79% of nonprofit leaders are white. Although 80% of white nonprofit professionals believe this lack of diversity in nonprofit leadership is a big problem, many also struggle to understand how they can meaningfully contribute to the Diversity, Equity, and Inclusion (DEI) movement. In this article, I want to make some actionable suggestions.

But first, it may be helpful for me to introduce myself so you understand the lens I’m looking through:

I’m a light-skinned, mixed-race, middle-class woman who works as a nonprofit consultant. In a lot of ways, I’m part of the majority. When people — especially white people — first look at me, they often assume I’m white… And they sometimes say things to me that I know for sure they would never say to someone who is clearly a Black, Indigenous, or Person of Color (BIPOC). As a member of the middle class, many people also feel comfortable making questionable comments to me about people in the upper and lower classes. Plus, I’m a woman, as most nonprofit professionals are.

But in other ways, I’m definitely part of the minority. I’m a “white-passing” woman of color. I have several diagnoses that afford me the label of “differently abled.” And I identify as a politically progressive, very religious Christian — I often feel as though other progressives reject me for being too conservative and other Christians reject me for being too liberal.

When I give advice about how white nonprofit professionals can be better allies, this is the lens I’m looking through: One of someone who knows what it’s like to be in the majority and in the minority.

**How All White Nonprofit Professionals Can Be Better Allies**

I often meet white nonprofit professionals in entry level and mid-level positions who feel kind of helpless when it comes to their DEI efforts. It can feel really difficult to create organizational or systemic shifts when you don’t feel like you’re in a position of power.

If you’re in this position, let me offer you some encouragement: Your words and actions matter.

Even if you can never trace your efforts back to measurable organizational/systemic shifts, you have the incredible super power of being able to make someone from a historically marginalized community (HMC) feel seen, heard, and safe. You also have the super power to plant a seed of doubt about the status quo in a leader’s mind, and to give the nudge a leader needs to move forward with a bold DEI strategy.

Here are just a few ways you can ally yourself with people from historically marginalized communities (HMCs):

1. When you witness inappropriate behavior, ask questions.

In my book club for nonprofit professionals, we recently read Say More About That, a book that talks about how you can advocate for yourself and others when you witness inappropriate behavior. I highly recommend engaging with this book!

Here was my biggest takeaway: When you hear or see someone doing something inappropriate that harms another person or a group of people, asking questions is a very easy way you can advocate for more inclusive behavior. You don’t need to be confrontational or angry; you can simply get curious and ask questions. For example:

I heard you say [offensive statement]. Can you say more about that? What did you mean?
I noticed that you just [offensive action]. Why did you do that?
Did you know that [offensive statement or action] could be offensive? Are you open to hearing some feedback about that?

Often, simply hearing their offensive words or actions repeated out loud can cause someone to rethink and shift their behavior.

2. Recognize that sometimes the best way to use your privilege is simply to listen.

Everyone has a role in DEI. Sometimes your role may simply be to listen to those from HMCs share their experiences, opinions, and suggestions. Sitting back and listening may not feel satisfying if you’re ready to take decisive action against injustice, but that may be the most important action you take today.

Here are some tips for being a good listener in a DEI context:

Assume everyone is the expert in their own individual experiences. Don’t fall into the trap of believing stereotypes over someone’s individual story.
Ask clarifying questions. Not only will you learn more from the conversation, but you’ll also demonstrate to the speaker that you’re genuinely interested in hearing what they have to say.
Repeat back what you’ve heard and ask if you’ve correctly understood the implications. (I heard you say it makes you uncomfortable when people make frequent remarks about your hairstyle. It sounds like you perceive these remarks as microaggressions — Am I interpreting your feelings correctly?)
Don’t assume every problem is yours to fix. It’s often a good idea to ask someone whether they want/expect you to advocate for them before you take on that responsibility and, if so, how they want you to take action.
Remember that you can show respect without necessarily agreeing with everything someone says/does.
When someone from an HMC shares a story about a challenge they’re facing, do not compare their experiences with your own.

