It is a question we have all been asked at least once. An inquiry designed to awaken the dreamer inside and push you to think outside of the box. The question is big and consequential, often posed during team meetings or maybe as a strategic planning prompt. When asked, you’re told no response is off limits, which manages to inspire and overwhelm at the same time. The bigger your idea, the better.
What would you do if your nonprofit had unlimited resources?
We are all familiar with how ‘standard’ businesses, organizations, and nonprofits typically operate. The structure usually resembles a pyramid — the base staff of employees start at the bottom, progress up in status until they reach the top, which usually consists of a CEO and/or executive team.
But what happens when a business or organization adopts a non-hierarchical or flat structure? Flat structures don’t have a pyramid — there are no levels of management, employees are part of the decision-making process, and everyone typically makes the same amount of money.
In July 2019, Autostraddle held a fundraiser to grow their publication and chances at thriving, and one of their fundraiser goals was to hire a director for the membership program and fundraising because they’d never had one. (They’d shared the duties among existing staff.) That’s where I came in.
Unless you’re queer, you probably haven’t heard of Autostraddle.com. If you’re a queer woman or trans or non-binary person — the likelihood of you having heard about Autostraddle probably skyrockets.
It is Pride Month, which of course means that all queer people gain superpowers and are being cared for by the prime lesbian herself, the Moon. (Apologies if you didn’t know that, but it’s true and I don’t make the rules. Mother Nature is gay. Like, why else would there be rainbows?)
The month of June is also a time to remind ourselves why Pride exists in the first place — to commemorate the fight against police brutality and oppression. (Sounds familiar, huh?) And while there have been many victories since Stonewall (and even before Stonewall), there is still plenty left to fight for.
So much of how the world understands philanthropy is through the help of journalists (as well as development communications folks) who write about the issues to get people interested and involved. For people outside of the philanthropic sphere, it’s how they learn about what’s going on in our sector; and often, it’s also how people inside that world learn about what’s going on.
My friend Jess Null recently started a book club for the Rhode Island AFP Chapter. It’s been great, and not just because I need structure and deadlines to finish anything. We’ve been able to have some really rich discussions of important texts in fundraising.
For the last one, I finally read Edgar Villanueva’s Decolonizing Wealth. Near the end Villanueva, a fellow North Carolinian, ties the book together by recalling the North Carolina state motto, and how that phrase informed the values he grew up with.
Right now, we are witnessing a surge in institutions and leaders co opting language and reinventing and marketing themselves as “antiracist,” “inclusive,” or “equitable.” But many have been and will continue to engage with important issues in performative ways.
Collaborative philanthropy is already at the root of many communal Indigenous and African societies. In fact, it was collaboration and fundraising from diasporic communities that supported liberation struggles, which then led to independence from colonial rule. On the heels of Pan-Africanism, a movement based on the belief that unity is fundamental to socio-economic and political progress, African leaders, such as Tanzania’s first president Mwalimu Julius Nyerere, recognized that the fight against colonization was a common thread, a shared experience that could bring African nations together.
Today, Black women in the nonprofit realm constantly face spoken and unspoken rules on how to present our bodies, our voices, and our aspirations. This new kind of policing is unlike the respectability politics of old — the politics that would have you believe that advanced degrees and a business suit can keep you safe from harm. This new type of policing problematizes however we show up. It makes an issue of our joy, our bodies, our intellect, and our work ethic.
By Allison Hood and Sophie James
VOX ATL is a teen-led organization. For us, that means teens are involved in every aspect of the organization — they serve on the board of directors, work as peer editors, facilitate community workshops, pick what new swag items we buy, and more. They also participate in fundraising efforts.
VOX ATL teens who have participated in our fundraising work have helped compile a list of what to do — and more importantly, what not to do — to ensure that you are keeping things VOXy.
We need to make intentional power shifts within our organizations to promote emerging BIPOC leaders. Those leaders are probably in your office right now. And that power shift can be initiated by every manager becoming an advocate for their staff’s career advancement.
Why are we still forcing ourselves to work an 8 hour day? How can we better manage employee workloads? And how do we better assess employee performance in order to prevent employee burnout?