What I Learned from Losing Two Jobs in the Fight for Racial Equity

Jul 21, 2020 | Essays

By Erika Chen, CCF leadership, Seattle-based activist, and former development professional

In September 2017, I was fired from my role as associate director of Invest in Youth in Seattle because I was outspoken about the organization’s need to diversify their volunteer tutors and board members. My passion for anti-racism work did not align with their investment in the status quo.

Of course they will deny this, and I did not win my wrongful termination complaint against them. But I know, as many other womxn of color know, what it’s like to be forced out of an organization for advocating for racial equity. I will not be gaslighted, and I will not stay silent.

In February 2019, I decided to leave my job as event and volunteer manager at Rainier Scholars in Seattle. Among my many reasons for quitting, donor-centrism and upholding systems of white supremacy within the organizational culture were among my top concerns.

While I had never been anything but professional and ethical, I was treated extremely poorly upon my resignation. I was told that my two weeks’ notice was not accepted, stripped of my passwords and keys, given a box to pack up my desk, and literally escorted from the building. And this came from an organization that has BIPOC leadership (still white founded and led by a white executive director).

In both of these situations, I knew I was being treated as a threat, as if I was dangerous — but I didn’t understand why. It wasn’t until much later on that it dawned on me — they were scared of me because I am powerful.

There is power in my voice and in my truth — the power to unveil, the power to spread, the power to disrupt. As Michelle explains in her piece, fundraisers sit at the center of the stakeholder ecosystem and have influence in interpersonal relationships and strategic decision-making.

I was simply too influential to keep around once I became vocal about challenging the status quo.

I could go into so much detail about what exactly happened while I worked for each of these organizations, but I’ve already spent too much time focused on them. I’ve ranted to friends and family; I’ve filed complaints; I’ve written out exit interview questions and answers; I’ve debated putting them on blast; I’ve thought about the student program recipients at each org and wondered if I should continue to advocate for them; I’ve thought about friends of mine who were still working there; I’ve cried; I‘ve channeled my energy into volunteer projects because I felt like I would never be paid for fighting for racial equity; I’ve grappled with my own self worth.

And now, after being embraced, trusted, and heard by people who want to improve our sector, after finding a therapist who understands systems of oppression, and after realizing that some people and organizations do not deserve my time and effort because they have shown time and time again that they do not want to listen or change — I realized where I want to focus my efforts.

I want to focus on you. You, who are here to learn about community-centric fundraising and about bringing anti-racism practices to nonprofits. I’d rather refocus what I learned from these painful experiences to what I wish was talked about more in the nonprofit sector and fundraising field.

One of the painful lessons I learned was that the nonprofit sector is steeped in white supremacy. While missions are often focused on communities of color, the same values, care, and practices are not focused inward on organizational operations and culture.

I believe that making internal changes toward being more community-centric will result in necessary positive changes.

Tough lessons I’ve learn

From Invest in Youth

The tough lesson I learned:

Being in a leadership role doesn’t mean that the board will listen to you.

What I wish I had known, what advice I’d give, or what I wish is talked about more:

In current nonprofit structures, the board of directors has an enormous amount of power and often do not have the lived or learned experiences necessary to understand systems of oppression and how they can manifest in nonprofit programming and operations. Boards don’t just need a single diversity training session, they need to be included with staff and volunteers in ongoing racial equity trainings and discussions. Can we also reimagine the role of the board? Of course governance and fiscal responsibility are important, but instead of positioning themselves as experts at the top of a pyramid, can the board imagine themselves as sponges absorbing ideas and knowledge from all stakeholders (staff, volunteers, program recipients)?

From Invest in Youth

The tough lesson I learned:

Having people you think are friends or allies on the board or in leadership will not keep your job safe.

What I wish I had known, what advice I’d give, or what I wish is talked about more

Silence is deafening. If you want to be a friend, ally, co-conspirator in the work of advancing racial equity, community-centric fundraising or in really trying to get any improvements made, you will need to speak up in real time. You can’t wait and apologize later for not lending your support publicly. Start getting comfortable being uncomfortable. Don’t let the same person always be the only one who is speaking up or speaking out.

From Invest in Youth

The tough lesson I learned:

Any change (internal/external, program/operations) will be scrutinized, especially under the guise of how to communicate changes to donors.

