raising data driven and technology enabled tony dahna slash pursuant radio by regular cpas guiding you beyond the numbers wagner, cps, dot com and by telus turning credit card processing into your passive revenue stream. Tony dahna slash tony tello’s here is authentic selves at work from the non-profit technology conference welcome to tony martignetti non-profit radio coverage of eighteen, ninety si you know what that is? It’s a non-profit technology conference. You know where we are in new orleans at the convention center. This interview is scheduled centerview response, sir. Why not buy network for good? Easy to use dahna management and fund-raising software for non-profits and they’re sponsoring it. They didn’t schedule it. My guests are raja agarwal, sabelo, naralo kayman and glamarys azevedo raj is president of provoke i say that right provokes correct. Okay. I didn’t ask about pronouncing your company name. I only asked about your personal name. He did a great job amglobal pronounce her company name wrong to propose. They say sabelo robak provoc which is the traditional latin version of alright, alright. And sabelo is north american digital campaign manager at three. Fifty dot org’s and glamarys is the professional development specialist mamatoto village. Raj sabelo glamarys welcome. Thank you. Thank you very much for spending time and sharing your wisdom. Your seminar topic is bringing your whole self to work. Let’s, start down the end. There glamarys what’s the what’s. The trouble what? What? What would you like to? See, people do better when they go to work each day, right? I think our our session is going to be really or, you know, you don’t have a minute neo-sage exactly so this is a little preview, right? Eh? So we’re going to be speaking about, you know, who has the privilege of bringing their whole self to work, you know, and who doesn’t write s o i think some of us work in places where we do not how the privilege to bring our whole selves to work, right? Because there might be, you know, things, implications, teo, those actions bring your whole self, and then maybe some of us work in places where we feel like we’re getting closer to being ableto have an environment where we bring ourselves to work, what is the whole self? What do you mean? You have to forgive my voice? I’ve done about thirty these interviews what i say, what do you mean? What do you mean when you say the whole self? That is a great question, so i believe just in from my experience i’ve been and workplaces where i had to bring a version of myself to work. So that i could, you know, excel within, maybe they’re parameters, but it wasn’t maybe my whole authentic excel unlike where i work now, where i feel like i can bring my whole donor-centric self and it’s something that’s really valued, and i’m able to excel in that and growing myself instead of growing into stumping that someone else wants me to be. But what is your whole self, my health? So, i mean, that is that is that i’d like to ask everybody such a such a layered right eye, a multifaceted so there’s just there’s so many layers to my whole selves like that’s really? Uh, parsing that out twenty five minutes. I could take the whole entire teo, but we’ll start with your woman. Yes, s o that’s. Great. Yes, i’m a woman. I don’t fires a woman identify as a black latina. Um, identify as in my workplace, this is important. I defy with someone who is single without children. S so there’s some things that, you know, come up. You know, i’m bilingual, you know, those of certain things that come up in my workplace, that i’m able to bring my whole self and that and i feel like those are factors that are used against to me, which i think in some environments it could be and has not just could nobody has. Okay, okay. Sabelo yes? How do you do? Well, let let’s, before we ask, before i asked how you define your i don’t define describe your whole self, but before that what’s your what’s your intro to this topic, why did you feel this was unnecessary session at ntc? I feel like in the nonprofit world there’s been a lot of conversation over the last few years about bringing your whole self toe work, and most of it has been led by cece hat white males and women on dh they are proposing practicing vulnerability and taking risks and not worrying about being judged or the implications of bringing your whole self to work, and they see it from a very narrow they’re like my ionic, which which it means something entirely different for a person of color means something entirely different for someone like me to bring my whole self toe work, and the consequences are often not, uh, positive, so you know there’s a lot of wing of choices. That are made about when and how to bring your whole self to work so that it’s actually supporting yourself and not putting yourself in dangerous situation. Okay, i guess we’re going talk some about creating an environment that enables, yes, someone to bring their whole cell exact okay, the way glamarys feels comfortable, who is your whole self? Sabelo well, again, as glamarys said that’s a complicated question, but i identify as trans queer, immigrant of color on dh i have a lot of identities, but most of which are hyre not the mainstream at the organization i work at, and so i’m often used to being in situations where i’m the on ly x or the on ly why or the only z and s so how does that feel? Uh, it feels isolating it feels difficult to contradict what the expectations are for a leader toe look like what the expectations are for a person who’s doing good work in the organization toe look like and the particular ways that i need to be supported rather than undermined for bringing my whole self toe my eyes water actually, raj, welcome. Thank you. How would you to find the need for this session, um, i, too, believe that a lot of the conversation that’s happening is off, and technology is important. Designs important. I make my living doing it. But i think that we often have to leave who we really are when we come into interactions with other people. And i think the ending result is products, environments, people just not not being as effective as they could be if we really tapped into so authentic selves who we are. And so i find that the more that i’m able to be my whole self work, it gives our client’s gives the rest of our team permission to be themselves, too, and i find working together with them ends up being a lot better and what we produce is it being a lot better, but i think sometimes we’re just to. Oriented on the on some expectation of what should all look like versus what it truly is and how it’s continuously evolving time for a break pursuant, they have a new site and a brand refresh and the top creatives they’re the two senior creatives that worked on this. Put together a podcast with tips and lesson learned lessons learned that’s, taylor shanklin and andy goldsmith at pursuant may share how they kept it user focused, plus their expertise doing this with hundreds of sites. It’s a combo with tips and strategies lessons learned you’ll find it at pursuant dot com slash launch. Now let’s, go back to our convo you feel if if there’s, if there are parts of your whole self that you have to withhold, then you’re withholding your best work. Yeah, maybe not consciously, probably not consciously, but if you can’t be yourself, you can’t give everything that you can to your clients. Your organization? Yeah, i think it really pulls back on our ability to create creative solutions. I think that this idea that there is a separation between work and life, it doesn’t make sense to me. Um, i’m the owner of my company. I’ve been doing that for a long time, and i do the work that i do and most people in the non-profit work do the work that they do because they love it, you know, the number of people that i’ve spoken to that have been no offense hoodwinked by there by their organizations because they believe in the mission, but they’re not being paid well or treated well, but they believe in the mission over and over again, and on top of that, they don’t get to be them, but they do it because they love it. So in one way, you could say that they’re being manipulated by the system to do this thing, and then at the same time, they’re not able to be themselves at the same time, but they’re only reason they’re there is because they love it. So i think distinguishing those two needs to go away, who’s your whole self. Yeah, well, i think it’s also complex the way that my wonderful colleagues here have mentioned, but one of the things that i talk about, a lot of different things, i’m a male out primary owner of a company, and so i’m also a male who’s in a position of power i’m my heritage is from india, and i’m a person of color. I’m on a very interesting journey around race because i’m not black, i’m not wait on dh that’s seems to be, you know, obviously a really big conversation that’s happening in america today and always has been for a long time, but i’m also formerly heroin addict, and so i told my story on npr about three years ago, and i was very public about it. I wasn’t anonymous about it, and i found a lot of freedom from doing that, not only you just just in general and it’s it’s opened up a lot for me by having to release holding that back, whether it be with clients or whether it be with my team or with my family or with the rest of my south asians culture. You know, just these things, there’s once you remove the shame or whatever, people might impose his shame for some choices that you make that aren’t mainstream. Yeah, hopefully is what people impose not not what you’re feeling, but but those air those are so intertwined because it’s about acceptance it’s about being loved and if we don’t have that, then you know, we don’t feel we don’t feel comfortable being ourselves briefly. What was the npr story about with regard to heroin addiction? Yeah, you know, they talk about this thing called the opioid epidemic, which i think is baloney, because people of color have been impacted by heroin for over forty or fifty years, and at the very least, at least in this country and now that it’s become showing up in more in a rural communities may be impacting more people that are white, it’s become this, quote unquote, epidemic. And so i really want to talk about how it was one of the hardest things that i’ve ever had to go through in my life. As i was doing the interview, i had the privilege of having my parents with me, and they heard things that i had experience that they never even knew was there, and so was a tremendous amount of healing between myself and my family, but your parents heard some things for the first time in front of a mike in front of a mike. It was all recorded. I have it, i can share with you, tony, if you yeah, okay, it was a seven that’s, a pretty authentic radio. It was seven and a half minutes, and it was picked up by national npr and played all over the place, and i got hundreds of people reaching out to me, especially of south asian background, being like, you know, how can we talk about this? Because i’m struggling with some of the same thing. If someone wants to listen to that, can they just google your name, and they are, they can, and the name of the interview is called heroin. Heroin addiction sucks. It totally does, just for the record, okay, guard. Sabelo who? Who are the people that can bring their whole selves to work without a fear of shame, of being downcast. Who what population is that that khun company will bring it’s whole self? I think, at least especially in the american context. But really globally we live in a system of white supremacy, and that is seen as the mainstream that is seen as the norm that is seen as, you know, white male, i presume, is what we’re talking about. White women too on dh and there’s, there’s there’s a sense of their huge blind spots. These folks have white folks has around bonem there’s just so much that they don’t even think about, you know, they don’t question because they’ve just been entitled to just be themselves and it’s ok to bring their, you know, tears in or it’s ok to bring there dahna, you know, decisions in without worrying about will people listen to you? Well, people respect you, they can delegate, they could do all these things without ever having questioned i want to challenge something that you feel like women could bring their their whole self, comfortably white women i’m not sure for me see for me race and gender are like central to my thinking, but race is the primary driver like it’s, the biggest elephant in the room in every workplace i’ve been a part of in the us and, you know, for me that overshadows what white women experience, which can be challenging, but like, for example, in non-profits including my own, there are tons of white women in leadership, and there have been so, you know, they do experience certain forms of oppression, but and that that might limit their ability to bring in, whether they’re, you know, a mother or whether you know, other other parts, but but there’s also, i think additional blind spots created because they feel like they’re, you know, put down by the white men, and so therefore they don’t have to analyze their own reiteration of those kinds of behaviors. Glamarys how do you feel about that? Women wait, women being able to bring their whole self? Yeah, i completely agree with the fellow on that on because i think white women with what i think has not been highlighted is that white women, they really do uphold white supremacy, right? I