The organization’s final investment pillars, presented by staff and approved by the Board of Directors, will guide the shape of investments and partnerships in the future.
UWGT commits to track and share racial and gender demographic data of internal and partner organization boards, executive leadership, and staff
A re-examination of the organization’s funding portfolio shows:
- 80% of people served are POC but less than 20% of nonprofits are led by POC.
- Male-led organizations hold 3x the assets of female-led organizations.
UWGT commits to:
- Prioritizing community-owned narratives in storytelling
- Executing on a representation audit (visibility in marketing materials/website, tracking nonprofit partner engagement, and more)
- Improving internal hiring processes.
The adjustment includes:
- Community-defined measures of success (reported by nonprofits)
- Explicit equity, anti-racism questions in end-of-year reporting (not just outcomes)
Re-activation ensures that:
- Displaced community representatives have a role in the decision-making process for funding
- Funding is based on community need, services delivered, and displaced community engagement
This assessment includes:
- Facilitated racial identity caucusing
- Ongoing coaching and support
- Board DEI development
This new fund ensures:
- Multiple rounds of funding to ensure investments are in most relevant and pressing community needs
- Service to POC communities is prioritized based on disproportionate impact data
- POC-led organizations are prioritized
- The public communication of the number of grants awarded as well as the average grant award aggregated by leadership’s race
This represents an evolution of UWGT’s Equity work. The fund intends to:
- Empower and fund local grassroots leaders
- Invest in scalable, systems-aiming anti-racism work
- Increase the operational and service capacities of nonprofit/for-profit sectors to be anti-racist
- Lead as a narrative campaign, not just a fundraising campaign