Topic: Equity and inclusion

Impact Next: An interview with New Profit’s Tulaine Montgomery

Posted on by Brianna Provenzano

At a moment of inequality and division, who is advancing the vanguard of economic and social progress to bolster under-served communities? Whose work is fostering the inclusive growth that ensures every individual thrives? Who will set the ambitious standards that mobilize whole industries, challenging their peers to reach new altitudes of social impact? 

In 2025, Impact Next — an editorial flagship series from NationSwell — will spotlight the standard-bearing corporate social responsibility and impact leaders, entrepreneurs, experts, and philanthropists whose catalytic work has the potential to shape the landscape of progress amid urgent need for social and economic action.

For this installment, NationSwell interviewed Tulaine Montgomery, CEO of New Profit and and host of the Say More podcast.

Greg Behrman, Founder and CEO, NationSwell: What brought you to this moment? What has your leadership journey been like?

Tulaine Montgomery, CEO, New Profit: I can’t say there was ever a premeditated plan guiding me; I’m a creative at heart, so a linear plan has never really been my approach. What truly got me here is my family background. My parents and extended family were students of history and futurists, even if they didn’t use those terms. My dad was an ethnomusicologist and longtime Dartmouth professor, and throughout his life has basically willed himself into experiences and expertise — he doesn’t ever entertain that he’s not enough to do what he desires to do. He immersed himself in the study of the African diaspora, mastering percussion and exploring cultural connections in places like Mali, Haiti, Ghana, Cuba, Brazil, Kenya, and Japan. He was even named a master drummer in Ghana in his early twenties. Growing up, I absorbed these rhythms and lessons.

My mother is equally expansive in her worldview. For decades, she has convened Black leaders and educators from around the world, fostering a community focused on understanding our present, envisioning our future, and thriving together. This annual tradition has lasted over thirty years.

My parents have always dreamed of a better world and taught me what we can look back on in history to see what we can borrow from and what to avoid.

Behrman, NationSwell: What are the attributes, philosophies, or practices that help you to be an effective leader in this space?

Montgomery, New Profit: It took me a while as a human, as a professional, and ultimately as a social entrepreneur and leader to really own my multitudes. For years, I believed my interests in business strategy, playwriting, and music history couldn’t coexist, and I would compartmentalize myself depending on the environment. I would go into certain spaces and think, okay, only these parts of me actually make sense here. I didn’t come to that idea by myself — we’re entrenched in tons of systems that encourage such a perspective — but I certainly held it within me, and that’s where it actually matters most.

Today, my leadership is informed by a radical acceptance of all the pieces of myself, and I strive to create environments where others can do the same. I want everyone I work with and support to experience the power of embracing their whole selves, because effective systems change requires us to bring all our strengths to the table.

Another core aspect of my leadership is empathy and curiosity. I try to approach situations and people with openness rather than judgment. For example, when I feel resistance or misunderstanding, I ask people to “say more,” which helps me move from judgment to curiosity. This practice has allowed me to connect more deeply, resolve misunderstandings, and even turn skeptics into supporters. Curiosity isn’t just altruistic, it’s pragmatic — it helps me understand others and navigate complex challenges.

Behrman, NationSwell: Is there anything about the impact strategies, initiatives, or partnership models you’re championing right now that feels particularly unique or differentiated in the field? 

Montgomery, New Profit: There’s growing discussion around systems change, and at New Profit, we see what we refer to as “the MIC” — multiracial intergenerational, cross-sector coalitions for change — as a key engine of that work. Here in the U.S., it sometimes feels like we’re less poised for the MIC than ever because there’s so much division and fragmentation, but at New Profit we’ve been really excited to support and partner with entrepreneurs who understand the power and timeliness of this coalition and who are, in a local way, doing powerful work to advance it. That’s why New Profit supports entrepreneurs through a focus on three pillars: capital, capacity, and community. We provide unrestricted funding, capacity-building support (often in collaboration with organizations like Deloitte), and foster a sense of community among social impact leaders. We believe working as peers, rather than maintaining traditional power dynamics, is crucial for real change.

We also partner with groups like Shared America to highlight and grow examples of unity, collaboration, and local leadership across the country. Despite the noise and division in media and politics, there is abundant innovation and collective power already at work in communities. By shifting our focus to these solutions and investing in proximate leaders, we can drive meaningful progress. True systems change requires courage, collaboration, and a willingness to imagine — and build — a better future together.

