sexism

Socialist Revolution, Women’s Liberation, and the Withering Away of the Family

By Tatiana Cozzarelli

Originally published at Left Voice.

In college, I read a lot of theorists who called Marxism “class reductionist.” They claimed that socialism only attacks economic problems and ignores oppression. But, as I began to study Marxism, I found these oft-repeated tropes about Marx only addressing class are far from the truth. 

From the very beginning, Marxists have taken up the question of gender oppression — sometimes with more clarity, sometimes with less, but always discussing it. A brief overview: In 1879, August Bebel wrote Woman and Socialism. In 1884, Friedrich Engels wrote The Origin of the Family, Private Property and the State in which he traces the roots of gender oppression to the creation of private property. He argues that there is nothing biological about patriarchy, monogamy, or the two-parent family unit. Later, Clara Zetkin was the editor of the German Social Democratic Party’s women’s newspaper Equality. She fought for women to become subjects of the struggle against capitalism and patriarchy. 

But for me, it is the Russian Revolution that best illustrates Marxist ideas made reality in relation to the fight against sexism and for women’s rights. It demonstrates that for leading Marxist thinkers such as Lenin and Trotsky, revolution alone was insufficient to rid society of patriarchy. Rather, revolution was just the beginning of a profound social transformation of women’s role in society, as well as a transformation of all social values and culture. This is demonstrated by the laws enacted by the Bolshevik Party that led the revolution, as well as the broad debates about women’s rights within the party. 

Yet, as Lenin put it, equality in law does not mean equality in life. As a result of the civil war that followed the revolution, and the international isolation of the first workers’ state, the economic conditions for women’s equality did not exist. Under these dire circumstances, Stalinism took hold, erasing workers’ victories and especially women’s victories won in the Russian Revolution. The emergence of Stalinism created the false idea that Marxism, and socialism more broadly, are unconcerned with sexism and patriarchy. 

Women as the Spark for the Russian Revolution

The context of the Russian Revolution of 1917 is one of complete misery for the country and its people. Russia had gone through a series of wars: with Japan in 1904-05, a failed revolution in 1905, and World War I in 1914. During the World War, prices went up 131% in Moscow and women spent hours waiting in the biting cold for basic necessities like wheat and sugar. 

Marx believed that the socialist revolution would begin in advanced industrialized nations. Russia, however, lagged far behind the economic and productive power of countries such as Germany. Peasants made up 80% of the population — mostly illiterate and isolated from the political debates in the cities. Peasant life was based on a strict division of labor and women were taught to be obedient to their father and later their husband. It was only after 1914 that women were allowed to separate from their husband, but only with a man’s permission; likewise, women could only get a passport or a job with a man’s permission. 

There was a small but strong proletariat in Russia’s cities. World War I played an important role in increasing the weight of women workers in the Russian proletariat: as men went off to war, more and more women joined the workforce. Women made up 26.6 percent of the workforce in 1914, but nearly half (43.4 percent) by 1917. On top of the miserable working conditions, women industrial workers also faced gendered inequality. They earned lower wages and were not allowed to organize in the same unions as their male colleagues.

However, women were the spark that ignited the Russian Revolution which would topple the Tsar and create the conditions for the Bolsheviks to take power. In late February 1917, the women in Petrograd factories left their workplaces, going to neighboring factories calling on the men to also leave their jobs and join the strike. The Bolshevik newspaper Pravda stated, “The first day of the revolution — that is the Women’s Day, the day of the Women’s Workers International! All honor to the International! The women were the first to tread the streets of Petrograd on that day!”

After the February Revolution, workers organized delegate assemblies, called soviets, to make decisions about the burgeoning movement. Women participated in the soviets, although to a lesser degree than men. The Bolshevik paper Rabotnitsa (The Woman Worker) was relaunched in May 1917 and discussed equality of the sexes, as well as the need for the state to provide communal facilities for taking care of household chores, traditionally imposed on women. 

The stage for the October Revolution, which ended the provisional government and brought about the world’s first workers’ state, was prepared by women’s radical activism. It was the tireless organizing work of Bolshevik women such as Alexandra Kollontai that allowed the Bolsheviks to win over the majority in the soviets and take power in the October Revolution. Women also participated in the October Revolution by providing medical help and even joining the Red Guard. 

