Organizational Capacity Building
This section provides resources to support organizations that can sustain racial equity work, with attention to their internal processes as well as their capacities to work on equity. Many organizational development practices and capacity building tools do not integrate structural racism analysis. This section includes materials that may not have fully applied this analysis. Modifying a tool to reflect this analysis is about understanding how some processes reinforce white dominant culture and privilege white people, while other tools reinforce racial inequities and marginalize People of Color. Please see tips on reviewing resources with a racial equity lens before using some of these tools.
It is fundamental for organizations working on racial equity issues to assess and improve their own practices (i.e. governance, decision-making, resource allocation, hiring, and promotion) on a regular basis to ensure that the organizations’ practices and policies are aligned with the organization’s commitment and values [...]
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“Capacity building often legitimizes inequitable systems … So much of capacity building is not organizations being intrinsically motivated to learn various skills, but because they have to in order to function within inequitable systems. Grantwriting, for example. Grant applications are a horrible way to distribute funding, one that mostly rewards white-led organizations that can speak the white-dominant grant language and understand unwritten white-dominant rules. By building people’s capacity to navigate grants, we legitimize grant proposals as a valid philanthropic tool. What other inequitable philosophies and practices are we legitimizing through capacity building?”
~ Vu Le, “Capacity Building’s Necessary Existential Crisis,” NonProfit AF
SPOTLIGHT
Recruitment and Retention – Equity in the Center
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GLOSSARY