Behrman, NationSwell: Of your peers in the social impact space, who are a few whose leadership inspires you, and whom you hold in high esteem?

Montgomery, New Profit: Cheryl Dorsey, president of Echoing Green, is someone who really owns her multitudes — she’s a medical doctor by training, a social entrepreneur, organizer, artist, a lover of Beyoncé. Her ability to bring her whole self to her work is a powerful antidote to the fragmentation many leaders face.

Angela Glover Blackwell, founder of PolicyLink, similarly integrates joy, intellectual rigor, and compassion in her leadership. She frames joy as part of resistance, a quality she’s embodied throughout her career, and understands that lasting change requires addressing policy, capital, and narrative — the power of stories to shape solutions.

Marc Freedman, founder of CoGenerate, has illuminated the importance of intergenerational collaboration in today’s diverse society. His work highlights how connecting across generations fosters both personal and societal growth.

And finally, Dr. Richard Davidson, a renowned neuroscientist, has advanced the science of empathy and well-being. He translates research into practical tools for cultivating well-being, making neuroscience accessible for social change. Like the others, he combines rigor with deep kindness — a quality I deeply admire.

Behrman, NationSwell: Could you recommend any insightful resources – maybe a book, report, podcast, or article — that has significantly influenced your thinking or inspired your leadership?

Montgomery, New Profit: I’m a student of bell hooks, who teaches that love is about action, accountability, listening, and change — not about accepting mistreatment. I appreciate how she, as a scholar and public intellectual, frames love’s role in social impact, emphasizing its importance in leadership. I often write love letters to the broader community to celebrate this.

Another resource I’d recommend is “Defectors” by Paola Ramos, a journalist whose book explores how Latino engagement with the far right challenges ideas of unity versus uniformity in America. She courageously immerses herself in these communities to understand and share their perspectives beyond stereotypes.

I’d also mention my podcast, Say More with Tulaine Montgomery, which highlights the abundant community of people committed to love and collective power in social change. It reminds us there are far more of us than the dominant narratives would suggest who are fostering dialogue and hope.

Five Minutes with Alix Guerrier, CEO of DonorsChoose

Posted on by Brianna Provenzano

For this installment of 5 Minutes With, NationSwell sat down with Alix Guerrier, CEO of DonorsChoose — a nonprofit donation platform that helps connect teachers with the resources and materials they need to create the inspiring classrooms and projects that ensure a great education.

Ahead of Teacher Appreciation Week (May 5 – 9, 2025), we asked Guerrier about how DonorsChoose is helping to address racial and socioeconomic inequities in school funding; the impact milestones he’s most excited about; and how the platform is helping to support teachers who come from HBCUs. 

Here’s what he had to say:

NationSwell: Tell us about your personal connection to education — is there anything about your background that gives you a unique perspective or emotional connection to this space?

Alix Guerrier, CEO of DonorsChoose: I became a math teacher after I did investment banking, and I found teaching to be by far the more challenging profession! It remains the toughest job I’ve had. But the thing that I loved most about teaching was witnessing students as they understood new concepts. I would feel so fortunate to be able to observe kids as they were starting to do things that, before, they were not able to do. It’s an incredible privilege to be part of a kid’s journey as they learn and develop new skills.

NationSwell: Where are the existing gaps in school funding models, and how is DonorsChoose helping to close those gaps?

Guerrier, DonorsChoose: Public schools aren’t created equal. Schools that serve mostly students of color receive $23 billion less in state and local funding each school year – a funding gap of $2,266 per student. This inequity is reflected in teacher out-of-pocket spending. Teachers working at schools in lower income communities and with more students of color reach into their own wallet more to buy classroom materials. Our DonorsChoose platform gives members of the public a transparent, accountable way to bridge that inequity.

Every time a teacher submits a project to DonorsChoose, we receive a collection of data points on that classroom: number of students, subject area, items requested, teacher demographics, and more. We integrate this national data into our platform to help donors and institutional partners target their support where it will make the biggest impact. By highlighting schools that have been historically underfunded due to racial and economic inequity, we’ve made it easy for anyone to help us move the needle towards equity — whether they have $5 or $5 million to give.

NationSwell: Are there any anecdotes or moments that stand out to you in terms of the tangible impact you’ve seen DonorsChoose create for teachers?

