Racism is an occupational hazard in the third sector

A room of people can be divided in two ways; those who are surprised by how frequently people witness or experience racism online and those who are not. Black people and other global majority-community leaders receive an onslaught of attacks, both covert and overt on a weekly if not daily basis.

We have heard so many stories of online and in person intimidation, threats, and in some cases physical violence, that we forget it is not something white counterparts have to put up with. The many challenges of running a charity or social enterprise (CSE) are unilateral, however, how does the additional burden of psychological harassment get acknowledged by funders?

Somehow the act of advertising a programme to under-served communities, such as an Instagram ad, invites bigotry and vitriol all focused around the colour of someone’s skin. A woman in north England has been a target of this type of violence, so much so that in addition to threats and fake patronage, she had a harasser throw liquid in her face. 

Black leaders experience the same challenges as others, but magnified by the pervasive presence of racism. Whether it's encountering subtle biases in networking opportunities or facing outright discrimination in accessing resources, the journey is fraught with unnecessary hurdles. 

For those who are working in any capacity with the intention and care to breakdown these oppressive and inhumane prejudices, we suggest that you ask the organisations that you work with how they need support to deal with racism as an occupational hazard, because the work that is being funded is putting them directly inline of these types of abuses.

At Do it Now Now, we provide our staff talk therapy services as well as mental health and wellbeing benefits. We also offer the space to share and be heard when they have experienced subtle or conspicuous prejudice and we consider the vulnerability of our staff when considering the risks and mitigations of our projects.

It also means that we avoid spending money on social advertising which means we are limited in our ability to recruit. The decision comes from repeat negative experience and the hardened awareness that any time we make public displays of support, there is threat of violence.

The burden of representation weighs heavily on Black leaders. They often find themselves not only championing their cause but also serving as ambassadors for their community. This dual role comes with immense pressure, as they strive to break stereotypes while simultaneously combating systemic injustices and building their organisation in an economy experiencing a recession. The weight of this responsibility can take a toll on mental health and well-being, further complicating an already challenging journey.

Furthermore, the lack of diversity within the social entrepreneurship ecosystem exacerbates the challenges faced by Black leaders. The under-representation of Black voices in decision-making spaces perpetuates a cycle of exclusion and marginalisation, making it harder for Black-led initiatives to thrive. Without adequate representation, the unique needs and perspectives of Black communities may be overlooked, hindering the effectiveness and inclusivity of charitable efforts.

Defending oneself and one’s team from psychological and physical violence is a drain on energy and fiscal resources. The cost of supporting staff and finding alternate recruitment routes, is not something that restrictive funding covers. 

This is not only a call to funders to provide more core cost and unrestricted funding, but also to feel brave enough to ask the organisations they are working with how they are having to navigate unsafe environments and what support they need to find equity in the world of charitable services.