Welcome to NAMC's DSE Event, this is part of an ongoing initiative promoting Social Equity in Monterey County. How many are attending for the first time? Welcome, we would like to begin with introductions and a brief "conocimiento" activity. Please introduce yourself and share something personal about yourself (topic varies, audience have 30 seconds to share) welcome and Bienvenidos.
Dr Navarro will be presently first, data regarding population, poverty and challenges community faces. Then we will talk about implications for non profit boards and organizations.
Introduce Dr Navarro

As Dr Navarro has clearly noted, Monterey County is changing. Since the 90s the demographics in Monterey County have completely switched. In the early 90s nearly 63% of county was White and less than 30% were Latinos. Now over 50% are Latinos, in the mid 2020s 60% will be Latinos. Whites are now 37% and in the mid 2020s will be in the high 20%.

What we plan for the future when we are so busy today will effect us for generations to come.

This is a given but what does it mean? What is "diversity"? How does it add to what we do? We need to ask and have conversations, even if we feel that everyone knows because we all have a different idea about what's should be included by the word.
Is a salad more flavorful if we add fruits and nuts? Why do we assume that diversity is an additive?
benefits, including: ■ Enhanced creativity ■ Better communications ■ Problem solving may be better but take more time ■ programs and services can improve and be more relevant.
Ask yourself question is: Are we willing to live with that discomfort for a time in order to achieve healthy, whole communities—with parity for all?

We need to be clear about words such as diversity, inclusion and cultural competence, and find a consensus working definition of diversity and inclusion that is understandable and acceptable to the group. ■ A “business” case for diversity outlines the ways in which diversity can improve operations and enable us to more effectively meet the needs of those being served ■ we need outcomes stated with measurable language ■ We need EVERYONE to feel safe to contribute their ideas and efforts to this ongoing task
And we need to see this as an ongoing priority not a destination.
This will take time, which has different metrics for each one of us.
How do we manage the discomfort?
Respectful conversations about assumptions and premises of programs and organizations requires listening for the message? What's are our assumptions about the future?
This takes time and energy, while at the same time we having present pressing needs, demands and shortages.

nothing that is different in people of color in terms of their recruitment experiences and motivations for serving on a nonprofit board.

Differences however, once accepted onto the board. In a study conducted by Boardsource Some board members expressed feeling marginalized, and 13% commented that tokenism negatively impacted their board experience.
Such comments raise the question of whether and how boards are moving beyond applying a quota system.

the leading motivation for serving on a nonprofit board is passion for the mission, with almost 96% rating it important or very important.

this is consistent from the Nonprofit Governance Index of 2007, where 80% listed fit of the mission with personal interests as their top consideration when joining the board.
How can we guard against feelings of marginalization when people are used to it.
Symbols, mentoring, sharing of power, reaching out, training for all of us.

the three most important things a nonprofit board can do to be more inclusive?”

78% of respondents agreed that incorporating diversity into the organization’s core values was effective
33% referenced policies and other means of formalizing the organization’s intentions to become more diverse. These are responses are typical:
• Put the organization’s diversity goals in writing. A written out formalizes the goal and accountable.
• Adopt diversity practice in Board code of conduct.

• Develop a diversity committee. Resource it sufficiently and seek out external help if necessary
Monitor progress.
Be responsible individually and collectively, it is the job of all.
Be sensitive to level of participation or lack of it.
Highlight accomplishments even if incremental.

80% of Board members across the country are White
52% are male
57 is average age. How does that compare to population in communities?

DISCUSSION ideas 1. How do we define diversity? 2. Why is diversity important to us? 3. Have we had an open discussion about changing demographics in our community and how it affects our services, programs, and mission? 4. How might diversity and inclusion increase our ability to serve our mission? 5. What are the potential points of contention or resistance related to diversity? 6. Can our practices, traditions, or culture be perceived as biased or unwelcoming? 7. What, if anything, will we have to change in order to become more diverse and inclusive? 8. Is our chief executive committed to inclusiveness? If so, how has this been demonstrated? 9. Is the board committed to inclusiveness? If so, how has this been demonstrated? 10. As a board, what is our culture? 11. Are we welcoming to people with diverse backgrounds?
12. What are the elephants in the room?

Use this chart to highlight difference from population and poverty data presented previously.
How does this compare with your Board?
Ask about fill in exercise handed out.
There is nothing in this to say that non diverse Boards and organizations cannot be responsive, relevant and effective but most funding and most organizations espouse virtues of inclusion and diversity. Why?

Source document is States of Change The Demographic Evolution of the American Electorate, 1974–2060 Ruy Teixeira, William H. Frey, and Robert Griffin February 2015
Source data Census, American Survey and authors' projections
Voting public similar to employed public that may be most likely candidates for volunteers and Boards.
As Dr Navarro presented data is fluid but changing.
Highlight percentage change, comment on age demographics presented earlier.
As population changes, needs, values, priorities also morph into something of a blend.
There is a continuum of acculturation, and it has an effect on both sides of the table.
There are wide variations of groupings in Monterey County. There is also a blending of cultures.

This slide is from our own Impact Survey, there are many similarities. Remind audience of population data. Introduce public health population demographics.
Diversity on Boards 50+% have Latinos on their Boards but this reflects that they are a very same number compared to population in general. Reminder of population data.
Can a small number be representative of the diversity of the ethnic/racial group?

An orchestra is similar to Boards, led by male, composed of a mixture. Can you identify the Latinos, Asian, African Americans here. Can play Lovely music, lovely melody but does it sound the same and have the same attraction to diverse audience.

How does the orchestra incorporate different instruments, difference rhythms, different flavors, different traditions?