Guerrier, DonorsChoose: What immediately comes to mind is the preschool classroom of Dominique Foster at Friendship Blow Pierce in Washington, DC, where the majority of students are Black or Latino and qualify for free or reduced-price lunch. You won’t find a better equipped or more engaging preschool classroom, and that’s because of Dominique. In December 2024, she used DonorsChoose to fund costumes for her students to dress up as veterinarians, doctors and dentists, skeleton models, weighted stuffed animals to serve as the patients, toothbrushes, and Band-aids – among so many other resources. 

Since posting her first DonorsChoose project in 2019, Dominique has raised $120,000 for her classroom through our platform. Along the way, her colleagues, too, have discovered DonorsChoose. More than 300 projects, posted by 78 teachers, have been funded at Friendship-Blow Pierce – totaling more than $300,000 in resources. Through DonorsChoose, educators like those at Friendship-Blow Pierce are accessing materials that their students uniquely need for an enriching education.

NationSwell: What has your experience at DonorsChoose taught you about the role technology has to play in the education system — what is the potential that you’re seeing?

Guerrier, DonorsChoose: DonorsChoose has always embraced technology as a fuel for social good. In fact, crowdfunding wasn’t even a word when we launched 25 years ago. Teachers have similarly embraced tech advancements, and their resource requests over the years on DonorsChoose show that progress within education.

Right now, there are a lot of conversations about the potential benefits and harms of artificial intelligence (AI) for both education and technology overall. Wherever you stand, it’s clear that AI is a remarkably powerful tool that isn’t going away — teachers and students are already engaging with it on a daily basis. We need to listen to the educators on the frontlines of this progress and make sure they’re a part of our national conversation about AI so that we can create a just and equitable future for our children.

NationSwell: Are there any new initiatives in the works that you’re particularly excited about and would like to lift up?

Guerrier, DonorsChoose: DonorsChoose is gearing up for Teacher Appreciation Week (May 5-9, 2025), and we’re planning even more support for public school teachers across the U.S. Teachers should stay tuned that week for more opportunities to get funding for their classrooms.

A new initiative this school year that I’m very proud of is Quad to Classroom. Studies show that the graduation rate among Black students increases by 33% if they have at least one Black teacher between third and fifth grade. In 2021, DonorsChoose conducted the largest survey of male teachers of color, and the survey shows that Black male graduates of Historically Black Colleges and Universities (HBCUs) spend the most time engaging with students. The DonorsChoose Quad to Classroom program is inspired by these findings. The program helps to boost the pipeline of teachers who come from HBCUs and to provide them with funding on DonorsChoose.

NationSwell: Finally, what are some of the challenges you’re currently facing, and how can NationSwell’s community of changemakers help you with those challenges?

Guerrier, DonorsChoose: According to our annual DonorsChoose survey of our teacher community, teachers spend between $600 and $700 out of pocket on classroom supplies in a school year. We know that it’s often much higher than that. In fact, teachers on DonorsChoose told us that if it weren’t for our website, they’d be spending more than double out of pocket on classroom supplies. 

At the same time, teachers’ salaries have decreased as much as 15% between 2000 and 2017 and are decreasing much faster than those of comparable workers, yet they’re still reaching into their own pockets to get what their students need to learn. 

Anyone, from an individual to a corporation, can go to DonorsChoose to help a teacher avoid reaching into their own pockets again. DonorsChoose will not stop until every single student and teacher has the resources they need to thrive, and we’re doing everything we can to ensure that and to rally others to join us in empowering educators.

What’s Happening in DEI

What’s Happening in DEI

Are you a leader navigating DEI backlash and looking for clarity you can act on? This resource distills the political, cultural, and economic forces shaping corporate DEI, and unpacks how companies are responding to mounting threats. In this report, you’ll find actionable archetypes and strategic considerations to inform your organization’s path forward.

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Q1 2025 Social Impact Trends

Q1 2025 Social Impact Trends

Q1 2025 marked one of the most turbulent periods for the social impact sector since the COVID-19 pandemic. What emerged was a mix of reactive, proactive, and strategic responses: creating shared value, evolving DEI approaches, strengthening supports and deepening engagement, and advancing collective action.

