The killing of George Floyd ignited an immediate resurgence of the Black Lives Matter movement, worldwide protests, and grassroots activism and donations. According to the New York Times, $90 million was donated to bail funds alone. Within philanthropy, the events of this summer added jet fuel to the urgent prioritization of diversity equity and inclusion (DEI). In this first-ever Fluxx Community Insights blog, we will share how our clients are prioritizing DEI within their organization, and with their grantees.
Philanthropy (like any industry) can get swept up in movements and trends. Some trends are buzzy but quickly flow through our cultural rivers, leaving little trace of their impact or original intent. But we’re here to talk about a growing movement that we hope wholeheartedly is here to stay. It’s the practice of bringing diversity, equity, and inclusion practices and trainings into the office, and ingraining them into the work culture. It’s a practice we see our clients (both foundations and nonprofits) doing more each year and something we see far less often in the tech industry. This needs to change.
It’s no secret that the tech industry has a diversity issue. As CNET’s Erin Carson reports, “the number of women and minorities at technology firms has changed little. Sometimes the numbers stay flat: From 2016 to 2017 Apple stayed at 32 percent women. Sometimes they fall backward: In 2016, Microsoft lost a percentage point.”