This publication from Movement Tapestries offers insights and guidance for organizations navigating equity-embedded transformations, and the challenges that can come with embarking on such journeys.
I’m interested in what language others have used that we might consider and thoughts on a more inclusive definition of artistic vitality without changing our strategy. Has anyone been engaging in this conversation or exploration?
Our question is do other Foundations who have similar fellowship programs have an anonymous review process whereby certain personal/professional information regarding the applicant is unknown to the reviewer? If so, has it made a difference in increasing the diversity (e.g. race/ethnicity, gender, academic discipline, institutional affiliation) of the awardees?
I am wondering if/how foundations have addressed Board member compensation as a matter of equity, diversity and inclusion. Specifically, I’d like to know if anyone has experience implementing a Board compensation policy designed to remove financial and/or cultural barriers that make it difficult or impossible for some (if not many) to consider Board service.
In your first year of GEO membership, to help you stay informed of the emerging trends and promising practices from the field, we'll point you to GEO's publications, research and peer conversations. Below, find some of GEO’s tools and resources on equity. We hope these are helpful as you explore how GEO can support your work.
In addition to advancing EDI in our own work and that of our grant partners, we want to share learnings from the Diversity in Theater initiative with the broader theater community and other funders working at the intersection of arts and social justice. Have you taken on a similar learning, evaluation, and field-building initiative at your foundation? If so, would you be willing to share your process and approach with us, including potential pitfalls to avoid and opportunities to explore?
I am exploring the idea of funding quality improvement collaboratives that focus on maternal care and infant health up to one year of age. I’m tossing around some ideas in my head but I would love to learn from others who have done something similar in a rural context. What were some of the lessons learned? How was the funding opportunity structured given some of the constraints in terms of providers, geographic variations and organizations?
Do you know of any examples or best practices on how to serve grantee cohorts and grantees when they speak different languages?
Democracy Fund is part of a state funder collaborative in North Carolina that will support a cohort of local news and information nonprofits through grants, and probably will have at least one organization that has leaders that speak primarily Spanish. We also are hoping to support some convenings, as well as other types of resources such as informal mentorships, readings, etc.
We hope to continue to make this funder collaborative’s offerings, as well as other work we do beyond NC, more accessible to organizations that have staff and leaders that speak languages other than English. We started by making this collaborative’s application and guidelines available in Spanish, and provided an interpreter for conversations during the application process, but know that we could do more.
Thanks for any thoughts, ideas, feedback or links!
For the sake of diversity, equity and inclusion, the Saint Louis County Children’s Service Fund would like to expand the application process to encourage organizations that may not have capacity for the regular core funding request for proposals. We are considering a small grants process that would remove barriers for grass roots and/or small capacity organizations.
What processes do GEO members have for small grants or to encourage new/small agencies to apply?
What sort of paid maternity, paternity, and/or family leave does your Foundation offer and who does it cover – ie, birth parents, adoptive parents, employees providing caregiving for aging parents?