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Closing the technology gap: Why it’s a critical time to train more women

Posted on Senta Čermáková, CEO Czechitas, and Monoswita Saha, Director, Social Impact, Kyndryl Foundation

Projections of the future dominate the global technology conversation, with business leaders, politicians, and pundits fueling headlines about how a new era of innovation will transform our world. What’s missing from this discourse, however, is a focus on how we will ensure we have a sufficient pool of professionals with required skills in the industry behind this transformation.

The workforce responsible for forging our digital future should not exclude broad swaths of the population. Yet women continue to be significantly underrepresented in fast-growing technology fields that urgently need more talent.

Consider artificial intelligence (AI). New AI technologies are playing a growing role in enterprises around the world and in our daily lives. Yet there’s concern that half of all needed AI positions may not be filled as this technology rapidly evolves. Training more women, who only comprise one quarter of the current AI workforce, could close this gap.

This imbalance — and acute need for more experts — also extends to cybersecurity, where women represent about 20% of the field. The cybersecurity workforce is growing, but not fast enough: it still needs to increase by nearly 75% to address skill shortages. This estimate comes as cyber threats are becoming more frequent and complex, meaning more cybersecurity professionals with critical skills will be needed to navigate the tremendous challenges ahead.

A sudden reversal in these trends is unlikely. Technology-related roles are the fastest- growing jobs, according to the World Economic Forum’s Future of Jobs report, and the most in-demand skills include those in AI, cybersecurity, and technological literacy. At the same time, skill gaps are perceived as a primary obstacle to business transformation, a key finding also highlighted in the Kyndryl Readiness Report, a global survey of 3,200 business and technology leaders exploring how ready businesses are for the future.

We’ve reached a critical moment to close these gaps. But just as technological advancement depends on the efforts of many, no single organization can do so alone.

Clearing the first hurdle

Czechitas, a non-profit organization committed to enabling women to thrive in technology careers, has a 10-year track record of training women with advanced digital skills in numerous IT domains. Founded by three young women in IT, Czechitas has since trained 76,000 women in areas like data analytics and UX design. The organization continues to advance its mission of removing the financial and other barriers that make it difficult for more women to embark on IT careers by providing full scholarships that make learning accessible to all.

With a grant from the Kyndryl Foundation and support from other partners, Czechitas is expanding its education offerings to meet the rising market demand for skills in cybersecurity, AI, and digital transformation. Our organizations have experienced firsthand how cross-sector partnerships can help more women join, advance, and succeed in fields like cybersecurity and AI, where they’ve been traditionally underrepresented.

We also believe that teams with a breadth of experience and perspectives can be a business strength. The ability to problem-solve from multiple angles can drive innovation and help solve emerging challenges — addressing bias in AI models, for instance, or identifying a broader range of cyber vulnerabilities as attacks become more sophisticated.

The greatest impediment to more women pursuing careers in technology, however, is often getting them to walk through the classroom door. Women are less likely to enroll in AI training courses, for example, and they’re even less likely to use AI tools like ChatGPT.

In the Czech Republic, women represent about 9% of IT specialists — one of the lowest rates in the European Union. We find that women struggle to imagine themselves pursuing technology careers due to persistent stereotypes and perceived barriers to professional advancement, like the “motherhood penalty.” Falling behind in skills development in any field can be difficult; that’s doubly true in technology, where change is so constant that a few years away can mean starting over.

These stereotypes fade as women connect with other intelligent, ambitious peers and mentors, and as they recognize the economic benefits of honing competitive skills or the work-life balance that a career in IT can offer. But encouraging that first step toward technology depends on representation. When you’re a minority in any field, it’s only human to ask, is this space really for me? We want the response to be a resounding “yes.”

Building inclusive programs

To build inclusive training programs, lead with empathy. Organizations can encourage more women to begin and succeed in training by creating peer-to-peer learning communities where women are mentors and leaders. Flexible course options that welcome women from all walks of life and provide scholarship support can also help students overcome pervasive financial and social barriers.

Because everyone brings their own experience and learning style to the classroom, Czechitas designs courses that include both in-person training and self-study opportunities, enabling each student to find the right balance. The curriculum is constantly updated to reflect the rapid pace of technological development with a focus on practical knowledge. Partnerships with technology companies can enhance this hands-on experience: students can learn from senior experts in the field and companies can benefit from new hiring pipelines.

