This document represents the theory of change framework created by Court Morse, DEI Consultant and founder of Action Path, based on briefings with the Executive Director, the existing theory of change of WVDO, and organizational documents.

What is a theory of change?

A theory of change defines the core strategy that an organization agrees upon for racial equity impact.

How can a Theory of Change impact our Equity Strategy?

If utilized, it should inform the ‘how’ you can deploy resources, work with stakeholders and members, and create real positive impacts for People of Color. It should help prioritize actions for racial equity and ensure DEI is aligned with organizational strategy.

If not utilized, then it merely becomes a document or image that is placed solely as a communication tool to showcase the general philosophy of the work externally. The theory of change should be used, revisited and truly direct your organizational plans, strategies, and resources towards racial equity.

I like to recommend prioritizing one or two of the following core strategies related to power as defined through a tool by Race Forward:

• Dismantling Power: Reducing barriers for People of Color in development work.
• Shifting Power: Transferring organizational or industry power to People of Color.
• Growing Power: Maximizing resources and decision-making power for People of Color.

Theory of Change Description

A theory of change defines the core strategy that an organization agrees upon for racial equity impact. You’ll notice an equity lens, represented by the frame. This is the understanding that the very fabric of our entire American system is built on and has profited from genocide, colonization, the theft of native lands, and the kidnapping and enslavement of African people.

Above this, our values are placed, as they become the tenants that shape our approach and deep care for this work. Our values then show our four core strategies to dismantling oppression, shifting power to People of Color, and growing the power and resources of communities of color. They are: BIPOC internal decision power; Supporting BIPOC leaders by growing their resources; Changing the ecosystem of fundraising to be more inclusive; and Reducing financial barriers for BIPOC to access training and networks. All of this informs the very roots of our work so that all of our programs and outcomes have racial equity as the beginning of their conception.

Finally, our mission which is like the tree that provides the outcomes and resources for the communities The People’s Nonprofit serves to flourish and produce. And our vision, represented as the sun, is the source of our collective hope that no one profits off of oppression and that we are actively working towards this type of world at The People’s Nonprofit Accelerator.

Theory of Change Extended Narrative

Equity Frame: In this graphic, the entire presence of WVDO is surrounded by a frame. This is how we must view everything WVDO does, through a lens of racial equity and understanding of the systems of racism. This lens is our knowledge that the very fabric of our entire American system is built on and has profited from genocide, colonization, the theft of native lands, and the kidnapping and enslavement of African people. This ongoing disparity allows our country to be home to billionaires while making prosperity nearly impossible for communities that have been historically and legally barred from power and resources.

Values: Our values are the foundation of how we approach the work, which is why they are located at the bottom of the graphic. While we hold individual values that also impact the way we organize people, money, and actions, the organizational values serve as the guiding tenets of our intention and outcomes in which we should hold ourselves accountable to.

The Accelerator’s Four Core Strategies for Racial Equity: Within a framework developed by Race Forward, there are three core ways to expand power and racial equity to communities of color. This can be done through dismantling oppressive systems rooted in racism, shifting power to People of Color, and growing power for communities of color.

BIPOC internal decision power: (Shifting Power) In a moment where philanthropy is being called into racial equity work to create lasting systemic change, WVDO is a part of this movement. In order to do this effectively, BIPOC must be centered in decisions that aim to create positive outcomes for communities of color. Who will have the best perspective of knowing the barriers BIPOC face, as well as the resilience strategies to come up with more inclusive programs? BIPOC will be centered in decision making to help us be most impactful in the very systems we seek to transform.

Current Actions:

• A majority of the People’s Nonprofit Board is BIPOC (Black, Indigenous and People of Color) as of September 1, 2020, and recruitment of Black and Indigenous leaders continues
• The People’s Nonprofit staff is majority people of color
• The People’s Nonprofit Executive Director is a queer man of color with a professional history of successfully implementing equitable systems in the industry

Supporting BIPOC leaders by growing their resources: (Growing Power) The People’s Nonprofit is a skill building/professional development organization at its core. This means we are critically positioned to the growing power of BIPOC and other marginalized community members. We will do this by supporting them to be in leadership positions, help them gain access to tools or grow their network of allies in nonprofits to gain the power to change structures and systems in whatever position they choose to pursue. This includes helping them to pursue political office.

Current Actions:

• Hosting of Development BIPOC Affinity group, which meets monthly and offers a regular venue for BIPOC members to seek and offer peer support.
• Intentional prioritization of BIPOC scholarship applicants and BIPOC members engaged in soliciting training and resources as well as internal support for BIPOC decision makers and stakeholders.

Changing the ecosystem of fundraising to be more inclusive: (Dismantling Power) For generations, the nonprofit and philanthropic sector has been led by white dominant culture, perpetuating policy and decision-making driven by a white majority.  Conversely, the people and communities served by the sector are more likely to be BIPOC and/or disproportionately impacted by chronic and systemic inequity. WVDO has an imperative to consider ways that we may be perpetuating this culture of white supremacy, and to actively work as a change agent in the industry to dismantle this culture and work towards racial inclusion. We will use our influence to leverage intervention opportunities to name racism and create education and understanding for racial equity.

Current Actions:

• Founding a Justice Committee that will collaborate on ways to operationalize equity both internally at the People’s Nonprofit and in the sector
• Influence the industry through implementing our theory of change and becoming an example for racial equity efforts
• Our network of members, instructors, experienced fundraisers, and non-profit workers creates fertile ground for fundraising excellence and innovation, as well as our collective liberation. Together we can deepen the impact we have on the communities we serve, be explicit about the needs of communities of color, and by creating long-term change that transforms the landscape of philanthropy to include racial equity.

Reducing financial barriers for BIPOC to access training and networks: (Dismantling Power) We will be intentional about offering greater access for BIPOC to utilize our programs and resources. We know that this is a step towards racial equity since white supremacy culture has created these barriers and contributed towards an inner circle phenomena that influences BIPOC ability to have a greater network of donors.

Current Actions:

• Sliding scale membership structure that makes these incredible resources accessible for everyone doing vital community fundraising in the region
• Provide $50,000-100,000 in scholarships
• Double the number of scholarship recipients from 93 to 200
• Raise $75k in sponsorships. Bring in 10-20 new sponsors at varying levels (above the $75k goal)

Roots of Racial Equity: By placing these 4 core racial equity strategies as the roots of the mission and vision, they will influence all programs and outcomes to be immersed in diversity, equity, and inclusion.

Mission: The mission is like the tree that provides the outcomes and resources for the communities The People’s Nonprofit Accelerator serves to flourish and produce.

Vision: The vision placed in this graphic as the sun is the source of the world the People’s Nonprofit envisions, where no one is profiting from the oppression of others, particularly BIPOC communities. It is the collective source of power that should help us all to collectively and equitably grow.

Recommended Uses for Theory of Change

• Ensure stakeholders and internal decision makers weigh in on accuracy of Theory of Change and make appropriate changes. Implementation requires full participation.
• Make sure staff know how the Theory of Change will guide their work approach and decisions.
• Use as a guiding framework for DEI strategy, outcomes, and investments.
• Use the Theory of Change to document DEI actions and analyze if they are falling under core strategies.
• Expand on the Theory of Change as the need arises to include more core DEI strategies.
• Communicate your Theory of Change to indicate why and how it impacts organizational decisions in an effort of transparency.