Beyond Individual Effort: Systemic Barriers Facing BIPOC Leaders in Nonprofit Leadership
In her compelling Nonprofit Quarterly article, “Pushed into Leadership, Hung Out to Dry,” Cyndi Suarez paints a sobering picture of the challenges that BIPOC leaders face in the nonprofit sector. The declining interest among BIPOC professionals in executive roles is not just a matter of personal choice, but a reflection of deeper systemic issues that cannot be resolved by individual effort alone.
Here, I want to explore some of the realities highlighted by Suarez and discuss the limitations of current leadership development approaches, including StrivEquity Consulting LLC’s Equity-Responsive Leadership strategies and our eBook 17 Insights to Lead More Equitably
“It’s a setup” Systemic Pushback Against BIPOC Leadership
Suarez’s writing reveals that BIPOC leaders are often “pushed” into leadership roles not out of opportunity but necessity—to address and rectify the systemic inequities within their organizations. However, once in these positions, these leaders face entrenched systemic racism that neither supportive leadership models nor individual strategies can fully overcome. This includes limited support from boards, the ongoing struggle with institutional racism, which escalates when succeeding white leaders.
The Reality of ‘Glass Cliffs’ (eBook connections, Insights 5 & 9)
The concept of “glass cliffs” — where leaders of color are set up for failure by being placed in perilous leadership positions during crisis times — illustrates the precarious nature of BIPOC leadership in nonprofits. These positions often come with significant visibility but insufficient support, setting a stage for potential failure that reinforces biased narratives against BIPOC competence in leadership roles. That energy of “we tried that with a BIPOC leader, that didn’t work out” which is never applied to other identities in the same way.
ADEI Initiatives: They Are Not Enough (eBook connection, Insight 12)
While Anti-racism, Diversity, Equity, and Inclusion (ADEI) initiatives are essential, they often place undue pressure on BIPOC leaders to enact change while providing them with minimal resources. These initiatives, while needed and well-intentioned, can inadvertently contribute to the professional isolation of BIPOC leaders if not paired with genuine institutional support and real power to implement changes.
The Limits of Equity-Responsive Leadership Models (eBook connection, Insight 17)
@StrivEquity’s leadership approaches aim to guide leaders as they navigate systemic challenges proactively. However, as Suarez’s article suggests, these models will always fall short if the broader systemic issues—like deeply ingrained racism and inadequate succession planning that fails to consider racial equity—are not addressed at the institutional level. The Defined Cycle of Usefulness, where BIPOC leaders are initially exploited for their identity, but then quickly ostracized, is a systemic issue that individual leadership strategies cannot resolve on their own.
Striving Towards Systemic Solutions
Acknowledging the limitations of status quo and Equity-Responsive Leadership approaches is a step toward meaningfully contextualizing the issues Suarez explores. The nonprofit sector needs to move beyond individual leadership development to systemic transformations that dismantle the racist structures limiting BIPOC leadership effectiveness. This includes reevaluating how leadership is recognized and rewarded, ensuring equitable support systems, and fundamentally changing how success is measured in nonprofit environments.
What’s Next
Suarez’s article serves as a crucial reminder of the systemic barriers that shackle the advancement and effectiveness of BIPOC leaders in the nonprofit sector. While leadership development programs like those offered by @StrivEquity provide valuable tools, we are not a panacea. A time-intensive metamorphosis involving systemic change, supported by all stakeholders in the sector, is essential to create a truly equitable environment where BIPOC leaders can show up, be impactful, and grow.
Engage with the StrivEquity community on LinkedIn here