For markers of success beyond important metrics like program completion and career progression, look for signs of infectious passion. At Czechitas, many teachers and mentors work on a volunteer basis. You know you’re on the right track when alums return to volunteer because training changed their lives. Or when cohorts of students stay connected years after training ends, supporting each other as their careers advance.

We’re excited to see the contributions students like these will continue to make in technology and the role they’ll play in encouraging more women to join their ranks. But we also recognize that bridging these divides — whether related to gender, skills, or opportunity — requires a global effort. We encourage organizations to join us in our efforts to shape a better future.

The views and opinions expressed in this article are those of the authors and do not necessarily reflect the views and opinions of NationSwell.

Five Minutes with Kiana Jackson, Director of Data and Research, New Disabled South

Posted on by Brianna Provenzano

For this installment of 5 Minutes With, NationSwell sat down with Kiana Jackson, Director of Data and Research at New Disabled South, to discuss the launch of the new think tank, Black Disability Institute. Housed under New Disabled South’s Research and Data team, the Black Disability Institute aims to initiate original research and bolster existing advocacy efforts examining issues uniquely affecting Black people with disabilities.

Here’s what she had to say:

NationSwell: Tell us a little bit about your journey in advocacy work and research — what is your personal connection to the Black disabled community? What inspires or motivates you — personally and professionally — to do this work?

Kiana Jackson, Director of Data and Research at New Disabled South: My journey in advocacy started with community organizing in rural Georgia, where I saw firsthand the health disparities and systemic inequities Black communities face. Over time, I became more involved in research, trying to uncover why these inequities persist and how we can tackle them at the roots. My personal connection to this work comes from my own experience as a Black disabled woman from the rural South, where I ran into everything from limited accessibility in schools to scarce resources for complex disabilities. Seeing how these barriers affect not just me but so many in my community drives me to keep going. What truly keeps me motivated is the incredible resilience I see among Black disabled people. Even when the deck is stacked against us, our community finds ways to create joy, support, and innovation. I want to help shift the conversation around disability away from merely “fixing” people or adding accommodations onto flawed systems, and instead push for broader, structural changes that allow us to thrive.

NationSwell: What is unique about the experiences of Black disabled folks living in the American South? Why is research so critically needed at this time?

Jackson: Black disabled people in the South occupy a very particular space, facing racial discrimination, ableism, and the unique challenges that come with living in a region that is often under-resourced. Legacy issues—like entrenched racism in institutions, lack of healthcare infrastructure, and inaccessible public spaces—combine to create more hurdles than what you might see elsewhere in the country. At the same time, the South has a legacy of resilience and activism that runs deep, with strong community networks supporting one another. Despite that legacy, Black disabled Southerners are often overlooked in national policy and research, which makes it harder to bring about meaningful policy reforms. If we don’t have accurate data and storytelling that center these experiences, we can’t demand the changes needed in healthcare, housing, or education. Focused research is crucial right now because it pushes back against harmful narratives and ensures our communities’ realities become part of the broader conversation on disability justice and equity.

NationSwell: What are New Disabled South’s existing advocacy efforts like for the Black community, and where are you most excited about expanding that advocacy work?

Jackson: We’re committed to intersectional disability justice, and that means ensuring Black disabled voices directly shape our policy and research agenda. Through our Black Disability Institute (BDI), we will conduct original research and connect with Black communities, making sure people’s lived experiences inform our work. For example, in our broader research initiatives, we’re investigating racial disparities in Home and Community-Based Services (HCBS) waitlists—vital supports that Black disabled Georgians often wait years to receive, even though the state has the means to address the backlog. We’re also examining how policing intersects with disability and race in the South. Our data shows Black disabled voters frequently report discrimination in encounters with law enforcement. By pinpointing where these problems occur, we can push for better training, alternative crisis response teams, and more accountability. Looking to the future, I’m eager to see the Black Disability Institute grow and take on more community-centered research in healthcare, criminal justice, and the economy. Our broader vision is a South where Black disabled folks have the resources and autonomy we deserve—and where our lived experiences are front and center in every advocacy effort. We view research as both a tool and a call to action. The data we collect does more than reveal problems; it drives our advocacy strategies and helps us collaborate effectively with state officials, healthcare providers, and fellow advocates. Through all of this, our guiding principle remains clear: The fight for disability justice in the South must uplift Black experiences, voices, and leadership every step of the way.

NationSwell: What are the Institute’s primary goals, and what is its theory of change?

