NATIONAL URBAN FELLOWS: 40 Years of Cultivating Culturally Diverse Leaders Presentation for

1. NATIONAL URBAN FELLOWS: 40 Years of Cultivating Culturally Diverse Leaders Presentation for Council of Michigan Foundations and Michigan Nonprofit Association Presenter: Anthony T. Winn, JD MPA Director, Public Service Leadership Diversity Initiative NUF

2. OUR MISSION: National Urban Fellows develops accomplished and courageous professionals of all ethnic and racial backgrounds, particularly people of color and women, to be leaders and change agents in the public and non profit sectors, with a strong commitment to social justice and equity.

3. Our Role : Strengthen the Public Service Sector History of Professional Development: Forty-Two Years of Leadership Development – Master of Public Administration Fellowship Program More than 1300 trained MPA professionals in the field/sector America’s Leaders of Change

4. America's Leaders of Change • AIM: Program enhances and sustains leadership excellence for leaders in the nonprofit, philanthropic and public sectors. • A one year intensive executive leadership program • combines personal and professional development • enriched knowledge of public service leadership • capacity for life-long coaching and networking. 

5. Public Service Leadership Diversity Initiative • National & Regional Network • Three Areas of Focus: • Awareness: Inclusive Leadership Model; Research & Best Practices/Systems; Mentoring/Networking (“Metworking”) • Talent Pipeline: LinkedIn Supported Platform (Project) • Representation: Diversity Counts Report

6. Call to Action: Public Service Leadership Diversity Initiative Strategic Action Plan: • National & Regional Network (nine cities) • Three Areas of Focus: • Awareness: Inclusive Leadership Model; Research & Best Practices/Systems; Mentoring/Networking (“Metworking”) • Talent Pipeline: LinkedIn Supported Platform (Project) • Representation: Diversity Counts Report

7. Public Service Leadership Diversity Initiative Goals and Objectives: • Create and promote a clear case for public service leadership diversity as a strategy for public service excellence. • Identify structural barriers/systems that prevent advancement of people of color and advocate for solutions that promote inclusive leadership practices. • Produce and disseminate research on leadership diversity and excellence • Model operational inclusive leadership practices • Increase representation of people of color in top public service leadership roles to match the population.

8. The Data: Diversity Counts • Summary – “the Snapshot” • Consistency of Leadership trends • Data Pts: Gen Pop = 36% Diversity (People of Color) • Congress (combined) 16% • Senate – 4% • House –18% • Federal Bench (Judges) 10% • Staffers: average 17.5% • http://nuf.org/sites/default/files/Documents/NUF_diversitycounts_V2FINAL.pdf

9. Cultural Competence Systems Thinking Group Facilitation Organizational Development Strategic Planning & Implementation Communication and Planning Acumen Communication Financial Acumen Skills & Competencies - Effective Leaders

10. THEORY OF CHANGE: The most pressing social issues faced by the nation can be more effectively addressed by creating a new paradigm of inclusive leadership. Increasing sustainable civic engagement in the future will require a commitment to making diversity and inclusion a high priority.

11. Advancing Diversity and Inclusion in Public Servicew/NYU Wagner Research Center for Leadership in Action • Diversity as an approach – understands the spectrum of inclusion • Diversity as a resources – leverages diversity to nurture inclusion • Diversity as a responsibility – establishes accountability for inclusion • Diversity as a competence – develops the skills to practice inclusion

12. FOUR KEY FACTORS: Inclusive Leadership Practice Effective leadership -is- inclusive leadership. - Dr. Bethany Godsoe, NYU

13. National Urban FellowsPublic Service Leadership Diversity InitiativeInclusive Leadership Model • Offering Training throughout the sector • Member Network & Other Nonprofits • Foundations & Grantees • Government Agencies • Training Modules: • Introduction to the ILM for Leaders and Organizations • Systems Thinking for Inclusive Leadership and Organizations • Cultural Fluency for Inclusive Leadership and Organizations • Communications for Inclusive Leadership and Organizations

14. 4 Key Components: (NUF-Inclusive Leadership Model) • Philosophyis defined by leadership Style and Key Values including respect, integrity, courage and shared vision. • Skills and Competencies include Cultural Competence, Systems Thinking, Group Facilitation, Organizational Development, Strategic Planning, Communication and Financial Acumen. • Breakthrough Action Leaders develop the capacity to practically apply three key principles: Being Responsible; Being Self-Reflective, and Creating Collective Leadership. • Results-driven leaders continually improve their capacity to make promises and deliver results (declare and deliver). They continually evaluate and improve; are committed to the real inclusion of diverse voices and to achieving a shared vision; and pursue goals while honoring the practice of shared values.

15. Keep Focus on RESULTS • A results orientation allows leaders to focus on their impact rather than their actions. • Impact focused leaders are effective because they care more about their results than their intentions. • We often focus on process, conversation, reasons and complaints. • Warning: All of these can act as replacements to results and derail effective leadership

16. Why Now? AMERICA IS CHANGING • Today, people of color comprise one-third of the United States • By 2042, people of color are expected to become a majority. • The nation’s top leadership does not reflect the growing diversity of the population, leaving gaps of representation that prevent us from fully identifying issues, shaping solutions, and making policies for 21st century America. • This decade, half of all elected officials and non-profit executive directors plan to retire. • Vacancies at this level are estimated to be at one million per year over the next ten years.

17. Legislative Branch Diversity Diversity in Congress, 2011 • Note: • US Senate – 4 of 100 (4% Diversity) • 2 Latino • 2 Asian/Pac. Isl. Diversity in the U.S. House of Representatives, 2011

18. Diversity among City Councils • People of Color in General Population • People of Color on City Council *Note: The figure for Bronx, New York, represents the percentage of the Bronx delegation to the New York city council.

19. Nonprofit Leadership Diversity among Nonprofit Boards of Directors, 2010

20. Nonprofit LeadershipDiversity among Nonprofit Executives, 2010

21. Diversity among CEOs of Philanthropic Organizations, 2010

22. Diversity among ExecutiveStaff of PhilanthropicOrganizations, 2010

23. Diversity among Foundation Boards of Directors, 2010

24. Now What? For more information: www.nuf.org www.publicserviceleaders.org

25. Moving Talk to Action: • What can this audience do? • Pledge Commitment • Join PSLDI Network • Access & Apply Tools • Join Talent Network