What Did the Bolsheviks Think About Women’s Issues? 

The Bolsheviks saw women’s role in a given society as a measure of the society as a whole; it wouldn’t be until women had achieved full equality that they could consider the socialist revolution ultimately successful. After the revolution, immediate measures for women’s liberation were taken. The Bolsheviks put forward four primary means to support women’s equality: free love, women’s participation in the workforce, the socialization of domestic work, and the withering away of the family.

The Bolsheviks believed that women should not be coerced to marry or to remain in a marriage as a result of family obligations or economic pressures. Relationships should be based exclusively on love, not social coercion. The Bolsheviks did not believe that they could immediately take up the task of building new types of relationships, recognizing that the revolution alone would not do away with centuries of patriarchal traditions, beliefs, and morals. Rather, they sought to destroy the  social basis of the bourgeois family and the inherited beliefs that keep women oppressed. Furthermore, they believed that women should have complete equality with men in the workplace and encouraged women to organize, vote, and run for positions of leadership in unions and soviets. 

Long before the Wages for Housework campaign, a global feminist movement that grew out of the International Feminist Collective in Italy in 1972, the Bolsheviks argued that there was nothing natural or biological about women doing domestic work or even raising children. This was an ideology perpetuated by capitalism that had no place in a socialist society. Liberating women from “domestic slavery” was a central discussion within the party. Trotsky writes,

The revolution made a heroic effort to destroy the so-called “family hearth” — that archaic, stuffy and stagnant institution in which the woman of the toiling classes performs galley labor from childhood to death. The place of the family as a shut-in petty enterprise was to be occupied, according to the plans, by a finished system of social care and accommodation: maternity houses, creches, kindergartens, schools, social dining rooms, social laundries, first-aid stations, hospitals, sanatoria, athletic organizations, moving-picture theaters, etc. The complete absorption of the housekeeping functions of the family by institutions of the socialist society, uniting all generations in solidarity and mutual aid, was to bring to woman, and thereby to the loving couple, a real liberation from the thousand-year-old fetters. 

Unlike the Wages for Housework campaign, the Bolsheviks sought to take housework out of the hands of individuals and put it in the hands of the workers state. The Bolsheviks did not want to maintain domestic work in the realm of the household, equally dividing those banal tasks between men and women. Rather, they wanted to divorce these tasks from the family unit and socialize domestic labor. In this way, the family and women in particular would shed much of their “reproductive” role. 

Equality in Law

The Bolsheviks put ideas into practice. In 1918, less than a year after the revolution, the Family Code was passed, which historian Wendy Goldman calls the “most progressive family legislation ever seen in the world.” It took the church out of the business of marriage and made matrimony a civil affair. It not only legalized divorce, but made it accessible to every married person without requiring a reason. The code ended centuries-old laws that assigned all property to men and provided equal rights to children born outside of a registered marriage. If a woman did not know who the father of her child was, all of her sexual partners would share responsibilities for child support. Importantly, it made women equal to men in law. A law as progressive as this has not been won to this day in the United States, as the Equal Rights Amendment was not confirmed by enough states. The author of the family code, Alexander Goikhbarg saw this law as transitory —it was not meant to strengthen either the state or the family, but to be a step towards the extinction of the family. 

In 1920, abortion was legalized, making the Soviet Union the first country in the world to do so. Prostitution and homosexuality were no longer banned in the USSR either. Additionally, the Bolsheviks opened public cafeterias, laundromats, schools, and day care centers as a step towards the abolition of women’s double shift at the workplace and at home. It was a step towards socializing domestic work, liberating individual women from the responsibility. 

Furthermore, the Bolsheviks saw women’s political participation as central to the advancement of the Soviet Union. They organized Zhenotdel, the women’s section of the party, made up of workers, peasants, and housewives who organized women at the local level. Delegates from Zhenotdel were elected for internships in the government as well. As Wendy Goldman argues, it was an important way for thousands of women to get involved in the party, as well as in politics more broadly. 

