Is your nonprofit struggling to turn DEI intentions into meaningful action?
Fear, burnout, and performative allyship often hold us back from creating truly equitable organizations. But what if we could move beyond discomfort into sustainable change?
In this episode, Maria sits down with Jonathan Meagher-Zayas, an equity educator and nonprofit consultant, to explore the real reasons why DEI work stalls and how to finally make it stick. They discuss power dynamics, fear of being "canceled," the broken board structure, and how small nonprofits can lead with community and strategy at the center.
Justice Work in Nonprofits: – The Highlights:
- Why traditional nonprofit boards are “a dysfunctional hot mess” (his words 😆)
- How fear paralyzes well-meaning teams and leaders
- The difference between being canceled and being held accountable
- 4 stages of meaningful equity work (Assessment → Acknowledgement → Learning → Action)
- How to center equity across fundraising, governance, and communications
🎧 Listen to more episodes for actionable fundraising tips and insights on nonprofit leadership, nonprofit governance, productivity & tools, and donor engagement strategies that work. We're here to eliminate nonprofit burnout and boost your donations!
About Jonathan Meagher-Zayas:
Jonathan Meagher-Zayas is a global educator, equity strategist, and nonprofit consultant. With 14+ years in fundraising, DEI work, and community organizing, he now empowers nonprofits to assess their internal systems, build more inclusive strategies, and take meaningful action toward equity.
Actionable Tips for Nonprofit Leaders to Advance Equity:
➜ Start with an internal assessment: Before jumping into training or committees, assess your org's culture, systems, and staff perspectives to understand where change is most needed.
➜ Engage your community in the process: Talk to your staff, board, and the people you serve. Let their lived experiences guide your equity goals—not just checklists or trends.
➜ Invest in internal capacity: If you're asking people to lead DEI efforts, pay them, redistribute their workload, and give them authority—not just responsibility.
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