think that is the root of what we’re speaking of here and the fact that we’re constantly, you know, i feel like the narratives always like all the white man, the white men it’s, just like but if you look at this is the white people and white women are part of that, and i feel like even to my experience with non-profits like, you know, at the end of the day, yes, they have other parts of themselves that they have to bring into work, but they i feel like i have that that privileged to be able to do that in a way that people, people of color do not get to do that. So in that sense, i can’t i’m not willing to sort of, you know, like, i don’t know why women, no, like they also uphold white supremacy, and so we have to talk about that that dynamic in the workplace. How about the workplace? That’s? Why what? I want to go to creating a workplace that is inclusive, that doesn’t impose shame, fear, love, discrimination, recrimination, let’s start since we were down there with you, america, how do we what strategies can you share, too? Because we have a lot of listeners. Who are ceos? Executive director among our among our listeners. What do you want to say? I would say, you know, hyre black people and rolls of leadership hyre black women and rolls of leadership, i think, like, at the end of the day, like getting those people and to those rows of leadership is going to affect the, you know, dynamics that are happening at non-profits that are kind of like a monolith right now, right? Like it’s, you know, white on top, and then maybe, you know, as you trickle down on it would be, you know, more people of color, but that’s not the way like, if you’re really wanting to be inclusive, that’s not the way to get it to bilich oh, we met some sort of quota because we have enough, you know, workers of color and itjust like, but where are they within the company, right? What about the pushback that there aren’t enough applicants of color a senior leader for senior leadership position? So with that piece, i would go to the job description and you can see the, you know, racial undertones, even within that, right? Like what? What, like when when? You put it in there like when you put into job descriptions, maybe not, including, like, maybe experience, but really trying to highlight, like education. We already know they’re very like large disparities within, like, even educational requirements, and but someone might have the experience, you know, just from working to be, but be great person for this role, but because you have maybe this piece in here it’s like, oh, they have to have, you know, a master degree and this and that, you know, i mean, like, those kind of sort of pre requisites really end up excluding people from being even able to even apply track. S o i think some even like looking into that, i think when people are riding up, you know, they’re just just job description, what they’re looking for if they were true, like, if they really were to look at it and parse it out there looking for a white, you know, male, female, really to fit into these roles, they may not be doing it consciously, right? But they are doing it subconsciously and so that’s something that i’ve, you know, been able to see whenever i’m going to go. Up imply for roles i i think i may be a really great fit for this, but because of some of these markers that they have put in there, they’re not realizing that they’re really excluding frumpy people, you know, to apply so people of color, like they’re out there, and they’re ready to take on these roles and be really excellent in these roles. But it’s really the environ first of all, the environment of those non-profits do people even want apply there? Because it might be one of those things that rogers speaking to where is like, the mission seems amazing, but then you look at, like, the culture of it, you’re just like i’m not really even wanting to be a part of that writes that might also be contributing to why those organizations feel like there is in that pool of applicants, right? But people are out there that there’s no one can tell me that there’s not people of color who can come in and, you know, a part of these rolls but i think it’s a lot around the the oh, gosh, it’s word this morning napor martignetti yeah, the markers of it, you know, but okay, but isn’t education a reasonable requirement for see you, lucia? But if it’s a cfo it’s reasonable to expect a degree in finance, correct, i think, but i know i hear you on that piece, i just feel like what’s not being thought about is people’s experiences experience coming into these rolls, right? Like, if you have these, like defined markers of, like, you have to have this that’s in that, like when it comes, i think the educational metoo means something like a bachelor’s degree or further in finance or equivalent life experience, right? Exactly. I’m starting to see more of that happening, which i think is super important, and i think that is a better way of sort of approaching those sort of things whenever job descriptions are being put out there. But yes, i’m definitely speaking to that she has an employer. Um, i totally agree one thing that i’ve found is that i had no idea how much code was in the language that i was putting out in my job description, but i’m a person of color. And what else did you find besides education language, like professional or expertise or networks? Of people where i was putting out the job description to because if i kept on putting out to my two don’t people of color, i have networks, and aren’t they professional and missing even the word wife? I mean, there were those air more ground, even the word professional is code for a certain type of person that might dear to what the standards are, whatever professionally, i think i think that you have tio i think you have to start with the assumption that there is a qualified person of color for every role you’re hiring for and that you do not need to lower your standards in order to get a person of color in those roles. It’s just about changing the language, many most people get jobs through network through who they know. There are even their stats that black college graduates from the same schools get jobs at much lower rates than the white college graduates from those same schools. It’s clear that the disparities air there even with equivalent education, so you just have to re tune yourself. You have to reframe the job based on that assumption that, like, you’re not reaching the right, people that you want to bring in to actually get creative, innovative new thinking in your company and like different perspectives, different questions ask different projects prioritized because you’ll get different people than just those same old, same old people that you have. Another part about the issue was specifically with the cfo, which i think is a really good example the people that run our books at our company don’t have a degree in finance, they even work, and i’ve been writing a sustainable business for over nineteen years, and what i find is that people that often are very dogmatic about particular numbers, they’re not really understanding the missions. So when there’s a nuance to a particular decision that isn’t just about money but about impact, they’re not able to discern it in that way. So i think it’s more important, that they have well rounded experience are connected to the mission versus just having it the degree that indicates that they were educated by some ivy league university that says that they can do this thing, but it doesn’t mean that other blind spots are going. I’m guessing it’s, you would find it insufficient to just have a statement that says people of color re hyre regardless of treyz sexual orientation, uh, gender, etcetera, just have a disqualifier at the bottom of a job description. I’m guessing you would believe that that’s not sufficient. I don’t think the necessary that’s necessary, but not sufficient. It’s what? It’s a it’s, a it’s. A very basic. Okay, what is it? I didn’t. I don’t get your point about the word professional or networks because people of color, people who are trans i mean, they have their professional and they have networks. I’m what am i missing? Professionalism in america is usually about assimilation, assimilation to white supremacy, assimilation to an idea being american. If you have an act sent getting rid of it, if you have dreadlocks not wearing them to work, you know, there’s there’s a lot wrapped up in that word professional that perhaps a lot of people don’t think about white people don’t think about but all the people of color i know do think about the you know, the ways in which they conform or code switch to adapt to workplace ideas about professionalism. Good let’s go so it’s kind of pathetic als bringing your whole self toe work if we’re talking about a simulation. Yeah. Same. Or what do you mean? Well, if we’re all going to be the same, then what’s the point of us being individual human beings with their own personalities, experiences, characteristics, perspectives like, you know, one of the things that i do in washington, d c is i helped to create it an inclusive economy. And one of the things that we really try to push out as much as we can is big boxes. And because people want to live in communities where there are businesses that represent their own individual needs are owned by people within their community. Everybody going no offense and mcdonald’s or the target over and over again. And also no target has its own place in the world as faras economics go. But the point is, how do we create a unique environment that is representation of each of our beautiful, unique selves? Let’s go further than beyond the job description. What would you like to say? A little like some idea. Yeah. I mean, hiring is, of course, a really important prerequisite. But beyond hiring retention support, um, i have a very strong voice i have a really unique perspectives to bring in that would really help push the work forward creative solutions to some of the challenges my organization faces. If i’m not in an organization that can support me to say challenging things, if i’m not in a place where bob that leads to my promotion rather than my demotion, or my being tradition or marginalization, yeah, exactly like it really takes a lot of ongoing work to support people of color and marginalized folks in in a workplace and to really buildup and, you know, empire their leadership rather than undermining them. What form can that support tape? I understand in terms of encouraging the voice, encouraging a voice that’s not traditional typical but what other are there other things that employers could do to support to make that support explicit in the organization? What else do you like? My suggestion is one one is model as much as you can that it’s ok to bring your hosts off to work. And secondly, humility and talking as little as possible. It’s really there there’s so many beautiful voices that just aren’t heard on a regular basis. And if you could just sit and listen. What emerges to me? It fascinates me every single day. We have to spend another minute or so together see glamarys start, we started with you, we’re gonna we’re gonna book and you’re gonna be booking wrap up with you in a little less than a minute or so, you know, some encouragement and some motivation, okay? So that’s that’s the way to make a change to make change, to encourage the diversity that we’re talking about? Yeah, so again, for for within my work environment, we ended up sort of like creating our own way talk about this whole, like, sea at the table sort of thing, and so we just ended up making our own table, right? And so i think from there we have a fork work force development program, and we’re just were, you know, bringing people in from the community and giving him those skills, you know, that they’re not having the opportunity to get in other places, and our hope is that we’re just we’re going to be able to flood sort of in our field with eventjournal child held just flood the field with, you know, women of color, people of color who are going to be ready to go on to the leadership roles so that’s like a peace that we’re really that’s. How sort of were targeting that. So i really appreciate that approach. All right, that was glamarys azevedo she’s, a professional development specialists mamatoto village. And next to her in the middle is sabelo kayman north american digital campaign manager at three. Fifty dot org’s. And next to me is raja agarwal, president of provos provoc provoc provoc look provoc provoc provoc group provoke provoke. Thank you, roger. Good sport. This is an interview. Is sponsored by network for good. Easy to use donordigital and fund-raising software for non-profits. I wanna thank you so much for being with twenty martignetti non-profit radio coverage of eighteen ntc. Thank you so much to our panel. I need to take a break. Wittner. Cps. You know what cps do? Nine nineties and audits mostly, right? Although wagner does go beyond the numbers hear me say that it’s true started wagner, cpas dot com get comfortable in one dimension. Then go human-centered he coached whom? He’s been a guest. I know him. You know him? He’s been on multiple times. He’s. A good guy. No pressure is not like that. His number is. At wagner cps dot com, which is where you get started now. Time for tony steak too. Did you hear the one about the ninety six year old secretary who gave eight million dollars to two non-profits in her will? That’s? Not a joke. She