Equality in Life

Although the Bolsheviks made major advances by passing laws, they were very conscious that this was insufficient to guarantee true equality. Lenin says,

Where there are no landlords, capitalists and merchants, where the government of the toilers is building a new life without these exploiters, there equality between women and men exists in law. But that is not enough. It is a far cry from equality in law to equality in life. We want women workers to achieve equality with men workers not only in law, but in life as well. For this, it is essential that women workers take an ever increasing part in the administration of public enterprises and in the administration of the state… The proletariat cannot achieve complete freedom, unless it achieves complete freedom for women.

Although the Bolsheviks stressed the material basis for inequality, they also knew that a profound personal change would have to occur in members of the new Soviet society. However, this change in people’s ideas was not divorced from the changes in the organization of society — a social reorganization won by proletarian revolution. In this sense, it is a reminder to us that simply changing people’s ideas is insufficient to create true equality. Sexism does not only exist in people’s minds, but in institutions and the organization of society. 

The Struggles of a Young Worker’s State

The young workers’ state faced considerable challenges in its first years. It was attacked by 14 imperialist armies and survived because of sacrifices made by workers and peasants in the Red Army. After a world war and then a civil war, the people of the Soviet Union faced starvation and high unemployment. 

Women suffered the most under these conditions. Although under explicit orders not to do so, women were laid off before their male colleagues. The 13th Congress of the Bolshevik Party discussed this problem explicitly, making new regulations to protect women’s employment. They said, “that the preservation of women workers in production has political significance.” 

A tenet of communism — to each according to his need and from each according to his ability — can only work in a society of plenty. Advanced capitalist mass production provides such a basis. However, when there isn’t enough, a select group will decide who has and who does not — a bureaucracy. This is why Lenin and so many other Bolsheviks placed their hopes in a German revolution, which would ensure that the USSR would not remain isolated. It would put German industry and the goods it produced under the control of the working class. However, the German revolution was squashed, leaving the Soviet Union to fend for itself. It is from the conditions of scarcity that the counter revolutionary Stalinist bureaucracy emerged, reversing the advances made during the early years after the Russian Revolution. Stalinism went on to play a counterrevolutionary role around the world, based on the theory of “socialism in one country.”

Stalinist Counterrevolution and Women’s Rights

The Stalinist bureaucracy staged a counterrevolution which murdered the Left Opposition inside the Bolshevik Party, locking up, exiling, or killing those who attempted to carry on the legacy of the 1917 revolution. Theorists who wrote about the withering away of the family such as Nikolai Krylenko were arrested and murdered, while the author of the 1918 Family Code was imprisoned in an asylum. 

At the same time that Stalin began to put forth the idea of socialism in one country, he also re-criminalized homosexuality and prostitution. In 1936, Stalin ended women’s right to an abortion, with Stalinist leaders arguing that women had the “honorable duty” to be mothers.

In order to put forward such reactionary ideas about gender, Stalin squashed the women’s department within the Central Committee of the Communist Party, as well as all women’s organizing on the local level. His government campaigned to bring back traditional gender roles, the very gender roles that the Bolsheviks had worked to break with. By 1944, Stalin had organized awards for women based on how many children they had. The “Order of Maternal Glory” was created for women with seven to nine children, and the title “Mother Heroine” for those with ten or more. 

The Left Opposition and the Bolshevik Legacy

As Stalin continued to play a counterrevolutionary role around the world, Trotsky created the Fourth International, a grouping of communists dedicated to the legacy of the Bolsheviks. The Fourth International was against the Soviet bureaucracy and for power to the working class, not just in one country — as Stalin wanted — but around the world. 

The Transitional Program, which laid out the tasks for the Fourth International, argues that women’s rights are central for the socialist revolution. Trotsky says

Opportunist organizations by their very nature concentrate their chief attention on the top layers of the working class and therefore ignore both the youth and the women workers. The decay of capitalism, however, deals its heaviest blows to the woman as a wage earner and as a housewife. The sections of the Fourth International should seek bases of support among the most exploited layers of the working class; consequently, among the women workers.

Far from any class reductionism, Trotsky sees the organization of women in a revolutionary party as a central task for communists.

What Can We Learn?

One hundred years have passed since the Russian Revolution and it has been decades since a revolution has been able to shake capitalism. Some believe that revolution is impossible. Others believe that a workers’ revolution will create laws based on the racist, sexist, or homophobic attitudes that some workers hold today. Many equate Marxism with the struggle against exploitation, not the struggle against oppression. 

