Leadership Development Content Topic Results

Tangible areas to think about include forms and paperwork, bathroom options, advertising, and publicity, displayed materials, referrals, feedback and complaint mechanisms. Intangible areas to think about include organizational culture and diversity, existing reputation, agency name, presence at transgender events, community participation and outreach, training, monitoring of attitudes and tone, client staff interactions and language, out T/LGB staff, and tracking T/LGB clients.

Organizations ready to address and embrace racial equity must first examine how race interacts with all aspects of organizational culture, from board governance, to leadership and management, to staffing and talent management, to day-to-day work flow. While not an exhaustive list, this webpage outlines four simple strategies for moving the needle on organizational change efforts intended to promote diversity, equity, and inclusion.

This article explores the need for succession planning from a risk management perspective and the organizational sustainability benefits to be gained.

This guide offers organizations information and strategies on building mission effective survivor-defined organizations. It discusses the importance of developing a survivor-defined mission and aligning that mission with the organization’s vision and values, in order to best position the organization to grow and change in ways that make survivors of violence safer.

This toolkit is a resource for multidisciplinary professionals, policy makers, volunteers, faith communities, and others involved in anti-trafficking work. It provides information on a variety of topics related to human trafficking with a specific focus on mentoring for commercial sexual exploitation victims.

This brief document from BoardSource outlines five questions that nonprofit boards can ask themselves to guide changes in how board recruitment is done in order to assure more diverse and inclusive board membership.

Studies show the percentage of people of color in the executive director/CEO role has remained under 20% for the last 15 years even as the country becomes more diverse. This publication from Building Movement Project examines key findings on widespread systemic barriers to leadership positions for people of color in the nonprofit sector, and offers strategies to address these barriers.

This webinar offers strategies for dealing with daily work related stress, increases awareness of the issue of vicarious trauma, and provides ideas in order to gain organizational support to help sustain and support those working with survivors of trauma