spent her career at a law firm in new york city. It got it was very small when she started, it got very big. When she retired, she invested based on what her bosses were investing in. Because back when she started, secretaries would handle would do the investments. So she bought a little bit of the same things they were buying decades and decades ago left to charities. Ah, little over eight million dollars here in new york city. Very compelling story. Um, and i have an important takeaway from it about the way you treat your modest donors. She turns out she was never a donor, but the takeaway deals with treating your modest donors well. And to get that takeaway, watch my video it’s at tony martignetti dot com now it’s time for board change agents, and in order to do that, we have to bring in greg cohen returning greg cohen. Also multiple time guest he’s, associate director at cause effective the non-profit capacity building organization, he’s provided coaching and training to the boards and staffs of hundreds of clients. His expertise includes converting resistant boards into competent and effective fundraisers and developing board. Meaders he’s at greg cause cause effective is at cause effective and cause effective dot or ge he’s in the studio. Welcome back, greg cohen. Thanks. Really happy to be here. That’s a pleasure. This was a bit of a last minute thing, but i’m glad it worked out so well, sure. Um, so board change agents okay? Or board members as change agents. Um, how can boardmember is be effective as change agents. So this starts with how to think about your board overall, i’m going to say ah and step into a room and executive directors and say, list your top three headaches and, you know, that board is going to show up one or two on that relationship has got a complaint about their board. So the first thing that i say to exact directors is, remember it’s, not about the people. This is something systemic boardmember zar, your chief volunteers and you want to reflect on are you creating an environment that brings the best out in each? Boardmember and they’ll say, well, they’re tired, they’ve never i didn’t recruit them to fundraise, but now i need it. So the first thing to think about is when i’m thinking about changing my board am i changing the rules of the game for the people who are in the room? That’s the first thing where i might have recruited them where fund-raising wasn’t a priority now it’s important to me because my organization’s grown and then as we bring in new people, we don’t want to bring people in to that tired, bored culture where they sink down to the lowest common denominator. So here’s my theme, which is you recruit people who are ready to help you change that culture, you talk about it explicitly in the recruitment process and then you bring them in such a way that they start to provide leadership from the get go ng there your ally for change? Why would they want to come to a board? That’s i’m going to call it dysfunctional. You don’t use that word, but i don’t know lackadaisical, underperforming under performing. That’s okay, right now, that sack less judgment that’s still judgment, but right says it sounds harsh. Okay, why would why would they want to come to a board that’s like that? And and be the firebrand and the troublemaker, right? Well, it all starts with mission, right? Like everything else like fund-raising why people volunteer, they care about the work. So when you go out and recruit, you have tohave a narrative of change. We’ve built our organization up, we had a group of dedicated founding board members who put in a lot of time in the beginning, they were volunteers when we didn’t have staff, but now we’ve grown, we have staff and we need a governing board that’s that’s paying attention to the high level issues and out there finding money for us, right? So we don’t have that now. We don’t have that now and very often, as we were crew there’s a really fear if we talk about the fund-raising requirements now, they’ll never join the board. So first is front and center, so the narrative has to be we’ve grown, we have exciting opportunities in front of us. We need a board that matches the and can help add capacity so we can realize all our potential. So what’s offgrid teo just what’s offered to those candidates is the chance to contribute to building the organization to the next level. Okay, so it does. It needs to be someone that loves this mission and that’s true for any board. Candid. Okay, well, well, yes, it ought to be right. Okay, i think sometimes any good, but i’ve seen i’ve seen recruitment just on expertise. We need a lawyer. Well, i know a popular i know a lawyer. Who’s got a good network and she’ll raise a lot of money. So let’s bring her in, but but she doesn’t know the organization, and that leads to disappointment. She’s ended up doing it as a favor to a friend or something like that. Okay, all right, so this they love the mission and you can make very plain to them the gap between where we need the board to be to make that mission excel and where we are right and you’re going to say that you’re going to be that you’re going to be the bridge. You’re going to walk into a room where you’re going to see behaviors that are different than the ones that you were trained in, if you’re coming in, say, through united way or or or another program, i’m bringing you in to be a partner to change that board culture through your excitement about the mission, and you’re fresh ideas, okay? And people are going to look at you. Well, they’re going to be prepared. We’re going to get that because this is the existing board members need to be prepared for when we cover that now. Yeah, because otherwise they’re gonna be daggers in the back of this, only their boardmember are people just going to sit and watch right off my board? Models are consensual and collaborative. It’s not the it’s, not dallas it’s, not the back room. I was there to change this to change person changed person the reporters and prepare the worst is that they pay no attention and they behave the way they did, eh? So what we need so first of all, i’m putting the executive director and whoever’s on the board who’s there, partner in the recruitment in an active role of really thinking about the process of change. So you know there’s a science of change management, we have to articulate a narrative that says we’re on a journey with this organization. The needs for the board’s involvement have changed. We honor what you’ve done, we hope that you will step up to those new needs, but we’re moving forward regardless because the mission in the organization calls for it. So that’s the context and then we need some people with new skills, new networksnew capabilities and ah, willingness to fundraise. We hope you will join us. This is to the existing board, but but if not, we’ll find another place for you advisory board honoree board many forms aboard heaven that you can put people on, but we’re going forward, and we’re going to bring in new folks who are ready for this. Now, we’ve gotta have some allies on the board. We’re going, we’re going, ah, validate this message when it comes from the ceo executive director, i mean, you need is not one ideally suit. This can’t be a surprise, right? I mean, you have good leadership. Ideally, the chair of the board would be idealware well, it’s often you have a very tired from here. That’s the that’s, the source of the trouble you’re tired, you need one or two people and see the need for the change. You know where the allies they don’t have to be officers. Ok, is your back channel before this? Before this change announcement you can and you crack on with transparency. But that’s another conversation. It doesn’t have to be back channel. But you do have to find people who say who actually are the voice in the boardroom of the need for change. It’s more effective if it comes from appear then from the staff. Even the executive director. Okay, better coming from them. I feel like this board is that this is the is this a new business? They raise their hand. I feel like this board is not. I am one of the m one of the one or two. Yeah, sees the trouble. Right? I feel like the new business. I’m raising my hand. I feel like this board is underperforming way. Don’t raise the money we were had, like forty or fifty or sixty percent giving every year among the board. We’re not bringing in our networks. Well, i don’t. I don’t see excitement. On the board about the mission, we’re not engaged with what’s happening on the ground by identifying some potential. Is this is this how it happens? And then? Well, so that that’s the observation is but we have so much that we could do for our clients in this era, we have a waiting list, our staff is performing greatly. How do we talk to each other about bringing the necessary resource is and providing the oversight and stewardship of this organization that’s ready for takeoff? And we need to examine ourselves to see, are we in a place to do that, or do we need to step aside and bring in new people now? Somebody other than the one or two right? I think we’re doing fine. I don’t i don’t see the troubles your eye, all the reports we get are that are the people are fed, are you? Our recipients are benefiting? We’re making impact in the community? Uh, i like the way the board meetings run the preparation for them. I don’t i don’t see these troubles that you’re that you’re kicking up. If if if if if all is well, then no reason to change. The border let’s presume, but there actually is going to be just fine with the resistance. Yeah, so the idea is that we’re having to create a sense of urgency in the boardroom that one of two things is the case, something that we value about our programs and our services will be lost if we don’t get more involved or something or more importantly, and we hope when there’s opportunity and a group is flourishing, things that we want to call into existence components of our strategic plan, expansion of services won’t happen until we step forward. As aboard the staff has exhausted its resource is now the board must play its full governance and fund-raising role, that condition of urgency must be present or it’s rational that people don’t change their behaviour. Ok, urgency, okay, um, let’s, go back to the coast and then it just to say there needs to be a narrative in the boardroom, you know, brought by the staff and those allies that makes it clear that there’s a need for change on an organizational basis. It’s not about the performance of individual boardmember no finger pointing, no blame. We’ve grown up the organizational. Curb the board needs to now catch up with where the organization is that’s a very common situation that the growth of the organization’s development moves faster than the boards and then the board needs to catch up, and some people have put in their service and they’re tired. They don’t want to step up or they need help. And that’s where bringing in some new folks in new energy, new talents, new networks as change agents really could make the difference. You can’tjust reform your existing complacent board without bringing some new element into it. Ok, ok, all right. But i want to address the resistance because right, everybody not going toe be subservient. Go on. All right, all right. So i feel like very articulate with that. Thank you. Alright, let’s, go back to these potential change hs. Now, um, how do we identify the skills that that we’re looking for? The personality? I mean, that’s got the personality is a bigger deal in recruiting these couple of change agents than it has been in recruiting our board for the past fifteen years. Right? So what we’re looking for, right? So first of all, i i said i don’t kick them my eyesight, the executive who’s, your hands, but not your feet, the executive director and those allied board members are are in a place of being the helping b the agents of change. This is an active strategic process, not a passive one, so the recruitment process is of the past may not work up front. You’re looking for people who have experience running and motivating teams. If fund-raising is important, then you want prior fund-raising experience and you want to talk about your goals so it starts with those doing the recruitment, being able to describe clearly what they’re looking for going beyond just we need a lawyer who cares about kids who’s willing to write a check that this is being more demanding and looking for the kind of people you’re bringing to the board table because you need them to drive change. All right? They got the motivational articulate. Yep, right? They’ve got to be pretty insightful to. They’ve got to be ableto handle the pushback not only in the public meeting, but you know, in their committees that they’re going to get assigned to in any back channel communication that might be from other boardmember zoho resistant there’s got to be able to manage yeah, i’m not sure i want to be the manager now. It’s nice if you find someone that’s a very high level skill, but they need to not need credit to be able to lead from behind and put their energy and heimans and they need to understand the background of the need for organizational change. So to understand the journey that we’re helping, they take the board on complete value back-up buy-in so that that’s what i don’t have to have served on the board before, but they have to be good listeners on dh and willing to work as allies. Let’s, take a break and ah, that is for tell us, tell us monium lee elementary