Yet when the Bolsheviks took power and immediately made laws supporting women’s rights, they knew the revolution did not and should not stop there. They had no illusions about even the most progressive gender legislation in the history of the world, on its own, ending patriarchy. The Bolsheviks knew that these laws created the foundation for liberation, but were not libration in itself. Instead, they had lively debates about how to organize the material conditions of the new society to root out oppression against women. They wanted to make sure women had full participation in work, education and politics— but not by taking on a double or triple burden of housework, childcare and paid work. They discussed socialized childcare and domestic work, as well as the withering away of the family as an organizing unit of society. Even the young workers’ state did not yet have the material conditions to realize this dream, but they took real and substantive steps in that direction. Stalinism put an end to all these dreams, reverting the Soviet Union to patriarchal norms. 

It’s been a long time since the Russian Revolution. There are a lot of thinkers who have made key contributions to socialist feminist thought since then, especially in the realm of sex, sexuality and queer theory. Social reproduction theory builds on key Marxist ideas, and there have been huge developments in a discussion of desire, sexuality and queer theory. These are all important to thinking about a socialist revolution in the 21st century, which would create the material foundations for the liberation of gender and sexuality. 

But we cannot leave the legacy of Marxism to those who pervert its meaning to crude class reductionism. We cannot allow Marx’s legacy to be mired by Stalinism and the patriarchal, counterrevolutionary view of gender and society that it upheld. We should draw lessons from the Bolshevik’s revolutionary tradition for women’s liberation. 

Don’t Tell Me Anything About Diversity When All Of Your Leadership Looks the Same

By Cherise Charleswell

As one of the founding Chairs of the Hampton Institute, a working-class think tank , I can say that one of the things that excited me about launching this project - a project that has grown into a respected resource and is accessed from those in Academia, filmmakers, and a wide variety of media sources - is that we were truly a diverse group, in every sense of the word, from day one.

Although a majority of us are based in the United States, we are a collective that includes men, women, various races/ethnicities, and religious views. We even have diversity in terms of age. Younger people have never been told that they could not voice their concerns or share their insights. Our collective includes immigrants/first generation immigrants, those who identify as LGBTQ, and all recognizing that we are equal members of the working class, and thus should all have a "seat at the table."

Now, contrast all of this to what is often seen in other organizations, particularly those in the public and non-profit sectors that flaunt their commitment to diversity, inclusion, and progressive missions. Those organizations are essentially only diverse in name, or only at the entry-perhaps-mid-level of staff, but rarely when it comes to those in position of leadership. And this is unfortunately also true for women's or feminist organizations. And, yes, this means that more often than not those who lead these organizations are White, middle-class, cis, heterosexual women. Basically the face of white feminism, and everything that makes it so problematic.

I was reminded of this when I heard the initial excitement about comments made by Cecile Richards, President of Planned Parenthood, during her participation in the Women's March #PowerToThePolls rally in Las Vegas. During the event she called on white women to do more to "save this country from itself." She went on to state that it is not up to women of color to "save the country from itself" (BTW: You're welcome!) And her comments come on the heels of much of the accolades, thank-yous, etc. being thrown at Black women for attempting to save the United States from Trump, while 53% of white women voted for him; and for saving Alabama (and again the US) from pedophile and racist, Roy Moore, while 63% of white women voted for him. More about all that saving here here , and here .

Cecile Richards actually announced her plans to resign from her role as President of Parenthood on January 26th, and after thinking about her statements for "white women to do better, because clearly they have been failing," and all of these statements of gratitude being directed at Black women and other women of color for their efforts, I can't help but ask whether we will actually see a Black woman or other women of color step into this soon-to-be-vacant position?

