Asian Pacific Americans in Nonprofit Leadership
The nonprofit sector in the U.S. today is facing a challenge of representation at the executive leadership levels. In many instances, the Executive Director and Board of Directors do not reflect the population that nonprofit direct service agencies are serving. Nationally, less than 10% of nonprofit chief executives are people of color. In California, an Urban Institute report found that in 2009, only 7.5% of chief executives identified as being Asian/Pacific Islander. Additionally, only 12% of nonprofit staff are Asian Pacific Americans (APAs), compared to 45% who identified as white and 27% who identified as Hispanic/Latino.
Why do so few APAs become Executive Directors (ED)/Chief Executive Officers (CEO)? And more importantly, how can we support them to step into these roles? There are two primary reasons why so few of us move into executive leadership positions.
Systemic Racism: Nonprofit staff of color have traditionally faced a challenge of advancing within the sector. They face a variety of barriers due to their race. Stereotypes such as APAs not being seen as leaders have traditionally prevented APAs from being promoted into leadership positions.
Cultural: It is a cultural belief that one of the quickest ways for newer immigrants and refugees to move up economically is to become doctors or lawyers. As a result, APA students are more likely to be pressured by their parents into becoming STEM majors in college rather than going into liberal arts or social sciences. The idea of becoming a social worker, or having a career in nonprofits is often not promoted. As a result, there are already fewer APAs in nonprofits. And many who are in nonprofits end up working in APA-serving organizations rather than mainstream organizations.
In order to support APA, non-profits should consider the following:
Offer funding for professional development, training, and coaching for first time Executive Directors. For all leaders of color, it is exhausting to deal with oppression, systemic racism, inequity, and implicit bias on a daily basis. It affects them emotionally, mentally, and physically. Often times, EDs face these challenges from funders, government agencies, etc. For APA EDs, not only do they have to dismantle the model minority myth but they are often faced with having to prove how issues such as poverty, homelessness, etc. affect their communities just as it does with black and brown communities. Leadership development programs such as LEAP Impact supports APA leaders in looking at leadership challenges through the lens of culture.
Consider restructuring the ED position so that it is more manageable. For example, some nonprofits have adopted a co-ED model, in which there are two Executive Directors who are responsible for different aspects of the position. Another strategy would be to create an Associate Director or Deputy Director position so that there can be shared leadership and shared responsibility at the executive level.
Invest in training and professional development for emerging APA leaders so that nonprofits can build a pipeline and be prepared for succession planning.
While these solutions can assist an organization with recruiting and retaining APA EDs, these practices also serve a long-term purpose. By investing in future APA leaders in the sector, we are also investing in the community by building a group of highly qualified leaders who can move into executive positions in the future.