Recently I received an announcement that our local chapter of the Association of Fundraising Professionals is having a showing and discussion of Uncharitable, a feature-length documentary that “exposes the dark side of philanthropy and introduces a radical new way of giving.” That intrigued me. I learned the title comes from a book of the same name by Dan Pallotta, which led me to this TED Talk.
It’s fascinating and I wanted to share it! See what you think.
We’re all aware of the need for public spaces to be accessible and of the many accommodations that help to make them more so. But what about our websites? They are one of our most powerful communication tools. Our websites need to be accessible too.
Here are four things you can do to increase the accessibility of your website:
Why: Many website builders (like WordPress, Wix, or Squarespace) offer templates that are designed with accessibility in mind.
How: Choose templates labeled as accessible or compliant with Web Content Accessibility Guidelines (WCAG). These templates often include built-in features like proper heading structures, color contrast, and keyboard navigation.
Why: Alt text provides descriptions of images for people using screen readers, making visual content accessible to those with visual impairments.
How: Ensure that every image on the website has descriptive and relevant alt text. This can be done manually through the website’s content management system (CMS).
Why: Clear and readable text is essential for users with visual impairments or cognitive disabilities.
How: Use high contrast between text and background colors, choose readable fonts, and maintain a minimum font size of 14-16 pixels. Avoid using images of text whenever possible.
Why: Some users rely on keyboards rather than a mouse to navigate websites.
How: Test the website to ensure that all interactive elements (like links, buttons, and form fields) can be accessed and used via keyboard alone. This can often be done through the tab key. Ensure the focus indicator is visible when navigating through elements.
For more information:
Many of our local nonprofits have put considerable effort into diversifying their boards of directors. That’s good work toward the “D” in DEI—diversity, equity, and inclusion. Today, let’s give some attention to the concept of equity.
First, let’s differentiate equity from equality. Equity refers to fair treatment, access, opportunity, and advancement for all individuals. Unlike equality, which implies treating everyone the same, equity recognizes that different people have different circumstances and allocates resources and opportunities accordingly. College scholarships based on need are one classic example of equity. The Americans with Disabilities Act is another.
There are numerous visual depictions to contrast the two concepts. I like this one, from Sketchplantations, used by permission.
One powerful way for nonprofit leaders to promote equity is to identify and remove barriers. Attorney Heidi Christianson suggests two places to start. One is barrier language. She recommends eliminating “language that feels like ‘legalese’ and processes that are unnecessary. For example, “If Bylaws and policies are to represent an organization’s collective expectations, they need to be welcoming to all people.” In fact, composing such documents in clear, straightforward language may make it easier for everyone to understand and comply with them!
The second is barriers to service. For instance, Christianson encourages us to “think about meeting times, prohibition on board compensation, and length of board terms.” Look at your list of board expectations or your board member job description. Though not intending to, do they automatically put hurdles in the path of board service for some people but not others?
Here are additional resources for advancing equity in the nonprofit board room:
The Spokes workshop, “Creating and Retaining an Inclusive Board Environment,” addressed two key concepts. One of them, unconscious bias, is the subject of a separate post. In this post, we’ll talk about “microaggression.” It’s something we all can be and probably are guilty of from time to time unintentionally and without realizing it.
The term “microaggression” refers to subtle, often unintentional, actions or comments that convey prejudiced or derogatory messages to individuals based on their membership in a marginalized group. These small, everyday instances of discrimination or bias can be verbal, behavioral, or environmental. Don’t be fooled by the prefix “micro.” Although microaggressions may seem minor, especially to the perpetrator, their cumulative impact can be significant and harmful. And even a single instance can sour a relationship or make a new member of your board feel uncomfortable.
Verbal microaggressions are one example:
Behavioral microaggressions are another example:
Here are some resources for learning more about microaggressions, and how to deal with them when they happen.
What is unconscious bias, and what can I do about it?
Unconscious bias refers to the automatic, unintentional, and often subtle prejudices and stereotypes that influence our attitudes, actions, and decisions without our conscious awareness. These biases stem from our brain’s natural tendency to categorize and make quick judgments based on past experiences, cultural norms, and societal influences. While unconscious biases are a normal part of human cognition, they can lead to discriminatory behavior and perpetuate inequalities in various areas of life, including the work of our nonprofit staff and boards of directors.
Identifying unconscious biases is a crucial step towards fostering a more inclusive and equitable environment. One effective method is through implicit association tests (IATs), which measure the strength of associations between concepts (e.g., race, gender) and evaluations (e.g., good, bad) or stereotypes (e.g., athletic, intellectual). These tests can reveal hidden biases that might not be evident through self-reflection alone. One resource for such tests is Project Implicit.
Another useful strategy is to seek feedback from diverse groups. Engaging in open, honest conversations with individuals from different backgrounds can provide insights into how your behavior and decisions might be influenced by unconscious biases. Additionally, mindfulness practices, such as self-reflection and journaling, can help increase awareness of your thought patterns and challenge implicit assumptions. By recognizing and addressing unconscious biases, nonprofit leaders and board members can contribute to creating more fair and inclusive communities.
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