What I wish I had known, what advice I’d give, or what I wish is talked about more:

Nonprofits are so invested in the status quo because they know that donors are currently funding it. Change is feared because there is a worry that current revenue streams might dry up if a funder doesn’t agree with the change. This has led to donors being informed and even consulted when changes are being planned. But having money doesn’t mean that donors are experts on social problems or how to operate to solve them. We need to normalize making changes without worrying about donor input, and rather based on our missions, community needs, and addressing root causes.

From Invest in Youth

The tough lesson I learned:

Money is at the center of decision making, and individual donor contributions are often valued more than the physical, mental, and emotional labor of staff and volunteers.

What I wish I had known, what advice I’d give, or what I wish is talked about more:

If we begin to value time and money equally, nonprofits will need to start prioritizing their employees and volunteers as much as donors. We need to stop seeing donors as revenue streams and employees as expenses. Our work would not be possible without our people. Staff should be viewed as contributors of time and talent — valued, paid well, and listened to. We need to start asking what employees and volunteers think about both our external facing programs and our internal operations and culture, and we need to listen and act to make changes.

From Invest in Youth

The tough lesson I learned:

Donor-centrism can lead to mission creep.

What I wish I had known, what advice I’d give, or what I wish is talked about more:

Instead of focusing on root causes of social issues, nonprofits often focus on which programs can be sold to donors and funders. By prioritizing marketing and public image over community need, individual and collective missions start to manifest programs and operations that are pleasing to donors, leading to more images and sentiments of white saviorism, instead of applying those missions to addressing root causes and facing tough issues headon. We need to work together to shift the dynamics so that program design is based on community need and donors and funders are partners who will invest in these programs because they trust the nonprofits are led by and listening to the communities most directly affected.

From Rainier Scholars

The tough lesson I learned: A strong public image doesn’t equate to a positive workplace culture. What I wish I had known, what advice I’d give, or what I wish is talked about more: Don’t ignore the red flags. When I was in the job market, I refused to apply if a salary range wasn’t listed. Rainier Scholars was the one exception I made because of their reputation, and I regret it. There were other red flags too, but I was so ready to be employed again, and I thought there was no way they could have such a stellar rep and employ so many POC unless they truly were great. I ended up having a much different experience than I expected.

From Rainier Scholars

The tough lesson I learned: Having BIPOC in leadership doesn’t guarantee that an organization will prioritize anti-racism. What I wish I had known, what advice I’d give, or what I wish is talked about more: People in leadership positions often obtain those roles by conforming and excelling within the status quo. If you’re interested in advancing racial equity and moving toward community-centrism, you might need to build coalitions among staff members at all levels. Test the waters by sending articles around, asking for honest opinions over lunch, and talking about what you’re reading at the water cooler. See who might want to join and support you in advocating for change.

From Rainier Scholars

The tough lesson I learned: Using the word “equity” in a mission statement doesn’t mean the organization actually understands the meaning of the word and applies it to all aspects of their work. What I wish I had known, what advice I’d give, or what I wish is talked about more: Words matter. Words are important. But their power is diminished when there are not equal values and actions taken with those words. How are our organizations’ missions, visions, and values statements actually embodied within our work — not just our programs, but in our fundraising, in our operations, in our internal workplace culture? How often do we examine these things?

From Rainier Scholars

The tough lesson I learned: Development departments love capitalism when it translates to sponsorship dollars. What I wish I had known, what advice I’d give, or what I wish is talked about more: Actively seeking sponsorship dollars from companies that are exploiting workers (especially workers of color) or even turning a blind eye to these injustices is not okay. Coddling a donor or board member who commits macro and micro aggressions because they are your connection to a large sponsorship check is not okay. Development teams need to start creating and adhering to a code of ethics around what money is acceptable and mission-aligned. We currently operate as though all revenue is good for our organization, but what if that money came from a company that is creating widespread social problems (*cough Amazon cough*)? If donors/companies were truly aligned with our missions, would they still operate this way? If we accept their money without a second thought, aren’t we just perpetuating the injustice we are seeking to eliminate?

From Rainier Scholars

The tough lesson I learned: The widespread lack of HR departments in nonprofits (especially small and medium sized orgs) is really unhealthy. What I wish I had known, what advice I’d give, or what I wish is talked about more: Of course most nonprofits have their legal and payroll bases covered, but there is a tangible lack of focus on the human aspects of nonprofit work. If nonprofits have an HR department, they are more focused on protecting the agency from employees, rather than on the well-being of staff or how negative agency culture might be harming workers. I have seen fundraisers, who are naturally and skillfully inclined to be relationship-builders and listeners become the defacto HR department through hearing complaints, offering emotional support, and even elevating issues up the ladder when necessary. This should not be the role of fundraisers. Our sector needs to invest in equity-aligned HR in order to truly create inclusive workplaces.