One has to ask this, when considering once again what leadership in public and non-profit organizations currently look like, even those that claim to have missions and areas of focus that directly impact communities of color. For instance, consider the leadership of other well-established women's organizations. The Feminist Majority Foundation (Eleanor Smeal), National Organization of Women (Terry O' Neil), and other organizations such as the Women's Foundation of California (Judy Patrick), are all lead by white women. My knowledge of these realities helped to ensure that I was not surprised by finding out that the Los Angele's County's Women & Girls Initiative's Executive Director is a white woman. I expected it. I recently attended their kick-off discussion meetings with community thought leaders, whose feedback is supposed to help drive the initiative, and as they shared statistics that I was familiar with, such as the fact that since 2015 there has been a 51% increase of homeless women in Los Angeles County and one-quarter of Latinas and African American women in the county live below the poverty line, my mind couldn't help drift to the fact that I was again in a position where I was witnessing another gatekeeper share narratives about people who look like me, and communities that I come from, instead of having a representative from those very communities be the person sharing this information and driving the initiative.

If the goal was truly to make a change (and as great as it is having members of the community provide their input), the person delivering the message and pushing the initiative should have an intimate understanding, including personal lived experiences, of the issues that have caused the disparities that were being discussed.

And no, having a diverse staff is not enough, and the reason why is Power Dynamics, but I will get more into that later.

Again, feminist organizations are not the only ones who have this problem. Diversity is a buzzword to many, but it is truly a falsehood when you begin to look at leadership. For example, simply attend a conference or professional networking event and you will find the same dynamic. The vast majority of people being introduced to you as Directors, Department heads, Senior Researchers, tenured professors, etc. are not women or people of color, or other marginalized groups. These people are often excited to share information about a diversity program, community outreach, or participatory research project that they are leading, and they want to share their best practices of reaching out to a specific community, you know "those people," and all of this can be really astonishing. Including the fact that they themselves do not see the irony or the problem. Literally blinded by privilege.

They view themselves as allies, as social justice warriors, as good Samaritans committed to change, but they are unwilling to take a look around, and look at who is in the room, and how much space they are able to take up, and how much authority and prestige (decision-making power) they possess. They do not take enough time to reflect on the fact that the chosen leaders who work primarily within marginalized communities and groups do not look like them. In short, not much has really changed, and there are statistics to prove that.


Consider this:

• A 2014 study found that women of color only occupied 3% of all board seats among Fortune 500 companies.

• Women are overrepresented in the public and nonprofit sectors, and this overrepresentation is linked to (1) greater offerings of family-friendly practices, (2) the higher wage advantage obtained by women compared with men working in the public sector rather that in the for-profit sector, (3) greater access to part time jobs and shorter workweeks (which again ties into women's traditional care-giver role or burden of non-paid work). (Lanfranchi & Narcy, 2013). Thus, 69% of nonprofit executive leadership are women ((Bell, Moyers, and Wolfred, 2006).

• Women are CEOs of only 21% of large non-profits, and they only make 66% of what their white counterparts make (Dubose, 2014).

• While women in academia (including public institutions) win roughly 56% of academia's most prestigious awards, only 29% of women have tenure. (Foxworth, 2016)

• 94 percent of foundation presidents are white (Thurman, 2007)

• Only 7% of non-profit chief executives are people of color (Dubose, 2014)

• Only 8% of non-profit Board Members are people of color (Dubose, 2014)

• 18% of non-profit employees are people of color (Dubose, 2014).


But What about Affirmative Action?

The group that has been the biggest beneficiary of Affirmative Action has been white women, and this has been no secret. More about how White women have been benefitted disproportionately can be read here .

How this disproportional benefit happened is easy to follow. White women are simply in closest proximity to white men, who have always held positions of prestige and leadership. They have been their fathers, uncles, cousins, and husbands - and their resources (especially financial) and connections (the "good old boys network") has benefitted them. All of this has bolstered their educational and professional pursuits. In fact, allowing white women to actively enter the workplace, assume positions of leadership, and earn higher wages, helps contribute to the fact that the median wealth of white households continues to be 20 times that of black households.

What is ironic about this is that the category "women" wasn't originally included in the first affirmative-action measure, which was an executive order signed by President Kennedy in 1961. It required federal contractors to "take affirmative action to ensure that applicants are employed, and employees are treated during employment, without regard to their race, creed, color, or national origin." In 1967, President Johnson amended this, and a subsequent measure included sex, recognizing that women also faced many discriminatory barriers and hurdles to equal opportunity. Thus, this minor modification helped to ensure that Affirmative Action will continue a racial hierarchy - where white women remain at the pinnacle.