school foundation receiving a monthly donation from tell us for the credit card processing of a company one of our parents owns likely the easiest donation source we’ve ever secured. End quote the elementary school that’s, the monthly pass of revenue i’ve been telling you about think of people who are close to your organization who owned businesses. You start with the video at tony dot m a slash tony tell us and go from there. Now, back to aboard change agents with greg cohen. Um, but greg has to sit tight while i do live. Listen, love and podcast pleasantries and affiliate affections. I’m sorry sam prompted me. Yes, the live listener love goes out. Where is it? Cut where’s it going to? Well, it goes to the universe, but specific places within within that that universe. Staten island, multiple new york, new york. Always count on that brooklyn, new york. Um all right, s o we got where’s, where’s, the bronx and queens. We don’t see them today. Alright, historia. We’ve got a story. A queens. Is there? Where’s, the bronx? Not checking in. Well, let’s. Not focus on the negative. Live love to the four boroughs that are with us. Queens, brooklyn, manhattan multiple and staten island. Also down to tampa, florida. A state kongers, new york. Lots of new yorkers love it. Um, hubert, north carolina live love to north carolina. You know, i love north carolina. We’ve got listener in iraq. Iraq is occasionally with us, but not too often live love to you out in shanghai seems to be our only china listeners. Shanghai ni hao, let’s, go to the u k we don’t know which country is masked. We don’t know the country all right. United kingdom, listener live listener love to you and ah, it covers it so far. All right, that’s, the live love and the podcast pleasantries on the heels of that has to come three over twelve thousand pushing thirteen thousand listeners weekly. That’s not a monthly number. That’s each week each episode very glad that you’re with us. Pleasantries to the podcast audience and the affiliate affections to our am and fm station listeners. Also throughout the country. Affections to you. I’m very glad that you are listening. Analog. Never let that am fm die, it’s never it’s it’s not going to die. It may be declining. It’s never going to die. Media is too personal. You’re with us affections to you now for greg going. Thank you for being patient. Um, go show the gratitude, you know, all right, okay, let’s, go back to these people. Where do we find? Where do we? Okay, right. Thank you. Thank you. Big request i was school past screening past screening, right? Where do we find? Where do we find him? So typically people think, well, we only have the usual circle of people and they go out and i’m going to use a dating analogy, and so and people go out and right away they think about asking people to become board members after they meet them. But being a board members really the most rarefied form of ask it’s, easier to donate it’s. Easier to be a volunteer it’s. Easier to come to a gala it’s. Easier to be on a host for much time limited not a big ask way at the end of the spectrum for engagement with a non-profit is being a boardmember time, money, reputation, all those things right? So don’t rush into the process, our suggestion for a processes that if you can’t find candidates, think about people who are the well connected people with for people of a certain age. The best roller texas those big role in texas who know everybody in their industry they’d never be your boardmember may because they’re already overcommitted or they’re not quite right, but you go to them with that narrative of your organizations, growth and aspirational future and the kinds of people that you need in the board room to help you get there and you ask them, who does that make you think of in your circles? The more specific you are? We’re looking for a person of color who’s the sepia with a fortune five hundred company, or maybe has technology knowledge, the more likely people going to come to mind in their mental roller decks and give you a suggestion that you say, would you mind calling that person and opening the door for me to go meet with them? They’ll be happy to write. So now, instead of just going to people who are maybe maybe not board candidates, you’re using other people’s networks and using their ability to filter through their contacts to suggest prospects. One, two you’re getting in front of influential people with your aspirational story about where your organization is so it’s a cultivation event, even even if they don’t give you any names or they give you a few, you’ve created the opportunity in front of that person to bring them up to date and show yourself a strategic so that’s a key thing which is don’t rush into rushing to prospects and saying, would you become a boardmember think about some indirect ways and also then cultivate as you screen. Okay, excellent. And you’re doing this with people who know people who have exactly good networks. Good role, exactly right? Good, strong. You can even add ad hoc people to your nominating committee who aren’t board members to help for a limited period time in this process of identifying and screening people. But now these people are coming from your from those folks networks they don’t know you’re or go the way we just said they gotta love your mission ten minutes ago s so we got a quaint thes potential board members with the good work we’re doing and the much better work we could be doing and make them the bridge between those two, right? Exactly. So this is this is not going to be a six week process. No, this is where the best practice for board recruitment coming. Like we need a process. Teo, introduce people to our work. Have at least two interviews i would say with the e d and one with the boardmember i like three. I like to different board encounters, so people offer different judgments, and and the candidate gets to see the different people that be interacting with and then a third thing, which is essential, they have to go out and see the work. Now, when i say this to executive rector’s, first of all, they hold their head in the hands i need boardmember tomorrow. Yeah, well, that’s not realistic, right? The second thing is, if the person doesn’t have time to participate in this process, they’re not gonna have time to show up to board meetings and show up prepared and take a leadership role. So these air enforcing them to show their commitment exactly for you before you invite them? Yes. And they may in good will be excited about your work and the idea of being a boardmember but not really testing it against their reality. These are threshold measures that left both sides figure out. Is this really going to work now? I just heard this at one of the ntcdinosaur views we haven’t played this one. Yet we’re talking about hiring. There was someone who likes three, three, four interviews long hiring processes so that you’re that you’re making the candidate prove their commitment to your mission before you offer him a job there. You got long hiring process, you can’t show up for the fourth time, you know, we will find someone who can well, and that sounds crazy to some people t ask for that, but more often than not, i hear from people we recruited someone looked like a great person on paper, but then we’re disappointed they didn’t show or they didn’t bring them for their full selves to the table when they did show, and you would say, you have yourself to blame because you didn’t you didn’t adequately, uh, you know, they’re not getting their commitment and it’s like a job interview, but the power relationship is more equal. You want to carry out a transparent project process so that either side at some point can say, you know what? I’d like to be helpful, but not as a boardmember maybe i’ll serve on a committee on the host committee or a board committee without being a full member. Excellent. That’s a home run if you don’t let him on the board if they’re going to be end up being one, these disappointments very important i’m now seeing the time that’s required, and i don’t feel like i have that kind of time to be aborted. I’d like to help you some other what there’s, another component arches, you’re not wasting any of your time in the search sound. First of all, you’re going to have to go through a lot of candidates. Most people don’t have the time to be boardmember the best ones already committed. Yeah, right, but what we want is a process that says, i’m i love what i hear about your guy position i love what i see, i can’t be a boardmember and then you want to say, well, there is another way you could be involved. So the idea is you have a spectrum of involvement with boardmember ship at the end that the most demanding part, but you’re actually trying to get everybody you connect with who responds to your mission to be connected in some way. Donor-centric attendee volunteer, a member of a board committee without being on the board, there’s so many ways to engage those people, so you’re not losing that time because they didn’t become a boardmember you’ve added people who are supporters, but maybe not at that very demanding level of very boardmember all right, what do you say to that ceo like you saying ceo but executive director that says, i need boardmember is next week, what do you tell them? I need to raise the money for my kidscollege education next week, but it’s not gonna happen in a week things take to do it well and strategically, it takes time. If you start to do this on a systematic year round basis, you start to build the bench, you should have a regular process cubine ongoing process, al, you’re watching these people who are volunteers, and you’re treating them well and maybe in two thousand eighteen, they didn’t have the time to be a boardmember, but in two thousand nineteen, all of a sudden they discover this is one of the most important things in my civic life. I’m ready to step up so once you start the process, it’s really like farm team through teo being a boardmember it gets easier and easier. Because you’re feeding it it’s, not an ad hoc one shot think ongoing exactly be are going through your right, and as you revitalize your board, you’re placing this function in the governance slash nominating committee. So also it’s moving partially off the shoulders of the e d this should be in a well performing bored the revitalisation of the board process through bringing new people on it should be aboard function, driven by board members. How do we empower them? We just have a couple minutes left. How do we empower them once they’re on the board to hit the ground running as change agents? Great question, so they’re at their at their point, twenty minutes there at their point of maximum enthusiasm and then begin a one, right? So we actually say, work out a plan for engagement, right? So here here, the things that are coming up where we’re going to want to do fund-raising what are your ideas? Where can you be involved? Here are openings on committees, what most interests you were ready to make you committee chair or if you’re not ready, we have a boardmember who will mentor you so that within six months you could play a bigger role. So you’re actually reviewing all your needs with the person right up front and engaging them to commit up front rather than hang back a year, see how it goes, i’ll figure out my place. No, no, we want them engage from the gun. All right, actually, maximum, you mentioned mentor. You and i have been on you and i have talked about this before. Board he’s. Thirty seconds on the value of aboard, buddy. Absolutely essential. You know, particular someone’s. Never been on a board before they come in the room. There are all kinds of acronyms. There’s. An existing culture among that complacent board of friends and family or whatever it is you need. Someone who’s easing you in explaining what’s going on that’s a familiar face in the room when you walk in because you’ve met with them before. So aboard, buddy is an essential piece of that onboarding process. Very smart guy. We gotta leave it there. Greg cohen. Pleasure. Thank you. Thank you for sharing he’s at greg. Cause cause effective is at cause effective and cause effective dot org’s. Next week. Gene takagi returns with unrelated business. Income tax and fringe benefits for your employees under the new tax law. Do you know this? If you missed any part of today’s show, i beseech you, find it on tony martignetti dot com were supported by pursuing online tools for small and midsize non-profits data driven and technology enabled. Tony dahna slash pursuing to radio weinger cps, guiding you beyond the numbers. Regular cps dot com bye tello’s, credit card and payment processing, your passive revenue stream. Tony dahna slash tony tello’s, our creative producers, claire meyerhoff. Family roots in the line producer shows social media is by susan chavez, and this music is by scott stein of brooklyn. You with me next week for non-profit radio big non-profit ideas for the other ninety five percent. Go out and i agree. You’re listening to the talking alternative network, waiting to get in. 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Nonprofit Radio for March 28, 2014: Diversity In Your Office & Deep Pockets

Big Nonprofit Ideas for the Other 95%

Listen live or archive:

My Guests:

Fields Jackson: Diversity In Your Office

Fields Jackson
Fields Jackson

Fields Jackson is editor of “Racing Toward Diversity Magazine.” We’ll talk about the business reasons for having a diverse workplace. 