Jackson: Black Disability Institute (BDI) operates as a think tank under New Disabled South’s Research Department, aiming to reshape how we talk about Black disability and ensure that research benefits the community. We focus on bridging gaps between researchers and Black disabled communities, building trust where it’s often been broken, and spotlighting lived experiences through studies and community outreach. Ultimately, we want more funding and attention directed to the challenges that keep Black disabled people—especially in the South—from having economic independence and quality care. Our theory of change is that real progress comes when rigorous research, grassroots engagement, and institutional partnerships come together. By keeping Black disabled voices at the heart of what we do, we can confront the systems that leave us out and create lasting policy change. In our first three years, we’re zeroing in on Poverty & Care, working with healthcare leaders, policymakers, and local organizers to give Black disabled Southerners a comprehensive network of support—from accessible housing to decent-paying jobs. Our hope is that by driving both research and advocacy, BDI can help build a future where Black disabled people are fully recognized, respected, and resourced.

NationSwell: Finally, what are some of the challenges you’re currently facing, and how can NationSwell’s community of changemakers help you with those challenges?

Jackson: One of our biggest hurdles is the lack of detailed data and targeted funding for Black disabled communities in the South. Too often, policy and research discussions don’t address—or even acknowledge—the multiple layers of racism and ableism we encounter. Changing this requires significant effort and resources. Another challenge lies in shifting the broader narrative: disability is still widely seen through the lens of “accommodation” rather than justice, and Black disabled people can get lost in both racial justice and disability advocacy spaces. NationSwell’s community can help by sharing resources, forging strategic partnerships, and amplifying our research so the experiences of Black disabled Southerners reach decision-makers. We also welcome support in reshaping the narrative—through storytelling, media, and campaigns that show the realities and resilience of Black disabled people. By joining forces, we can push for systemic changes that move us past “inclusion” and toward genuine equity and justice.

A Thriving Economy for All: Equitable Career Pathways

Posted on by Brianna Provenzano

In an era of rapid economic change and growing inequality, creating equitable career pathways has become a critical challenge for policymakers, educators, and business leaders alike. As we strive to build a thriving economy that benefits all members of society, innovative approaches to workforce development and career advancement are essential.

On February 18, NationSwell hosted a Leader Roundtable dedicated to unpacking the cutting-edge strategies and most effective initiatives, programs, and models for fostering equitable career pathways.

Some of the takeaways from that conversation appear below:

Insights:

Encourage skills-based hiring and employer investment in long-term workforce development. Skills-based hiring is on the rise, but still needs socialization and support. Continue to emphasize that traditional degree requirements often exclude qualified candidates, and that employers should reassess job descriptions to focus on competencies rather than credentials. Beyond immediate hiring needs, businesses should invest in reskilling and career advancement opportunities. Offering continuous education, apprenticeships, and mentorship programs helps employees grow within the company, reducing turnover and increasing economic mobility. 

Prioritize social supports to remove workforce barriers. Workforce development programs must go beyond skills training and job placement by addressing systemic barriers that prevent individuals from succeeding in the workplace. Providing wraparound services such as childcare, transportation assistance, and financial aid ensures individuals can fully participate in training programs and employment. These supports are often the difference between career success and workforce disengagement.

Leverage storytelling to drive awareness and action. Storytelling has the power to change hearts and minds at scale. Strategic storytelling outlets, such as films, that reach beyond typical workforce bubbles can help socialize and promote specific narratives about hiring practices. Employers and workforce advocates should use storytelling to highlight real-world challenges and opportunities.

Align workforce initiatives with business strategy. Successful corporate social impact programs are integrated into business strategy and continually aim to demonstrate return on investment. Leaders should aim to align their workforce development initiatives with core competencies, such as training talent in fields relevant to their industry, to create shared value and sustainable employment pipelines. Additionally, corporate foundations and philanthropic investments can be positioned as catalysts – providing seed funding to test and scale innovative models that demonstrate measurable outcomes. By leveraging data, organizations can make a compelling business case for continued corporate investment, turning short-term funding into long-term strategic commitments. 

Act as brokers of connection to create strong networks of support. Employers, nonprofits, and funders should focus on facilitating partnerships to ensure job seekers have access to the resources they need. Rather than duplicating existing efforts, organizations can focus on coordinating services, sharing best practices, and building collaborative models. A well-connected ecosystem enhances career mobility, supports talent development, and ensures long-term success for both workers and employers.

