Nonprofit Management Content Topic Results

As a field, we understand that power dynamics are multi-dimensional and seep into almost every aspect of our personal and professional lives. This Technical Assistance Question of the Month (TAQ), authored by staff at Futures Without Violence, offers examples of ways gender-based violence organizations have put their values into action.

This publication, authored by Dr. Nkiru Nnawulezi, provides an overview of research findings from the Transforming the Gender-Based Violence Movement: Increasing BIPOC Representation and Actualizing Accountability Project (formerly named the Women of Color in Coalition Leadership Project). It explores why racial inequities exist in movement leadership and outlines 14 ways to respond to these inequities. 

“Black advocates are being pushed out of the movement when it needs us most.” In this Technical Assistance Question of the Month (TAQ), Ashley Carter, Founder & CEO of ASX Consulting discusses some of the reasons why Black advocates are leaving the gender-based violence movement.

The board of directors play an important role in the success of survivor-serving organizations, including advancing equity values. In this webinar recording, presenters share their experience with board recruitment and engagement, and also executive director and board relationship building strategies.

This webinar marks the “official” launch of the Transforming the Gender-Based Violence Movement: Increasing BIPOC Representation and Actualizing Accountability Project (formerly named the Women of Color Coalition Leadership Project), led by Arlene Vassell, NRCDV’s Vice President of Programs, Prevention and Social Change and Dr. Nkiru Nnawulezi, Associate Professor of Psychology, University of Maryland, Baltimore County.

This two-part webinar series examined key policies that victim service and disability organizations should have in place to account for unique circumstances in the lives of survivors with disabilities, including personal care attendants, service animals and guardianship.

This white paper from the Delaware Coalition Against Domestic Violence explores how all local and statewide organizations, corporations, workplaces, and sectors can consider ways to adopt and advance policies that promote economic equity and revamp policies that may hinder success, stability, and safety for employees and communities.

In order to address white supremacy and racism, movement leadership must recognize the historical contributions of women of color, create supportive equitable work environments that emphasize anti-racist practices, and maintain accountability structures. NRCDV recommends the 11 data-driven strategies listed in this document to further women of color’s advancement.

Gender-based violence organizations have a responsibility and an opportunity to support the survivors on their staff on their healing journey by creating survivor-centered workplaces that help staff stay employed and support their financial security and long-term safety. In the November 2021 TAQ, guest authors from FreeFrom outline actionable recommendations for how organizations can start building survivor-centered workplaces. 

This session from NRCDV's 2021 Prevention Town Hall features the voices and lived experiences of Women of Color advocates/leaders who are leading prevention in their organizations and communities. Esta sesión del Congreso de Prevención 2021 del NRCDV presenta las voces y las experiencias vividas de mujeres de color que son defensoras/líderes y lideran esfuerzos de prevención en sus organizaciones y comunidades.

Many nonprofit organizations that provide direct human services are exploring how racial equity and inclusion (REI) and performance measurement collectively inform decision-making and strategies that affect their core mission. Starting from this mission orientation, organizations can benefit from guidance on operationalizing racial equity values within their measurement and evaluation work and acknowledging the systemic barriers that influence client outcomes.

While there is strong empirical confirmation that effectively recruiting, hiring, and retaining a diverse staff is positively correlated with increased organizational performance, many studies and surveys show that many organizations struggle to do so. This report offers suggestions for a more comprehensive recruitment, interview, and selection processes and provides a primer to think about and redesign the existing structures that impede inclusion and equity in the workplace and to create the foundation needed to sustain diversity.