What I want to see

While I could go on and on, the most salient thing that I learned is what I really want to see in the nonprofit sector and fundraising field.

I want to see more nonprofits founded and led by BIPOC, especially Black womxn. I want to see internal organizational culture and operations matching the organizational values.

When I first entered the ‘real world’ after college, I got a job in for-profit fundraising. I quickly saw how mission and profit were antithetical and how a toxic work environment brings everything down. I thought that switching from the for-profit sector to nonprofit work would be freeing, and that mission-driven organizations would be better.

But I’ll never forget what one of my grad school professors said: “Nonprofit is a tax status, not a business model.” Mission-driven orgs are still profit seeking, and I see a lot of the same toxicity that I saw in for-profit work.

I am learning that our sector has a lot of work to do in order to realign our missions and our operations, fundraising included. But I am also learning that the majority of folx agree and are excited to put in the effort to make these improvements.

On a more personal note, I have also learned to love and embrace the fact that I am a change-maker and a thought-leader and an activist. I have realized that I want to effect change on a larger scale than just with one nonprofit. I want to change the sector and change the world. I want these changes to happen quickly so others don’t have to go through similar experiences, but I also realize that many individuals will have to band together to make waves. And I believe in us. We can do this together.

Erika Chen

Erika Chen

Erika Chen (she/her) is a founding member of the Community-Centric Fundraising Seattle Chapter. She also volunteers her time as the Appeals Chair for the Seattle Human Rights Commission and as Vice President of Diversity, Equity, Inclusion, and Access for AFP Advancement NW. She is a consultant focused on racial equity within nonprofit operations and organizational culture, with an emphasis on inclusion and employee happiness. She can be reached on Twitter at @erika_chen and on TikTok at @erikalianchen.

CCF has launched! Here’s a recap (with video!)

Jul 17, 2020 | News

After so many years of work, we were so happy and excited to launch Community-Centric Fundraising (CCF) through our online launch event, “Let’s Make Fundraising Less Racist!” which took place on Monday. During the event, we talked about how CCF was conceived, what our mission is, what our goals are, how you can get involved, and more.

There’s a video recording of our event below, just in case you were unable to attend the event but wanted to check out some of our work so far and meet the current CCF team.

Resources and assets from the event

There are a number of resources that were brought up and shared during the event by attendees. We’ve compiled them for ease. They include:

Consider donating to CCF!

Donations will go toward many things, one of which is helping us pay our content creators. You can donate via our fiscal sponsor, Seattle Parks Foundation.

Donate

10 reasons why fundraisers and nonprofits all need to support defunding the police

10 reasons why fundraisers and nonprofits all need to support defunding the police

Jul 12, 2020 | Essays

By Erika Chen, CCF leadership, Seattle-based activist, and former development professional

Following the murder of George Floyd and the ensuing people’s uprising, our local Black-led organizers here in Seattle have distilled our current goals to the following three demands:

  • Defund the Seattle Police Department by at least 50%
  • Invest in Black and Brown community-led solutions
  • Free all protestors without charges

All around the country and the world, many communities are adopting similar demands to defund the police.

Here’s why you personally, as a fundraiser, should support defunding the police and why you should encourage all organizations with which you are affiliated (as staff, board, volunteer, donor) to also support this movement.

1. Black Lives Matter

Black Lives Matter is more than a hashtag. It’s a movement. If we as fundraisers and nonprofit organizations care about equality, then we need to care about equity. And we need to listen to, support, and amplify Black voices. Organizers and activists around the country have been fighting for Black lives for years.

Whether we have been in the fight or new to it, we must continue to educate ourselves around how we are complicit in anti-Blackness, and we must support Black organizers who are calling to defund the police. They understand too well the reality of police violence. They are telling us that the first step is making sure the truth that Black lives really matter is clear, and they are asking for our full support. Defund the police.

2. It’s the right thing to do

We all think of ourselves as “good” people. We think about different periods in world history and imagine that we would be on the “right” side. We are currently living through one of these pivotal moments in history.

We have the opportunity to restructure our communities. By supporting defunding the police, we can support funding basic needs, housing, education, physical and mental healthcare, and more.

