Hello! We are Pilar Mendoza and Cristina Whyte of Engage R+D. As evaluators of color who often work in predominantly white spaces, we recognize that BIPOC voices are often absent in philanthropy. We are passionate about transforming the field of evaluation into one that amplifies BIPOC voices within communities and places of work to ensure that BIPOC perspectives and contributions are included in shaping our field.
How can we create an evaluation ecosystem that truly values diverse perspectives and experiences, and dismantles white dominant culture? We can start by listening to those who have been historically marginalized in our field to understand what it will take to support and amplify new and existing voices. With support from The James Irvine Foundation, we hosted a series of listening sessions with evaluators of color based in California who work with philanthropic clients to better understand their experiences working the field and what supports they would value. Our colleagues of color spoke candidly about the challenges they face navigating a field that is predominantly white and that values narrowly defined notions of expertise (e.g., academic, methodological) over lived experience and other ways of knowing. They share how our field has taken little responsibility over its white dominant ways: “The narrative… is that consulting is cutthroat and competitive: You can either do it or you can’t; you either have the skills or you don’t. The narrative hasn’t been, ‘We suck at keeping people of color.’”
In this brief, we invite you to listen to some of the key takeaways we heard from these conversations, including recommendations for how evaluation firms and funders can work together to dismantle oppression in the evaluation field.
- Think about the cultural norms within your organization. When organizations have difficulty retaining staff of color, they often perceive the person of color should change rather than the ecosystem that reinforces inequities. Persistent challenges with retention should signal a need for the organization to self-reflect on its culture and make changes.
- Intentionally resource and prioritize mentorship and professional development. The evaluators of color we spoke with agreed on the need for workplaces to invest in their staff. A need for field-specific skill building is not unique to evaluators of color. A lack of training for entry-level evaluators, however, is a barrier to job satisfaction and retention, especially when compounded by the structural obstacles that many evaluators of color face upon entering the field.
- Support affinity groups and/or communities of practice. In addition to professional development opportunities, many evaluators of color expressed a strong desire to connect with peers to share their experiences and re-imagine the evaluation field. For example, evaluators of color in Minnesota formed their own community of practice, and this effort might serve as a model for others. And, at Engage R+D, we created affinity spaces for our BIPOC and white staff. How might evaluation firms build these supports into their organizations?
- Check out our Listening for Change brief to learn more about this work and what types of support evaluators of color value.
- To learn more about White dominant norms and how they might show up in organizations and in practice see white supremacy culture by Tema Okun.
- To learn more about why this issue is important to philanthropy, check out the Irvine Foundation’s blog post which offers suggestions for how foundations can support evaluators of color.
- To learn more about the experience of people of color working in philanthropy, check out Emerging Practitioners in Philanthropy’s Dissonance & Disconnects report.
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