Maria Semple: Deep Pockets

Maria Semple
Maria Semple

How do you find pockets of wealth in the communities you serve? Maria Semple reveals her secrets. She’s our prospect research contributor and The Prospect Finder.



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Hello and welcome to tony martignetti non-profit radio big non-profit ideas for the other ninety five percent i’m your aptly named host have a terrific week last week at ntc, then the non-profit technology conference got lots of very, very good interviews that i’ll be playing doctor got nineteen interviews that’ll be playing over the show in the coming weeks and months the non-profit technology conference, outstanding speakers that we got for the show, i’m glad you’re with me i’d be forced to endure endo cardio fibroblast assis, if it came to my attention that you had missed today’s show diversity in your office fields. Jackson is editor of racing toward diversity magazine. We’ll talk about the business reasons for having a diverse workplace and deep pockets. How do you find pockets of wealth in the communities that you serve? Maria simple reveals her secrets. She’s, our prospect research contributor and the prospect finder on tony’s take to the cost of not doing planned e-giving that’s between the guests, i’m very pleased to welcome fields jackson to the show. He is founder and ceo of racing toward diversity magazine buy-in adjunct professor at chicago state university, teaching entrepreneurial sales and marketing. He was recently named by diversity best practices as one of the five diversity thought leaders you should be following on twitter on twitter. He’s at flea jack that’s f l e jack flee! Jack feels jackson welcome to the show, tony. Tony it’s. A pleasure for the sake of the well it’s introduction. I call an introduction on ad, but yeah, i mean, you have good things going on. I want to share them with with everybody. Thank you, tony. My pleasure, as always. And i should tell listeners too that the woman who brought us together lynette singleton is live tweeting the show right now on and she is at s c g four the number four non-profits, of course, that force in arabic, not a roman numeral. You don’t want to do a c g ivi non-profits that is not lynette singleton. You want to do a cg arabic numerals four non-profits and i’m very glad that she brought us together in fields. I’m one of her biggest fan. Oh, cool on she’s a big fan of the show and we love her as well. Thank you, lynette. Um, you have a little background in nascar. That’s. Kind of interesting fields. You have to have that’s, actually. How the magazine got started. What do you know? Actually, about about ten. About fifteen years ago, i was a part owner of a nascar team. And yes, that’s. The cars that go round and round. And they stopped for gas. And, uh, we were down in north carolina where i live. Uh, we were running for about three years. It was the bush grand national. Now, it’s, i think the nationwide series, but dr pepper was our sponsor. Uh, lost a ton of money, however, uh, it started my diversity journey as we were the first minority team tio breaking the nascar in over twenty five years. Yeah, nascar is not particularly diverse. No, it’s. Not so as you could imagine, would lead to very interesting cocktail conversations. Yeah, around around what i was doing and you know where i was doing it, but like any place, you know, nascar’s got some issues about diversity there. But again, one of things that tell people we always had a great time at the nascar tracks met some great people, like, you know, jeff gordon, the late dale earnhardt, so just met him wonderful people, but again, you know, with their diversity and the issues they had, uh, tell people even even in those environments, there’s always people doing great stuff. So even in a if that and i didn’t consider it a bad environment or tough environment, but even in tough environments, there are people that are doing the right thing. They’re people that are that are have a passion about making change, so we we tend to focus on the folks that are doing it the right way as opposed to throwing everybody under the bus. Yeah, you’re focusing on the positive and you’re you’re you’re pretty explicit that if diversity of cultural diversity is not an interest to you, then that’s ok, right? That’s fine, i mean it’s, not for everybody on dh there they’re folks that you know, diversity represents something that they’re totally against and then understand that. But for those folks that believed there’s, diversity is not is another way forward. Those are the folks that we’d like to have a conversation with. Ok, so that diversity doesn’t mean everybody’s got agree or love each other or hug or kiss, but diversity is you. Know, respecting ideas and thoughts and seeing things differently, and sometimes when you, when you approach it that way, tony, you actually not that you completely changed what you actually see another way to do things which actually create creativity and expansion, and a lot of we think positive things. And since you mentioned the conversation fields, i want teo let people who are listening live know that they can join the conversation and follow lynette singleton’s live tweeting of the show by following hashtag non-profit radio on twitter and we’re monitoring that hashtag here in the studio, and so if you have question for fields, jackson, um tweet it and we’ll get it to him. Um what? Why is there some discomfort around the diversity discussion? I think it’s it’s a fear of the unknown, you know, it’s? Uh uh it’s like my friends, my friends are my friends because they’re my friends that we all like each other, we get alone. I probably don’t learn a lot from my friends if that makes it. What do you mean they’re i think i know what you lot, you know, but they’re friends because we think a lot like like i got to go to the same movies or our families enjoy the same thing, so, you know, i’m usually, you know, people are friends because we share similar interests, it’s when you get into places where there is not the shared interest and background, are background or or culture or what we know, whatever that that variable is, yeah, there’s a natural fear that, um, you know, do i share the same foster or culture or or beliefs? So again, it’s natural, you know, i’m not going to talk as much, i’ll be, i’ll be shy, i won’t offer any opinions, but that’s where i think leadership comes in because, you know, if you’re building a business and once you get beyond and tony way, i see it once you get beyond yourself, you know, i’m a pretty good listener to me, just me, yeah, i’m i’m probably going to agree with everything, right? So the second i get beyond me that you enter the world of diversity, um, you know, so unless you know and the more people you get the mohr, you’re just going to expand the bubble. So having that expansion, how do you communicate how? To communicate which direction you’re going, how to communicate the idea of how to communicate, how you’re going to reach a new new profit centres, how you going to reach new ah non-profit how do you communicate that that’s where that cultural conversation comes in, where it doesn’t? And this is where i think people get hung up doesn’t have to be comfortable it’s if you’re trying to communicate an idea, and once people understand that you’re not doing it in a hostile manner, you’re genuinely asking questions because you don’t know. And now the explanation becomes okay, this is why i do this that’s why i say this is why i think this a cup of coffee is going to appeal to this group that’s where diversity comes in and that’s what we think the magic happens and the questions being asked in both directions are valuable mean, we actually should be we should be asking people seeking people were going to challenge our beliefs. Well, if it comes down to tonight and i call it the and i think the wizard of oz is like the greatest management movie ever. Yeah, um, you had a young woman who had, uh, you know, put together a management team on the run, right? So she basically, you know, is going to grab a couple of people that, you know, what do you got what’s in it for me and explains on the run, they find out that we got to go see this wizard, so they put together this quick management team there there got some task and objectives and obstacles they’ve got to get to, but they finally get to the wizard, and they ask a question and, like, anything, you know, it’s like, how dare you? So it’s, when people after questions that that’s the entry point that’s, the gateway and most people you know, it’s well, i explained it. How dare you ask that question and that’s where you know the line, start to come up in the you know? Well, you know that’s where the sort of like the barriers and the bridges get burned, but that’s, that’s the entry point you’re asking a question and it’s a lot of people don’t even have the courage of dafs that’s the thing most people, you know, everybody understand and most people won’t, but there is the one. You know, i could go with part two again, and you get your head ripped off. Well, i’m not gonna get out of the question. Um, i didn’t agree with what went on, so, you know, because i don’t agree. You know how how willingly am i goingto take on this task? Because i don’t understand, i don’t know what’s going on and that’s where i think things break them. We have we have a couple minutes before we take our first break. Tell us about the racing toward diversity magazine. Rachel rachel, university magazine is a quarterly publication. We focus on the business case for diversity to your point tell me if, uh, if you don’t believe in diversity, we don’t think you’re a bad person. We don’t think that you know that if you don’t believe in it, you don’t believe in it just like anything else. But if you do believe in diversity, um, and you’re looking for opinions of facts or different ways of looking at things, we want to have those stories that offer unique ways of people and how they handled different situations, and you deal with major, you cover major brands there, the issue you showed me was i saw an article with about coca cola, coca cola, att and t uh, hewlett packard del um sid xo, toyota, we’ve got some major brands uh, and we’ve got major brands that are doing a phenomenal global work around diversity, so we focus on them because not only are they doing work around their corporations, but as you can imagine, they’ve got, uh, internal issues with women’s affairs, they’ve got supplier diversity efforts, they have just a number of efforts that make up this corporation, and are they doing everything perfectly right? No, but they’re they’re pushing the envelope where they’re actually become an example of how ah, global corporation can navigate and ever changing world, and they see diversity as business case that helps them navigate that world. So we we use them as examples to kind of show others that may be struggling in certain areas. Well, you know, you don’t have to figure it out, but you know what? Here’s here’s a senior v p of finance that’s in toyota that, you know you may want to reach out to if you’re struggling with something, so we try to provide those. Examples of, of of best practices that people can now sort of model themselves. After all, right, we have to go out for a couple minutes, fields, jackson. Of course, i’m going to keep talking about diversity. We’re goingto learn from some of these companies. What is the business case we’ve been talking around it? What is that business case and, of course, live listener love, hang in there. You don’t think that shooting getting thinking, you’re listening to the talking alternative network, get in. Cubine do you need a business plan that can guide your company’s growth seven and seven will help bring the changes you need. Wear small business consultants, and we pay attention to the details. You may miss our culture and consultant services, a guaranteed to lead toe, right, groat. For your business, call us at nine one seven eight three, three, four, eight six. Zero foreign, no obligation free consultation. Check out our website of ww dot covenant seven dot com. Are you stuck in your business or career trying to take your business to the next level, and it keeps hitting a wall? This is sam liebowitz, the conscious consultant. I will help you get to the root cause of your abundance issues and help move you forward in your life. Call me now and let’s. Create the future. You dream of. Two, one, two, seven, two, one, eight, one, eight. Three backs to one to seven to one, eight one eight three. The conscious consultant helping conscious people. Be better business people. You’re listening to the talking alternative network. Duitz welcome back to big non-profit ideas for the