3. Reinvest in Black communities through reparations

The nonprofit sector and, in particular, mainstream fundraising/philanthropy do not have great track records of supporting and listening to Black, Indigenous, and People of Color (BIPOC) in fundraising — even when they are our co-workers, neighbors, friends, and family members. In fact, the sector has systematically ignored BIPOCs’ input and/or actively retaliated against BIPOCs who call attention to racism or try to enact change.

If we as a sector want to make amends and repair the harm that we have caused, one place to start is looking in the mirror and reflecting on our own complicity and silence around state-sanctioned violence against Black people. By supporting defunding the police, we can begin two types of reparations — repairing relationships with Black folx in our lives as well as endorsing monetary reparations via rerouting public funds and reinvestment in Black communities.

4. The words ‘defund’ and ‘invest’ need to go together

It’s not a coincidence that the demand to defund the police is focused on repositioning money and funding. As fundraisers, we know the importance of money. We are comfortable talking about money and how having it or not having it can make or break a program, a person, or an organization. We exist within capitalism, and money is essential to our survival. It also dictates power and behavior.

Right now, money is giving too much power to police and not enough to our Black communities. There needs to be a shift in funding priorities. And who understands the power of moving money better than us, fundraisers? We work every day to move money to where it can affect positive change.

This is what Black organizers are asking us to support. We should not only support the concept, but we should be invested in doing the work ourselves daily. Move money to Black-led community solutions. This is our job. Period.

5. Budgets are values documents

As nonprofit professionals and especially as fundraisers, we know this. Values can be stated, but if our values are not prioritized in budgets, our values are meaningless. Budgets and financial statements clearly show what values are being prioritized. So, we must see the value that Black Lives Matter in our community budgets.

Currently, most municipality budgets prioritize police violence. (Seattle, for example, is spending $409 million on the police, which is over a quarter of the general fund.) It is time to reprioritize.

6. Listen and follow the lead of those most directly affected

Our Black community organizers and leaders are asking us to support these demands. They know the problems they face better than anyone else. They have been facing them and fighting for centuries. This is how they are asking us to show up. This is a step toward preventing further violence and injustices.

Black womxn in particular have been long time leaders in this movement. While their contributions have often been hidden in the past, it is time that we embrace their knowledge and power. Their lived experiences at the intersection of so many forms of oppression gives them unique awareness of the systems designed to perpetuate injustice, and therefore, they can see the path forward toward equity. Black womxn should be listened to, followed, and paid for their physical and emotional labor in this movement. We would not be where we are without them, and we won’t get to where we need to go without them.

7. The nonprofit sector exists to address social problems

Responding to social problems is the work of the nonprofit sector and what we as fundraisers are trying to move money toward. Black leaders have been doing everything possible to make a case statement for their actual lives. We need to listen to their lived experience, not just videos of their deaths. We need to join them in the fight for their lives. Everyone deserves to live.

It is a societal problem that Black people are being murdered by police. It is a societal problem that whole communities do not have adequate resources when they are in crisis. It is not surprising that many communities do not feel comfortable calling the police for aid. The police are not trained in areas like mental health, drug interventions, or domestic abuse — and they shouldn’t be.

We should not invest money and time into training a violent police force to meet community needs when:

They have proven they cannot and will not stop killing Black people, and
There are already programs and people in the community who are better equipped to meet these social needs, people who will not inflict violence on the Black community.

We need to support community-led solutions. We already work everyday to raise and move money for these solutions, so we should support the city routing additional funding and resources to ensure community safety.

8. There’s actually no demand for increased policing

There are some professions in which employees should be working to put themselves out of a job. For example, oncologists and cancer researchers are working to eradicate cancer. Of course, once they succeed, they will be out of work. But wouldn’t that be a wonderful world?

Would you be surprised if I told you that this is something nonprofit professionals and police also have in common? Nonprofits also envision a better world where we are no longer needed. We have a vested interest in the continuation of societal problems, and although we consciously want to end these problems, many of us, like the police, are still in denial that the world could (and arguably, should) exist without us.

Between 0.5 and 1.8% of 911 calls are regarding violent crime (Seattle 1.3%). This should be seen as a success. Police should celebrate the fact that they are actually not needed. Demand for police is actually quite low, so supply should follow. There are other first responders who are better trained and equipped to answer the majority of 911 calls, and this is where funding should be redirected.