Yet, blinded to this reality (and privilege), many white women may not recognize just how much more they have benefited from Affirmative Action, which would explain the results of a 2014 study , where 70% of White women (ironically) "somewhat" or "strongly" opposed Affirmative Action.

According to a 2016 report from the American Enterprise Institute, "In surveys that ask about affirmative action for different groups, support is consistently higher for affirmative action programs for women than for affirmative action programs for minorities." The willingness to pay for only women, and not minorities, completely erases women of color; and makes it clear that these programs will not include intersectional frameworks that will address the multitude of issues that impact the lives of women of color.

This is why it is truly time to be intentional when it comes to Affirmative Action, and this is particularly true for women's groups, giving circles, feminist organizations, etc. Be intentional. Instead of creating agendas about women's empowerment, focus those agendas on the group of women who remain marginalized, create funding and garner resources that will help to empower women of color who have been left behind, and yes-let them Lead!


What is So Problematic about All-White-Women Leadership?

The following excerpt from the article, Don't Just Thank Black Women. Follow Us , does a great job of explaining why this current structure of white-women leadership is problematic and ineffective. It simply helps to show why real diversity is so critical:

"When I joined the 470,000 other women who walked down Constitution Avenue toward the National Mall on Jan. 21, the day after Donald Trump's inauguration, I carried a sign saying, "Don't Forget, White Women Voted for Trump."

My messages stood in stark contrast to the theme of togetherness that dominated the Women's March - the pink "pussy hats" and "girl power" placards, the chants about how women would lead the resistance. This was exactly the point. I made the sign to communicate that in a world where 53 percent of white women voters chose a racist, elitist sexual predator for president, the idea that we all want the same things is a myth .

The point wasn't to antagonize the Women's March participants, who were mostly white. Rather, I wanted to highlight that on a national level, white women are not unified in opposition to Trumpism and can't be counted on to fight it ."(Peoples, 2017).

When one considers "closed-door decision-making," there is no greater example of this than the voting booth. When one casts their votes, it is a reflection of their values, of the issues that they think are important, and it is an exercise in judgment. The fact that so many white women could vote in-line with Trumpism, choosing to ignore or were unable to recognize his racism, xenophobia, sexism, and so on, is evidence enough that they are not exactly the best at having good judgment, and at worse, it means that they, too, hold Trump's views.

Connecting those dots should help you understand why having white-women-led organizations, particularly those that should focus on intersectional issues (the one's they deny or ignore) that primarily impact communities of color and other marginalized communities, is not only flawed, but dangerous.

Again, not much has changed.


Working Toward Diversity

Your organization, collective, collaborative, agency, or group should not even dare to call itself diverse if it is not ready to ensure that those in leadership, strategic planning, and decision-making are a diverse group, in terms of race/ethnicity, sexual orientation, sex/gender, and so on. In other words - prove it!

Here are some ways that you can work toward diversity:

· Track and be mindful of the changes in racial demographics in the country, state, city, and assess your organization to see if it has kept pace with these changes. Determine whether the leadership of your organization reflects these varying demographics.

· Create opportunities for entry and mid-level staff to provide input that reflect perspectives from their various communities, and reward them for this sharing of expertise, particularly during considerations employee reviews, and salary negotiations/ re-negotiations. They should be considered subject matter experts.

· Ensure that you take the time to educate funders - whether they are foundations or politicians, who have to approve legislation for discretionary spending. This education should include discussions on systematic racism, xenophobia, homophobia, sexism, and how they impact the communities that they serve, particularly in terms of intersectionality. Take the time to go over the social determinants of health and how they have negatively impacted the wellbeing and many marginalized groups; and use these examples to justify the need for more intentional and directed funding mechanisms, and opportunities that are specific to these groups. Do not speak about programs for women's empowerment; instead begin conversations about the fact that Hispanic/Latina are paid only 59 cents on the white male dollar. So, this is why it is imperative to focus on programs for economic empowerment and development for Hispanic/Latina women.

· If your organization doesn't have an internal Affirmative Action program, implement one.

· Make cultural humility training a requirement for staff and Board members, and realize that the basis of cultural humility, which differs from cultural competency, means that there is no "end point" when it comes to learning, and that one will never be an "expert" about any group of people. Cultural humility is a process that involves ongoing self reflection, where one has to actively address Isms, work to end power balances, and be willing to take a step back to allow those from the impacted communities to serve as the "experts" on how best to move forward.