other ninety five percent. I love our live listeners, so i send them live listener love i send you, i should say no one’s talking third person here, second person, i’m sending each of you live listener love to bethpage, new york, bronx, new york cool. I’m going to dominic’s in the bronx in just another week or ten days or so with some friends. Norwalk, connecticut, brooklyn, new york, atlanta, georgia, beverly, massachusetts live listener love to you, let’s. Go let’s, go abroad, teo asia where we always have live, loyal, live listeners soul inchon on hope i said that right korea, manu haserot beijing and none jing china wishing you ni hao and there are others abroad we see you abroad, we’re going to get there, but not right this second live listen love, of course, podcast pleasantries that every listening in the time shift, whether you’re in your car on a treadmill, wherever you are listening, grateful, very grateful that you’re that you’re doing so feels jackson, what is this business case for diversity that we’ve been talking about? Uh, tony, we think it’s pretty simple. Uh, business case. For diversity, uh, i think started teo really expand when a small business owner named henry ford started a car company and he told his customers, but, uh, you can have any model t as long as it’s black it is custom, his competitors came up with different color, so i think they made mr ford sort of rethink his business strategy. So we look at anyone that’s in business on how many businesses do you go into, like a steak steak shop, steakhouse, and they’ve got one steak on the menu and just one steak, or you go into an ice cream shop and they’ve got they’ve got one one flavor of ice cream, so typically it’s the it’s, the variety of the flavors of the colors that attracts and keeps us as customers, and you’ve got those flavours because you’re looking to get a wider variety of customers that support your business. So the business case, i think, is all around us. Just when we start to talk about people that people tend, teo now see that whole conversation completely differently, and we we don’t know why. Uh, we believe that if you’ve got a product and you’ve got ah, wide variety of people that enjoy that that’s going to be a healthy a support network for your business, as opposed to there’s one you’ve got one customer that you’re relying on them, we think that’s a dangerous place to be for anyone, for non-profit for a corporation, you know, for for anything that that that that reliance on one. So just like the diversification of your portfolio that the financial people talk about, we believe the same holds true about that diverse business case and the nonprofit sector employee’s roughly ten percent of our nation’s nongovernment employee’s employee workforce. So that’s that’s a pretty large amount of people it’s between between ten and eleven million working in working in r one point two to one point four million non-profits depending on how you depending on how you count, um what? What is part of a let’s talk through what a diversity strategy looks like for a non-profit uh, most non-profits are in place to serve there’s a need that’s been identified by the non-profit uh, to serve a community organization so most non-profits that i’m aware of are basically set up as a community based organizations to help six a need that’s not met by a government or a public institution. So, um, if the need is on ly on one person, well, you know, maybe you’re providing a service to a billionaire and that’s it’s okay, but if the need is to a community, the goal would be to get to serve as many people in that community that, you know off or you’re aware of as possible. Uh, what happens with diversity? Your service may serve a community that just doesn’t know about it because of a language barrier or cultural barrier, but if they were aware of that, um, might become one of your greatest supporters and expand you into a area that you are a door that you didn’t even know existed, which it marked the bar thought if you’re serving maur, the community is more opportunity for fund-raising there’s more opportunity for grants? There’s more opportunity for these things now spread your message even further. So from a from a non-profit standpoint, um, you know, if you’ve got a service, you’re doing something. Would you deny that to someone that or a culture or community that desperately needed? What’d you just say well, no, we just serve one group. I think part of the charters are we’re going, we’re going to serve and we’re going to eradicate or we’re going to we’re going to help this disease or cure or whatever it is. So the fact that you can get tome or more people, we see that as a good thing for everyone. But how do you get at this? From the employment perspective, if you want your you’re employees base to reflect the diversity of the community that you’re serving, how do you get at it from from employment perspective? How do you how do you have a diversity? Employment strategy? We look at it is you know what? What color is a great idea. What colors? A great employee. You know what? You know, when somebody is a caring person, what color is that? Um, so if you got somebody that you know, genuinely cares, um, you know, it’s sort of tough toe quantify what? No. That’s, a male female, you know, they come in all shapes and sizes, of course. So part of that is that if i’ve got caring employees, um, you know, maybe they all look the same i’m not sure, but, you know, but probably they don’t, uh, they’ve got different ages is they got different sizes phone part of the diversity is, um there may be barriers that you’re not aware of that are preventing people to know about your service. One of the basics could be, um, your your community is next to a large hispanic community. Well, maybe or maybe just a language barrier that you know what, there’s a there’s a ten percent chance that the population that were sitting next to would be helped by this foundation. Um, if i got everybody in the company that speaks like me, well, you know, i am i am i providing an opportunity for those folks even understand what i’m saying, yeah, but it feels that’s that’s why i’m trying to get out is from the employment side, so i’ma non-profit and i’m trying to hyre a more diverse workforce so that it reflects the thie community that i’m serving. How do i? But the people who apply for my job’s on lee looked like me on only talk like me, and they’re all white and and and male, how do i change that? How do i change that applicant pool so that i could get more diversity in it? What you would have to change because everybody looked like you. You know what, what’s the again, you know, maybe maybe somebody goes out and learn spanish, i don’t. But if every day was like you what’s the chance that that pool’s gonna be even aware of what you’re doing so part of that is now doing that that uncomfortable questions, you know, we’ve looked at our numbers, and it appears that we’ve got no one from this segment of the population here, right? I’ve got uncomfortable. Why is that? Not everything gets defensive. Well, we we sent fliers. Okay, i know we did. But you know what? I’m just looking at the numbers. I’m just asking a question, folks, i’ve got nobody. So is there anyone that knows someone in from that community? Well, yeah. You know, one of the guys go see what your mind, you know, having him a lot of survey force. Would you mind? You know, you know what he would answer a couple questions about. You know what he even thinks you do. And part of that is now that uncomfortable question, you know, you know, mr jones, do you do you know what i do every time when your neighbor do you know what i do every day? No, i have no, um, you know, i do this and either he recoiled in horror or he goes, wow, my grandmother has that, um we’re struggling fuck somebody to help fix it. Well, i’m telling you, we’re having a problem because we can’t seem to communicate to your grandmother. Um, do you volunteer? So again, that’s part of that conversation and nothing happens overnight. Tony, you know that it’s not overnight, but it’s one of the conversation where now you know the outreaches. Now, mr jones shows up at one of your meetings and he says, well, you know what? I could translate that for you because i’m going to bring this to a church where i know fifty, people would desperately need that and that’s that’s part of that, you know, looking at your numbers, who were serving we how can we do better? And that’s an internal look that says, okay, are you comfortable with the hundred people in the room? Are you comfortable if you’re not, and you’re trying to expand our there another hundred that looked just like them, or are there one hundred others that now i would need the service? We just don’t know how to communicate and get back aboard. So to answer your question, it’s part of that that leadership that’s going a sort of force, this uncomfortable conversation around getting whatever you do so more and more people that could that could use it or need it and that one okay, let’s move from employment to thinking about the people who supply your vendors, your suppliers, should we be asking about their diversity policies and looking for diversity among them as well? Absolutely. And part of that is when you look at diverse suppliers, they’re actually looking at businesses that are that are providing a good service to there customers. Um, cos that look at it that way, a tremendous amount of industry knowledge come from your supplies. Um, your suppliers, if they’re supplying you, they might be supplying fifty other stores that looked like you. So in conversations with suppliers, if you’ve got that type of relationship, their goal is to supply you more not to supply you. Left some most, um, i don’t know you could, you know, sometimes, but if they want to do more and then on the way could we be doing better? That’s that uncomfortable conversation that you know, if you don’t think you know it all, you come in here every day and you drop off these towels. What could we be doing that? Well, i’m glad you asked, mr jackson. You know, the company called street. They do this. Really? On what? What result? Why don’t you take a ride with me to go over and then there’s a line wrapped around the building? Wow. Now, the question is, what are we doing that or can we do that? Or is there somebody there that’s providing? Ah, skillsets or, you know, there’s an employee that we may need there’s there’s something that’s now expanding that network. So suppliers also, you know, usually have tremendous ideas about what makes their business successful and in making their business successful. Part of why they you’re buying from them is that you need that good in service. So if through that channel, it could make you better, that becomes a tremendous, um, resource. Ah, and the more diverse your suppliers, the mohr ideas that you’re going to get so of all your suppliers look the same. Well, you’re probably not gonna get a lot of creative ideas, but if your suppliers are diverse, they can also provide you customers, because now you’re you’re increasing your increasing supply, your increasing somethings that they’re going to tell their customers. So people let us use that supply chain effectively find out that becomes a very good source of not only information, but it comes competitive talent, competitive information, potential employees, potential services and it becomes almost a part of the organization. If managed correctly and your value the divers input that you’re going to get, i saw you quoted somewhere you said talent goes where it’s appreciated, and i think that’s, i think that’s very yeah, but but i think what i want, i want to go too. I want to move off that because i want you to tell us a story. We have a couple minutes left. Still, it doesn’t matter it’s company or non-profit they struggled with diversity and with having diversity, whether it was among in their marketing and promotion or in their workforce. Or in their vendors they struggled. They overcame it on dh how they did on dh. Just a couple minutes. We have. I’ll tell you a story. Okay, about two years ago facebook, zuckerberg, mark zuckerberg and i don’t know when but i i call them suck. So okay, take his company public. Right. So, it’s facebook, uh, the the wonder kid, you know, come up with this thing in his dorm. Uh, you know, it’s going to change the world and how social media is and he’s going to go public zoho zuckerberg posted the the wall street and they look at his company to go fuck there’s this there’s no women. Now i think somebody remember, like, sixty five percent of users of facebook or women. Yeah, wellit’s probably at least fifty. I mean, but it would imagine i certainly imagine being higher than at least with