3. Invite nonprofit professionals from HMCs into professional development opportunities.

42% of BIPOC nonprofit professionals say they don’t have many opportunities for career advancement, compared to 31% of their white peers. And 88% of BIPOC nonprofiteers believe they need more skills and training than their white peers in order to be considered for leadership opportunities.

The next time you’re invited to a professional development workshop, come across a continuing education scholarship, or find a mentoring opportunity, invite your colleagues from HMCs to join you.

4. Deliberately point out the achievements and expertise of colleagues from HMCs.

Most of us know what it feels like to have our work overlooked or overshadowed by someone with a louder voice or someone who has a closer relationship with the boss. When you get the chance, try out some of these phrases:

The other day, I learned something really important from [NAME]…
[NAME] made a great point when they said _________. I think we could implement/build on that idea by…
Thank you for recognizing me/my team! In particular, [NAME] deserves special recognition because they…
Thank you for offering me the amazing opportunity to __________! Have you considered [NAME]? They would be a great fit for this opportunity because…
I know performance evaluations are coming up, so I wanted to make sure you knew that [NAME] has been doing some important work behind the scenes…

5. Advocate for a more inclusive space.

When you’re not in a leadership position, you may feel like it’s difficult to build inclusive spaces. Here are a few ways you can contribute to more inclusive environments, even without being in a position of power:

Ask your leaders to set boundaries and expectations that can make a space more inclusive. (I’ve noticed that the same few people tend to speak up in our meetings. Could we send out the agenda ahead of time and invite everyone to share their questions/comments via email before the next meeting begins?)
Push back when someone interrupts another person. (I think [NAME] was sharing something important when you interrupted them. Can we hear what they have to say?)
Raise your voice if you notice important/diverse voices are missing from decision-making conversations. (This decision seems like it will mainly impact frontline staff. Can we invite them into the conversation before making a final decision?)
If you notice someone is on the receiving end of offensive behavior, check in with them privately to make sure they feel seen, heard, and supported. (Earlier today, I heard someone tell you _________. Are you OK? Would you like me to speak up?)
If your organization has stated values or a DEI policy, speak up when they’re being violated. (One of our organizational values is Respect For All. When representatives from our organization __________, I don’t feel like everyone is being respected.)

6. reinforce inclusive behaviors.

Positive reinforcement goes a long way! Here are a few things you can say to acknowledge inclusive behaviors and encourage them to continue:

It was really brave of you to stand up for [NAME] when someone else took credit for their idea today.
I appreciate how you validated {NAME’s] experience today by saying __________.
Thank you for speaking out against [NAME’s] offensive comments today.

7. Call yourself out and apologize when you make a mistake.

Everyone makes mistakes, especially in their personal DEI journeys. When you make a mistake:

Acknowledge what the mistake was. Be specific enough that you take proper ownership, but don’t be so specific that you reoffend. (I used an outdated, offensive term the other day when I was talking about our clients.)
Sincerely apologize without making excuses. (The term I used could have easily hurt someone, and I’m sorry.)
Explain how you’ll do better in the future. (Moving forward, I’ll be sure to use appropriate language that shows the respect everyone deserves.)

Apologies are important because, even if you didn’t actually offend anyone, your apology models a positive behavior that encourages others to follow suit when they make mistakes. Additionally, apologizing models the type of vulnerability nonprofits need in their teams.

8. Invite people from minority-led organizations to pursue great funding opportunities.

Research shows that Black, Indigenous, and People of Color (BIPOC) nonprofit leaders often miss out on funding opportunities their white peers are able to take advantage of. For example, the Chronicle of Philanthropy recently reported that in 2021:

75% of Black-led organizations received foundation funding in 2021, compared with 86% of white-led organizations
58% of BIPOC-led organizations received corporate donations, compared with 71% of white-led organizations
26% of BIPOC-led organizations received most of their support as unrestricted funds, compared with 41% of white-led organizations

When you come across a funding opportunity offered by a funder who is committed to DEI and/or who offers unrestricted funding, pass the information along to minority nonprofit leaders who may be a good fit.

Do you have another idea to add to this list?

If you have another idea about how a nonprofit professional in a non-leadership position can become a better ally for HMCs, I’d love to hear it! Reach out and let me know what’s missing from this list.