9. Capitalism supports systemic racism — and this must be changed

Modern/mainstream philanthropy and the nonprofit sector as a whole has developed and grown because of capitalism. The rich make profits and grow their generational wealth by exploiting workers, which has led to extreme income and wealth disparity as well as the overwhelming number of social problems that go along with tax cuts for the rich and decreasing federal investment in education, affordable housing, healthcare, food, and so much more.

In all categories, we know that Black folx, in particular, experience the most disenfranchisement.

Enter the “saviors:” nonprofits and philanthropy. Nonprofits are doing their best to balance the scales, but our entire sector exists because our economic system and our government are doing what they were designed to do — make the rich richer and the poor poorer.

Capitalism and systemic racism go hand in hand. Defunding the police is one small step toward changing our systems to put money into healing Black communities instead of criminalizing them.

10. And remember that this is just the start

Throwing your support and energy behind defunding the police is one small step we can take on a long journey toward racial and economic justice. BIPOC fundraisers and movers of money will hopefully not only be a part of this, but also will need to be leaders in the discussions, planning, and execution of this shift in funding priorities.

We are here to read, research, listen, support, amplify, donate, and most importantly act. Make anti-racism part of your daily routine, in all facets of your life. Let’s go!

Erika Chen

Erika Chen

Erika Chen (she/her) is a founding member of the Community-Centric Fundraising Seattle Chapter. She also volunteers her time as the Appeals Chair for the Seattle Human Rights Commission and as Vice President of Diversity, Equity, Inclusion, and Access for AFP Advancement NW. She is a consultant focused on racial equity within nonprofit operations and organizational culture, with an emphasis on inclusion and employee happiness. She can be reached on Twitter at @erika_chen and on TikTok at @erikalianchen.

The power of a fundraiser: Why you are the key to systems change

Jul 12, 2020 | Essays

By Michelle Shireen Muri, Freedom Conspiracy Principal and CCF co-chair

I’ve been working as a fundraiser at and with nonprofits for a while now — both in small and large teams — and what I’ve learned again and again is that my role as a fundraiser is never just to make it rain.

Fundraising is a thoughtful occupation. Usually called “development work,” it is highly relational. It involves community-building, communication, effusiveness, enthusiasm, cheerleading, optimism, authenticity, and the ability to develop and execute strategy. Development professionals perform a variety of tasks involving diplomacy with high levels of emotional intelligence — a quality I am convinced cannot be taught. Emotional labor is a core part of our work!

You know, when Vu Le and I were raising money to build up CCF as co-chairs, a foundation president (and potential CCF funder) asked us, “Why focus on fundraisers when all the power is concentrated in foundations?”

Well actually, it’s not.

Money is one form of power, but it is not the only source. What we pursue, how we pursue it, what we advocate for, and what we allow — are also all forms of power. Consider this: at any nonprofit organization, the development director is often the one that sets the tone for how this power is wielded, influencing other leaders in management, their colleagues on their board, and their staff.

We are at the center (aka ‘A love note to the empathetic diplomat’)

Hey, you beautiful development professional. I see you. I see you sitting right at the interpersonal and strategic venn-diagram-center of your stakeholder ecosystem. This graphic is where you are:

A venn diagram intersecting circles illustrating the shareholder ecosystem. One large large circle is labeled Community. A circle labeled You is fully withing the community circle. Cirlces labeled Donors, Leadership and Staff all overlap You and Community, but they do not overlap eachother.

And this is why you are incredible:

Internally, dev professionals hold relationships with every major group of people with a stake in the organization including C-suite and director-level leadership. From program tensions to human resources issues to policy moves and more, you are highly attuned to what is happening inside the organization and are often privy to important (aka potentially influential!) information.

Externally, development professionals are diplomats, listening and in relationship with a variety of people and groups You know a lot about the personal lives, preferences, values, politics, and tensions of members of their community. And you happen to be great at navigating tensions between donors, community, staff, leadership, and others.

When working alongside an awkward, tone-deaf or abrasive leader, you are the empathetic softener to that craggy edge — and you are often the first one on the scene to smooth over conflicts between departments or individuals with the salve of negotiation or peacemaking.

You are often the complaint department and the therapist and the coach and the cheerleader. You are a much-needed professional conduit between our communities and foundations and corporations — and a doula of other people’s emotional shit around money.

And in the middle of all that, you hold your enthusiasm for your organization’s mission so close to your heart and can channel the passion of program staff and community like a supernova care-bear beam into any conversation.

You are fucking amazing!

And guess what? You can use all that charm, skill, strategy, and positioning to set the tone for what is acceptable and unacceptable behavior from funders as well as from our board and from our colleagues.

