Nonprofit Leadership, "Well-Intentions" Can Still Be Weapons Against Non-White Bodies

by Jazz Castañeda

For decades, "staying woke" was a phrase originally derived amongst the African American community to encourage vigilance in the face of racism and danger. Currently, "woke" has a different weight and meaning depending on the community using it, particularly within the nonprofit sector. Within nonprofits, a misuse of wokeism may reflect harmful tokenism and the weaponization of specific language, acronyms, and phrases. This is detrimental because such a promotion of language signals that a space is supposedly safe for marginalized demographics, even if it is not. I implore all within the nonprofit sector to self-reflect without the engagement of their ego and ask yourself, "What is the intention of your actions within the communities you serve and the non-white staff you work with?"

Are you indeed a safe place?

This question is for all nonprofit leadership, but particularly for nonprofits with predominantly white leadership. Good intentions and programming without the backing, support, or involvement of communities that are being served or collaborated with can have harmful consequences. Mindlessly making decisions or utilizing specific language to remain "woke" without thoughtful or communicative action can harm all parties involved. As the term "woke" stands today, it seemingly holds a more derisive appeal as a label than as any authentic action.

I've been employed either part-time, full-time, or via contract within spaces encompassing encouraging language in their organization's mission statements. Admittedly, I used to look upon inclusive language as a beacon of safety. Examples of such language include supposed or intended support for "BIPOC" (Black Indigenous People of Color) or with a healthy interest of included DEI (Diversity, Equity, and Inclusive) practices. Upon integrating myself within the various missions I've participated in, I saw hardly, if any, such actions genuinely take place. If anything, these "safe" spaces had just as many racist practices or incidents as any other space that I've stepped foot in. Arguably, racism was even worse, depending on the nonprofit. 

After years of navigating the nonprofit sector, I know how empty words and supposed "anti-racist" practices can be. Upon specific instances over the years where I was singled out and consistently talked down to, taken advantage of, where even my facial expressions and verbal language were being policed, etc., I wondered, "Am I reading this situation wrong?" Or, "Am I being too sensitive?" I gaslit myself because of the promoted language of these nonprofits being a safe space. And yet, despite me having no qualms with constructive criticism, however consistently navigating outright and blatant disrespect, it's difficult to dismiss the active racism taking place. Especially since the numerous incidents were clearly targeted toward my person and not ever toward my white peers. These repeated offenses over the years were disappointing and, at times, traumatizing.

Additionally, I have experienced, witnessed, and been told by non-white individuals who work in the nonprofit sector of the consistent practice of tokenism of POC (People of color) staff and volunteers as well as communities serviced to push an agenda of showcasing "woke" mentality. As defined in the Cambridge dictionary, tokenism is "something a person or organization does that seems to support or help a group of people who are treated unfairly in society, such as giving a member of that group an important or public position, but which is not meant to make changes that would help that group of people in a lasting way."

You may ask what tokenism may look like. Examples of such: Do you serve primarily white people? However, your website is predominantly people of color. Are you overly focused on highlighting your small, non-white percentage of staff or serviced community on your promotional materials via pictures and quotes to showcase that you're a "welcoming space for all?" And yet, do your organizational actions not reflect such? 

Of course, quotes and photos can be nuanced. Having worked in marketing within the nonprofit sector for nearly a decade, I know that using some of these visuals can sometimes encourage some communities to know they're welcome in said spaces. However, if the people you employ or serve have no voice, power, or protection within your organization, how welcomed or safe are you? Better yet, are you predominantly utilizing their image and voice to receive additional funding without the intent to care for or support their community? 

All nonprofit employees work beyond their expected titles and job descriptions. With limited funding and staff, it's just the way of the game. However, staff of color have an added layer of this. Without receiving additional income, people of color within the nonprofit sector become PR reps, consultants, and speakers for their demographic. They also become model and influencers, with their image and quotes used to showcase the organization's wokeness. Frustratingly, these individuals of color may receive pay that is less than their white peers for the same job. Rarely do they receive additional compensation for this additional labor to which their white peers may not be additionally subjected to. And yet, this work will likely directly result in increased fundraising for the organization.

So, what now? 

Wokism was created and is, in theory, utilized with good intentions. However, many times, both become weaponized. To say you're an ally means nothing if you do not stand up against racism or explicit biases from yourself or others. 

Regardless of the extensive acronyms one may have in an "About Us" webpage or supposed supportive hashtags on social media, it means nothing if racist occurrences are aptly ignored in a supposed "safe space." Leadership in these spaces needs to focus more on their organizations' actually being a safe place versus solely marketing that they are. If something so simple is amiss, you're causing more harm and damage than helping. 

This responsibility as a priority for genuine, safe places lies on leadership. However, the enforcement of such practices also relies on the staff that are working within the organization. If such does not take place or is supported, not only is your organization not welcoming for non-white bodies. It's also potentially a dangerous place to work and receive help.