you. Okay, maybe what looks at the camera goes, i can’t. I can’t find any. Well, um, you know, cheryl’s aunt sandberg is there. And his sister i see her running around the country, you know, it’s a lot to say so after he got beat up and he got beat up, one thing that was was refreshing was that zuckerberg didn’t dig in his heels like a lot of companies, and they still continue to say they can’t find women and i tell him, you know, i can hear you, you know, fifty percent of the planet’s women you can’t seem to find women zuckerberg, you know, he took his medicine, and about a week later, cheryl sandberg was on the board, um, and i think they’re actually bringing exactly brought another woman onboard, so unlike other companies that they would sort of resistance, you know, we can find women and, you know, you know, he took his lumps and it actually helped other aipo start up companies to now realise that this idea that you just started in your garage that’s going to go global, you need to have a global footprint, so you need to start if they think they’re going to ask dr berg about this, they’re probably going to ask me, and you know, if i’ve got it, women on my board, um, it was fifty percent of my my my users being women, uh, they could probably help me navigate somethings that probably wouldn’t cross. My radar just because i’m a man. So that became a global case for for diversity uh, one that’s relevant right now, and i’m proud to say, you know, i’m proud of dr burke. His stock is going up he’s uh, he’s a billionaire, you know, he’s still, you know, even though he’s got all this money, i still see him, you know, involved with certain issues that he cares about so that’s so that’s to me was probably painful moment for him, but through that pain because it doesn’t have to be easy. I think if he were advising a company now, i think one of the things that he would come out of a sucker firms suck is that you know what who’s on your board doesn’t mean it’s, right or wrong, but who’s on your board, have you thought about your board fields becomes that that business case we have to leave it there? The magazine is racing toward diversity feels jackson is founder and ceo, and you’ll find him on twitter at flea jack f l e i j a c k feels jackson. Thank you very, very much, tony. My pleasure. Thank you. Thank you. We’ll take a moment for tony’s take two. I want you to be aware of what’s on my block this week, which is that there are costs to not doing planned e-giving to not having a plan giving program, for instance, strong relationships when somebody includes you in their will or some other state plan, they are putting you alongside their husband, wife, children, grandchildren that is a very trusting and ah pretty strong bond between charity and donor to put you alongside there loved ones, and you’re not gonna have those bonds if you’re not promoting planned gif ts um also planned gift donors can be very good volunteers and give very, very emotional and strong testimonials about giving to the organization so that’s, something else you’re going to miss out on is having this kadre of potential volunteers who will speak to other potential donors about planned giving for your organization. There’s a couple things that you will be missing out if you don’t have a plan giving program and i have a few others listed on my block, which is that tony martignetti dot com the cost of not doing planned e-giving and that is tony’s take two for friday, twenty eighth of march thirteenth show of this year. Maria semple is with us. She is the prospect finder, trainer and speaker on prospect research. Her website is the prospect finder dot com and her book is panning for gold. Find your best donorsearch prospects now she’s our doi end of dirt cheap and free ideas. You can follow her on twitter at maria simple. Welcome back from vacation, maria. Thanks, tony. Great to be back here with you. I’m glad you are. Where were you on vacation? We, uh, took the kids who are both in college. We took them on spring break and went down to riviera. Maya in mexico. Is this a selling vacation? I know you’re an avid sailor. No, it was land based. But it was wonderful. We did get out on a little catamaran play that they had available at the resort. You know, to take out on your own. Just, you know, a smaller one. There was fun. There were times where your college kids thrilled about going on spring break with their mom and dad and sitting on the beach instead of being with their friends and drinking beers. Actually, they were they were just fine with it. And, yeah, we won’t address the other part of that. I’m sure if they’re below twenty one that i’m certainly don’t drink beers, right? Well, they they’re they’re of age. They put it that way. Okay. Okay. Um, well, i’m glad you’re back. Uh, we’re talking about finding pockets of of affluence in communities. This this comes up in your practice. It does. It comes up a lot in, especially when i’m doing seminars or workshops in front of live groups, you’ve inevitably always have somebody raised their hand and say, g, we we really like to know a little bit more about our communities in terms of affluence. What what are the more affluent, zip zip codes on dh then, you know, what is philanthropy looking like in general amongst high net worth individuals? So i thought it might be kind of interesting for us to take some time and talk about what some of the resources are that are available online to kind of examine, you know, both of those areas. Okay, before we go online, is there any chance of starting with your immediate internal resources like you’re bored? You could could you start there, perhaps? Oh, yeah, absolutely, you could definitely start with your board. What what i think is usually helpful, though, is if you very often, if if you goto your board and try and have a conversation at a board meeting or a development committee meeting and just kind of say, well, who do you know, give a the names of everyone you know, you know, sometimes it’s better to kind of have maybe sort of almost vetted list first to se gi these air, some people we’ve identified or these air some affluent zip codes we’ve identified in our region? Does anybody know any of these people, or does anybody know anybody in the in the zip code? Because then now you’re getting them to really focus buy-in on specific people are specific communities, and then, you know versus them just trying to figure out who they know in their entire world or roll adex, okay, so we’re going to go online to try to generate these resource is start t these resources to try to generate lists and give people names and ah, communities and things like that two jog their memories. Yeah, i think i think that works at a little bit better for a lot of boards because a lot of people are a little bit more perhaps reserved or they say, well, you know, who is it that you want me to to bring to the table here, give me a little bit more parameter around that. Okay, well, you’re are dyin of dirt, cheap and free. So where should we get started with this? So, you know, the census pulls together a lot of great data about communities, and that really is the basis for a lot of these statistics that you can get regarding not only where income levels are and wealth, but how what the makeup is of the population, right? So this could have implications not only for the fund-raising side of your non-profit, but also thinking about programs and services that you offer. And, you know, maybe you have certain services that are more geared toward females are more geared towards certain types of populations, maybe immigrants, so you would want to know how you know, what is our population, makeup and how well with this programme are service you’ve made have a sense. That this might be something that you want to offer at your non-profit, but not knowing the exact make of of the community. You you would probably be, you know, better off. Just kind of doing a little bit of research to see. Well, just what are the numbers of the people in that community that make up that population? Ok, how do we access the census data? So one source is directly from the census itself. It’s it’s called american fact finder. And the website is a fact finder to roman that’s, the numeral two three arab. We know that’s the arabic numerals, right. The arabic numerals, right. Fact finder, too. Census stock of so that is a pretty good place to start, because what you can actually dio is you can put in your specific zip code that you would like to do a little bit of research on. And you can get information, for example, like the average adjusted gross income for that community versus the entire state. What charitable contribution deductions are in that zip code. So that could because tito that’s very interesting. Yeah, it’ll. So i had gone in in prep preparation for this. Particular show today i went in and put my own zip code in and saw that the average charitable contributions were three thousand sixty two dollars, right? So if you’re trying to think about where tio really started mining specific communities, it could be an interesting way to see if that how about community compares two other nearby communities, and you can also look at income income statistics. There you can look at income, you can look at average adjusted gross income. You, khun look att estimated median household income. Andi khun, look att house values as well. So i thought that was kind of interesting because a lot of people will say, well, g, you know it it seems to be that the communities where there might be hyre hyre home values could potentially then translate to higher income bracket and potentially hyre giving as well, yes, interesting. So you can you can play with these different variables of income and assets and charitable deductions average terrible reductions in the right zip code, for example, in my zip code. One thing that i found to be kind of interesting when i looked at the estimated median house value in in two thousand eleven, as it was broken down by race, um the asian community came out highest at just over five hundred seventy five thousand. The next highest level was the white population at four, sixty nine and change. So it was interesting to see how, how even they can break it down by race, based on the information found and census data. Okay, and that’s all that fact finder to dot census dot gov, right and another site as well, which is it? City dash data dot com, where you can look at a lot of this broken down, but focusing first on the census site that i mentioned the fact finder site. You can download their data into excel spreadsheets. So i thought that was interesting, because then you can you know, if you if you needed to do any type of reporting at your in you can take those spreadsheets and share them with other people within your organization, be that, you know, staff, or or bored, you can also sort you can also sort by different variables, right? Absolutely. And then they also had poverty, statistics and statistics around veterans. So if you were looking to try and figure out where the poverty stats where, you know, maybe you’re trying to develop programming for lower income children in your community or something like that. You can try and take a look at where those stats are also some non-profits are addressing the needs of veterans, and so you could try and determine what the numbers of veterans in our communities and trying to come up with programming for that too specific population. Okay, that’s a very good one. I love that one. Um, yeah. All right. You mentioned city hyphen data. Dot com city data city data dot com there’s a hyphen in there? Absolutely. And i can put these on your facebook page, if you like after the show. Well, yeah, i’m going to do the takeaways and i’ll have a bunch of them. But you, khun, you can then add some or two, you’ll be able to add, add beyond what i what i put in the takeaways. Okay, okay. Terrific. So there again, you can search by zip code and again, you can look at the da’s adjusted gross income figures, charity contributions. Um, home values again. Broken down by race and so forth and you know you, khun a lot of the data, you’ll you’ll note. It’s laid out a little bit differently. So i think what i would say to your listeners is checked both of them out. See what type of information it is that you want to pull out of this. Andi, see if if if the data is going to be useful for you, it’s presented a little bit differently on the two websites. But i have a feeling that the actual core of where all the data is coming from it’s really all from the senses. Oh, interesting. Ok, same data differently presented. So use both. Lookit lookit. Both. Okay, absolutely. This is an example. You know, i love this example of ah, value that the