· Form Advisory Boards made up of members from the community, and do not make academic achievement the main criteria for joining the boards. Other factors should be considered.

· Be intentional when recruiting candidates. Make an effort to reach out to minority candidates, whether through head-hunters, job fairs, and working with workforce development organizations. Select executive search firms that have a proven track record of delivering a diverse pool of candidates. Dismantle the recruitment model that involves only referring from the personal circle of leadership, because everyone in those circles "look alike."

· Make diversity a central part of your organization's succession planning and managing executive transitions.

· Ensure that your human resources department and other members of leadership maintain an open door policy for complaints related to bias and workplace racism, as well as micro-aggressions.

· Look at your marketing materials and ensure that your staff and LEADERSHIP reflect the people in those images. Do not put out false images of diversity without working to maintain a diverse organization.

· When looking at candidates, consider privilege. Candidates from minority communities and marginalized groups may not have had the access (financially or through the established good boy network) to have attended an Ivy league university, or taken on many non-paid internships (because they had to work and earn an income, while pursuing their education), and realize that they may have far more to offer in terms of skills, perspective, or work ethic than someone who simply has credential degrees and no actual experience. Selecting these inexperienced, privileged, un-connected candidates only helps to continue the problem of having non-diverse leadership.

· Invest in diverse candidates upstream, by championing, funding, and/or creating programs for children, youth, and others from underrepresented groups, to ensure that they have the necessary skillets to compete. The United States Office of Minority Health actually hosts webinars for funding agencies, to teach them how to build health equity and diversity into their funding models.


For the Public:

· Demand that nonprofit agencies that you support be transparent when it comes to their leadership. Ask them about their commitment to diversity before you choose to support them.

· Be bold when visiting a public agency (that is supported by your tax dollars) and speak candidly about the issues that you see to all levels of staff. Ask to speak with a member of the leadership team, about the lack of diversity that you see. Be willing to make people uncomfortable.

· Consider volunteering your time and serving on a Foundation Board or Nonprofit Board. Many have a need for Board Members, but do a poor job of outreach to various communities and groups. As a member of these Boards you will help decide the direction of programming, messaging, which communities and topics to engage in, and you can help to facilitate the hiring of more diverse members of leadership and staff. Your vote can greatly help shift the dynamics of underrepresentation.

The for-profit, non-profit, and public sectors all equally have a diversity problem, particularly when it comes to leadership; but this issue is even more problematic in the public/non-profit sector, due to their missions, which are often one of service and addressing social inequities and health disparities. They will continue to fail in carrying out their missions, due to their failure in promoting leaders who are of diverse backgrounds, and have an intimate understanding of the various communities that are often negatively impacted and marginalized. Having board members, executive leadership, and staff from a wide array of backgrounds are truly a benefit to the organization, in that they bring unique perspectives that may be overlooked by "all white traditional leadership", and these differences in perspectives will help foster more meaningful relationships, and more importantly more effective solutions.

This includes feminist/women's organizations who claim to have a progressive agenda. There is nothing progressive about upholding the status quo of white supremacy. Organizations that claim to be committed to social justice need to have leaders that look like the members of those movements, and the communities served.

Ultimately, if you are committed to social transformation, restorative justice, resisting Trumpism, and truly serving the public in a manner that addresses social inequities, then you cannot continue to simply surround yourself with white people. Truly think about the hypocrisy of your actions.


Works Cited

Angela Peoples. Don't just thank Black women. Follow Us. New York Times. December 16, 2017. https://www.nytimes.com/2017/12/16/opinion/sunday/black-women-leadership.html

Bell, J., Moyers, R., and Wolfred, T. Daring to Lead 2006: A National Study of Nonprofit Executive Leadership. 2006. Retrieved Sept. 15, 2008, from http://www.compasspoint.org/assets/194_daringtolead06final.pdf .

Derwin Dubose. The nonprofit sector has a Ferguson problem. Nonprofit Quarterly. December 5, 2014. http://nonprofitquarterly.org/2014/12/05/the-nonprofit-sector-has-a-ferguson-problem/

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