We have the power to shape narratives!

Don’t lose what makes us great

Though by nature development professionals are optimistic, pro-active leaders, I’ve heard many-a-dev-person come to talk about their work in disempowering ways. What they are facing often sounds like ocean currents, pulling them in and out of situations they feel oppressed by, feel uncomfortable with, or feel are unethical. I’ve seen people who are usually powerful, actualized, and optimistic become helpless, sad, and resigned. Many of us quit.

Many of us forget that we have the power to set the tone among colleagues, to shape narratives and to draw boundaries.

I believe that some of the currents of resignation from typically optimistic and energetic people are actually characteristics of white supremacy culture. Primary among them is our tendency to chase perfectionism, the fear that making one mistake could actually be confused with being a mistake.

White supremacy culture tells us that being honest and transparent — by voicing our mistake, a tension, or a conflict — could mean punishment or banishment.

White supremacy culture teaches us to be overly cautious and ‘inoffensive,’ and that has us spending time and energy trying to make sure that people’s feelings aren’t getting hurt by the truths that we secretly want to share. Fear of open conflict suppresses us. Defensiveness suppresses us. Thinking in the binary doesn’t help us, because there are often more than two options! Solutions and problem-solving aren’t either/or. When we look at things in a binary way, we may lose sight of complexity and more importantly, humanity.

I’ve seen a whole department leave because of an executive director’s unwillingness to excuse a salacious wealthy board member who was sexually harassing staff. I’ve seen development directors and executive directors fall into the depths of grief and sadness because foundations have made too many demands that they feel unable to speak up against #crappyfundingpractices. I’ve seen loads of resources spent on terrible ideas created by board members, major donors, or staff members that a dev professional or executive director was afraid to have conflict with. I’ve been in these positions myself.

These characteristics of white supremacy culture do not serve our community. And when we know better, we must do better, and that means that we must take it upon ourselves to recognize that we are powerful, and we must wield our power to interrupt the dynamics that disempower us and keep us from doing our best work for our organizations!

Interrogation (aka ‘We are a different kind of gatekeeper’)

Interrogating the mechanisms we are participating in will ultimately bring an end goal of creating transparent relationships based on strong values of equity and social justice, centering the needs of our communities. (Basically, community-centric fundraising!)

No longer will we let foundations set the requirement bar to levels that are impractical and out of touch. It shouldn’t require days to write an application. We shouldn’t have to leave our clients in a lurch because we prioritized what is essentially a lottery for a fraction of a foundation’s 5% pocket change. We must let foundations know that what they are asking of us is a burden, and we must challenge their arrogance when they respond with anything but what is reasonable and workable. We must also demand that foundations significantly increase their common annual payout of 5%. That payout is atrocious, and hoarding must be reformed. As @NTENorg stated “When is the [rain cloud emoji] day foundations are waiting for to open the vaults? Asking for a sector.”

No longer will we allow racism to fester in our organizations because we are afraid to be honest about it, because we are afraid that our reputations or our organizations’ chances of raising money will be damaged. This prevalent fear is based in white supremacy culture — promoting this erroneous idea that we are incapable of working out tension, of being forgiven, or that we are unable to heal.

No longer will we allow donors who sexually harass us anywhere near our organizations. No longer will we pursue gifts from foundations, corporations, or individuals that were made from exploitative practices that hurt our communities (unless there is an honest dialogue and reconciliation involving repair with those communities; start with “Decolonizing Wealth,” by Edgar Villanueva).

No longer will we allow major donors to dictate what programs we are building. We must interrogate who our organizations are actually serving — and whether that service is provided because the community requested it (whether it is a true community need) — or whether that service is provided because someone with money thought it was a great idea and paid for it.

Where we are going

We have to look at this big change as inevitable — it is just the place that we must go. And the time is now.

We must change the way we serve and the way we think we are loving and protecting our organizations when we are actually complicit in holding up white supremacy.

We must develop an analysis and draw strength from it. And we must recognize our power and — and wield it.

Michelle Shireen Muri

Michelle Shireen Muri

Michelle Shireen Muri (she/her) is the co-chair for Community-Centric Fundraising and the host of the new podcast, The Ethical Rainmaker, launching July 29. She is the founder of Freedom Conspiracy, a small collective of fundraising consultants focused on bringing values-aligned practices to clients in the nonprofit and philanthropy spaces. She can be reached at @freedomconspiracy on Instagram.