government provides us through the through the census. Yeah. It’s all it’s all there, it’s free. And so why not take advantage of you know, all of this? All this work legwork somebody else has done for you. What else you got for us? So then i was beginning to think about, well, let’s, look, a philanthropy in general and the mindset, perhaps, of high net worth individuals and two interesting studies that air out there one is by bank of america, they do a high net worth study on the last one was done at the end of two thousand twelve. And another a source that i do want to give some time to talk about is the chronicle of philanthropy because they did something in two thousand twelve called hyre how america gives you remember that and the make of america’s study is quite lengthy, they do have an executive summaries well, and that girl is a bit longer. So but of course, if you if you just google the bank of america hi network study, you’ll get right to it as well. But what i thought was kind of interesting is that, you know, that they profile how the high net worth individuals are giving now. So where the state of giving wass and at that point in time when they did this study and also how they might be projected to give so i would really encourage the non-profits to take a look at that, especially if they’re looking to, you know, really increase their individual giving program amongst high net worth individuals just to kind of understand where the mind set is for these individuals, okay, so this is sort of after you’ve identified people that this isn’t really to identify pockets of affluence in your community, but how to deal with those affluent populations, right? Why they why they give what motivates their giving, what motivates their giving, right? So trying to trying to figure out where they’re giving, where, where might it be going? What is their mindset? So it’s one thing to be able to identify those pockets, but then how do you interact with them? How do you take that data and make it useful for you? Right? So one thing that i found interesting on on one of the pages of the report was that of that particular report was that the high net worth donors are increasing, they’re increasingly directing their gifts towards operating support. Ah, and this is something i get all the time. When i hear at my seminars, people will say, well, you know, the foundations and corporations they really want seem to really want to tie they’re giving to very specific program, nobody wants to fund operating support, but here in this report, they’re saying that they are open to the high net worth individuals are open to ah, e-giving you contributions toward operating support. So i think that this is a huge opportunity for non-profits to focus up, because obviously, these donors do understand about overhead. They understand that there has to be money for the lights and the heat, et cetera, and i think that you can easily direct some of your conversations to the that that sector all right, we have to wait to take a break for a couple minutes. Maria, when we come back, we’ll keep talking about these deep pockets, how to find them. We’ll talk about that chronicle of philanthropy survey, and i know that you have some others, so everybody stay with us. You’re listening to the talking alternative network. Have you ever considered consulting a road map when you feel you need help getting to your destination when the normal path seems blocked? A little help can come in handy when choosing an alternate route. Your natal chart is a map of your potentials. It addresses relationships, finance, business, health and, above all, creativity. Current planetary cycles can either support or challenge your objectives. I’m montgomery taylor. If you would like to explore the help of a private astrological reading, please contact me at monte at monty taylor dot. Com let’s monte m o nt y at monty taylor dot com. Are you suffering from aches and pains? Has traditional medicine let you down? Are you tired of taking toxic medications, then come to the double diamond wellness center and learn how our natural methods can help you to hell? Call us now at to one to seven to one eight, one eight three that’s to one to seven to one eight one eight three or find us on the web at www dot double diamond wellness dot com. We look forward to serving you. Talking alternative radio twenty four hours a day. Lively clamber station top trends, sound advice, that’s. Tony martignetti, yeah, that’s. Tony martignetti non-profit radio. And i’m travis frazier from united way of new york city, and i’m michelle walls from the us fund for unicef. More live listener love going abroad, sweden, iran and carefully uk but it’s not spelled carefully like the word of course, i could be bringing mispronouncing it, but it looks like carefully to me. C e r p h i l l y welcome live listen, love also tampa, florida, atlanta, georgia, moorestown, new jersey and two unidentified in the u s so if i didn’t say your city, your state, you could be you could be masking, which which which i can’t say i blame you for, but we know you’re out there. We see you very vaguely somewhere in the fifty states. Maria simple. I want to thank you for including a picture of me on your the prospect finder, micro fiber cleaning cloth you like that. I don’t know how i feel about my face being smeared across people’s monitors and smartphones, but but i think there’s a little picture of you and me in the studio, on the arm, on your cleaning cloth. Thank you very much. You’re very welcome, very welcome. So i decided that sometimes that some of my speaking engagements i might be able to hand that out and be a nice little thing that people could keep and think about our faces for years to come and i noticed you if i if i stretch it vertically, it makes me look hydrocephalus oh, my goodness, i haven’t tried them, and if you stretch it horizontally, then looks like i’ve gained about one hundred twenty five pounds. Can i send out some listener love? Well, three times? Well, because of your show, i was asked to go and speak to women in philanthropy of western massachusetts back in february, and they’re huge fans of your show. And so i just wanted to give a shout out to them and say hi, thank you very much. We’re women and women in philanthropy western mass, and they’ve invited me to come, but they’re booked until, like, next mayor april or something like that. Twenty fifteen not talking about this year. They’re booked until spring of next year sometime. So tired. Organized group. Yeah. I have time to make my reservations. Um okay. Let’s. Go back to our deep pockets. Was there anything more you want to say about the bank of america study of high net worth philanthropy, or we finished with that? No, you know it’s very in depth, some really good projections i found on pages sixty three to sixty five of the study of how they’re giving now and how they’re projected to give so people are feeling a little overwhelmed with study, and they want to at least try and figure out where what this all means for me. And where should i go with it? I would say they should focus on pages sixty three to sixty five study that’s incredibly valuable because and so is the fact that you said earlier there’s an executive summary, because if i was listening and i heard sixty five pages in a survey, i think i’d move on to your next suggestion. But that’s, just me, but it is called the bank of america study of high net worth philanthropy, and as marie said, you can search for that and get it for free. What do we got over the chronicle of philanthropy? This how america gives thing so what they did back in two thousand twelve, they, uh, they decided to make an entire map of the united states you can put in your zip code and get a lot of data. On where philanthropy is for those specific zip code. So i thought that was kind of interesting because, as you know, the chronicle is one of those resource is that a lot of people really rely on. Um so when i gone in, i put my zip code in. I took a look at they give a breakdown by total contributions what the median contribution is. And then they also give you the median discretionary income. Um, andi give it as a percentage. They give you the percentage of income given, so i thought that was it was pretty good. They give a breakdown as well by demographic. So you just have an idea. You can look at a breakdown by age, race as well as education level of the population. Uh, just in case that was of interest to you. And they give a breakdown by income level of giving. So if you wanted to see, like they break it down between the people who make between fifty, the study basically starts at assuming on income level of at least fifty thousand. So fifty thousand to one hundred and one hundred, two hundred, two hundred and up. And then all income levels help me understand how you would use all these sites, and i know there’s another one, one or two, we’re going to get to, but some claim gives you ah, project a task i need. How would you use all these different sites? You go to all of them? Or do you you find some from some sites and then other info from other sites. How do you approach this? Well, it really depends on what specific piece of information they want. Most of the time they’re giving me the name of an individual. Teo actually profile for them. Other times they might come to me and say, well, you know, we’re interested in expanding and doing some proactive prospecting, you know, where are some of the more affluent neighborhoods that we should be looking to perhaps hold cultivation events? Um, sent mailers out, too, so they’re just trying to identify what are those pockets near them that they should be potentially targeting if they want to get into some proactive prospect and get some new names of people associated with their organization? Right? And if that’s your if that’s your charge the ladder to find those pockets? How would you how would you approach that? So i would probably go. Teo, both chronicle of philanthropy study, as well as the census data to try and identify where those hyre income levels are, and those those locations where people are giving more. So they be more of, i guess, a more likelihood of success if they’re both approaching people with higher incomes and also are accustomed to giving hyre levels of money. Who? Okay. Okay. Um and then, of course, you have to devise. You know, what is going to be our plan if we want to go to that entire zip code? What? You know what? What are we going to do? Are we going to divide the mailer to go to all the households? There’s an every door direct program, for example, that the post office runs where you can target specific zip codes? Um, every every door direct, no shoot. Right? We’re out of time. Let’s. Hold that every door. Direct, let’s, let’s. Talk about that next time and unfortunately have to leave it there. So there are some other resource is that you have, which we will include? You can add to the to the takeaway is that i do on the facebook page. Okay, sure, absolutely. Thank you very much. Maria simple, the prospect finder at the prospect finder dot com. And on twitter at marie. A simple thank you, maria. Thank you. Next week, vivid video ideas for producing and repurpose ing the video that you make each year and also aboard. That brings in the bucks deborah stanley from brought from blackbaud. I want you to lose the fear of talking about fund-raising with your board. Lynette singleton, thank you very much for doing the live tweeting today and for connecting me to fields. Jackson. Very grateful to that for that. Thank you very much for your support of the show. Our creative producer is claire meyerhoff. Sam liebowitz is our line producer shows social media is by julia campbell of jake campbell. Social marketing on the remote producer of tony martignetti non-profit radio is john federico of the new rules are music. This music is by scott stein you with me next week for non-profit radio big non-profit ideas for the other ninety five percent go out and be great. Buy-in e-giving didn’t think dick tooting getting ding, ding, ding ding. 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If you would like to explore the help of a private astrological reading, please contact me at monte at monty taylor dot. Com let’s monte m o nt y at monty taylor dot com. Are you suffering from aches and pains? Has traditional medicine let you down? Are you tired of taking toxic medications, then come to the double diamond wellness center and learn how our natural methods can help you to hell? Call us now at to one to seven to one eight, one eight three that’s to one to seven to one eight one eight three or find us on the web at www dot double diamond wellness dot com way. Look forward to serving you. Talking all calm. Hyre