REAP: Advancing BIPOC Leadership and Power by Transforming White CEO Practices
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Racial Equity Advancing Pathways (REAP) is a peer group initiative for white-identifying Executive Directors and Chief Executive Officers committed to examining aspects of their organization’s culture that may be reinforcing white supremacy and embedding cultural racism, and dedicated to building the capacity of their organizations to support advancement of BIPOC leaders in general, and in particular, as potential successors to white CEOs.
It is designed for white-identifying CEOs who are striving to create an environment and practices to advance BIPOC leadership in their organizations, and are eager to delve into how their own leadership can best advance these efforts. It is most accessible and most helpful for leaders who have already had exposure to concepts such as implicit bias, characteristics of white supremacy, anti-Black racism, the history of structural racism in this country, and who have a growth mindset.
REAP asks CEOs to look specifically at how they can use their positional power, race, and often class privilege, to create new structures and share/transfer/re-locate power. This includes creating preconditions for successful BIPOC succession, and giving up power.
I co-facilitate REAP with Lupe Poblano. Each of us has experienced a white - BIPOC leadership transition. Participants have shared that our unique stories make the experience especially valuable. More information about REAP is here.
Why: The Need.
Why: The Need.
Many Diversity Equity and Inclusion (DEI) initiatives focus on interpersonal skills and individual development; and do not address the social sector ecosystem, which presents unique challenges
CEOs hold a unique role. They:
Have singular authority to commit the organization to dismantle characteristics of white supremacy within it
Have no internal peers
Are frequently the primary contact and most significant relationship for Board members;
The majority of nonprofit CEOs are white (Urban Institute 2021 study, only 21% of US nonprofit CEOs are Black, Indigenous, and other People of Color [BIPOC]) ; it is likely that the percentage of BIPOC CEOs in larger nonprofits is even lower
While philanthropies are beginning to support robust professional development initiatives for emerging BIPOC leaders – if a participating organization is headed by a CEO who is not aligned with equity principles – the emerging leader is likely to leave
What people say about REAP.
From Bay Area social sector leaders
"The group discussions have given me incredible insight and inspiration." -- Workforce development organization
"This was a gift." -- Youth development organization
"This has been a wonderful space to learn and connect – thank you for your vision and bringing us together!" -- Workforce development organization
"I feel so much less isolated as a result of the experience. I feel inspired by the actions of other CEOs in this space." -- Safety net organization
"I have enjoyed the insights and 'lessons' in the REAP meetings, and I’ve grown from them in ways that I didn’t expect." -- Workforce development organization
"There is no doubt I have taken more action because of this group." -- Skills training organization
From leaders outside the Bay Area
"[Since participating in REAP] Our leadership discussions have been more open, it appears safer to talk about discontent or new ideas and possibilities. All levels of the organization think differently about how our work is done and how decisions are being made."
"I loved the open and vulnerable dialog and the thoughtful prompts from [the facilitators]. I also found the readings incredibly insightful and cannot wait to share some of them with my team."
"So many resources, great readings, great conversation and such a good reminder to keep this important work in the center of what we do - not an afterthought."
"This was a growing experience. Thank you for the opportunity, it has impacted our organization already!"
"Very thankful for this opportunity. I learned so much. "
":This is critical and ongoing work -- not something to be "accomplished" or "checked off", but needs to be embedded in our organizational DNA and part of our regular and ongoing organizational diet. "
Philanthropic sponsors to date.
David and Lucile Packard Foundation
REDF
Sobrato Philanthropies
Tipping Point Community
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