Adapt messaging to shifting political and social landscapes. As Diversity, Equity, and Inclusion (DEI) language faces political pushback, organizations should remain committed to their mission while adapting their messaging. Framing workforce initiatives around economic mobility, opportunity, and business success can help sustain momentum while addressing stakeholder concerns.

DEI at a Crossroads: Protecting Progress in a New Political Reality

Posted on by Brianna Provenzano

Among the new administration’s first actions were a handful of executive orders intended to “terminate DEI” in the federal government and the private sector. While those executive orders don’t change existing federal law, they send a strong signal about the near-term political context for DEI programs. Organizations are reassessing their approaches in real time, with some publicly announcing rollbacks and others defending their efforts. The environment is marked by uncertainty and concern.

During a NationSwell virtual Leader Roundtable on February 5, leaders gathered to take stock of all the challenges and opportunities this new reality presents, and to discuss the strategies they’re implementing to protect and evolve their initiatives in a shifting landscape.

Here are some of the key takeaways from the event:

Avoid knee jerk reactions or uninterrogated changes; our current moment demands a clear-eyed approach. This moment of political chaos may be best met with a moment of pause — an opportunity to be thoughtful about the non-reactionary, tactical approaches we can take to safeguard our DEI work and even some of the ways DEI can be more intentionally incorporated into talent and culture conversations moving forward. Although the political swirl and media noise can make it tempting to make fast changes, there is long term value in staying steady in this moment.

Internal assuredness and transparency will have external ripples. Even as many leaders feel reluctant to make public-facing statements about DEI, having open internal conversations about why a diverse and engaged workforce is good for business can have a positive internal effect on team members that ends up alchemizing into an external signal about the direction you’re rowing in.

Explore new dimensions of DEI to create opportunities for shared value alignment. Linking DEI to employee wellness initiatives, for example, can help to ensure that your efforts are being felt by employees outside of ERGs or other traditional forums. Showing that you can create value across multiple areas of the business ultimately serves to make the case for the work and can have the effect of making it more durable in the long run.

We have an urgent challenge around devising language that is simultaneously precise, non-provocative, and inclusive. Nailing the language of DEI in a way that works to further our goals in a non-politicized way without diluting the work at all will be a huge component of the challenge we face in the coming months and years. How do we speak about the work that we do in ways that mitigates risk without signaling a retreat from our values?

Have the tough, honest conversations with partners and grantees wherever possible. The realities of the current political landscape will require honest, transparent , and difficult conversations with partners that work in spaces that have been heavily politicized and impacted by government funding cuts. As always, bringing your presence and humanity into tough conversations about how to avoid lightning rods for politically-motivated actors will be the best way to navigate through them. Creating intentional spaces for radical empathy and candid conversations with partners will help them to feel heard and respected, and will also help to most efficiently surface their needs for your support during moments of turmoil and hardship.

Place-based Impact Funders Guide

Place-based Impact Funders Guide

Place-Based Impact in Practice is an interactive guide designed to help funders and changemakers better understand, assess, and implement place-based strategies that create long-term community impact. Through practical frameworks, real-world case studies, interactive assessments, and a national action map, the platform explores how community-centered investment can help address challenges ranging from economic mobility to housing, workforce development, and climate resilience.

Built for philanthropy leaders, nonprofits, and cross-sector partners, the resource helps organizations move from theory to action by highlighting what effective place-based work looks like in practice and what it takes to build lasting, locally driven change

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Impact Next: An interview with Gilead Sciences’ Carmen Villar

Posted on by Brianna Provenzano

At a moment of inequality and division, who is advancing the vanguard of economic and social progress to bolster underserved communities? Whose work is fostering the inclusive growth that ensures every individual thrives? Who will set the ambitious standards that mobilize whole industries, challenging their peers to reach new altitudes of social impact? 

This year, Impact Next — an editorial flagship series from NationSwell — will spotlight the standard-bearing corporate social responsibility and impact leaders, entrepreneurs, experts, and philanthropists whose catalytic work has the potential to shape the landscape of progress amid urgent need for social and economic action.

For this installment, NationSwell interviewed Carmen Villar, Vice President for Corporate Citizenship and ESG at Gilead Sciences.

Greg Behrman, CEO and founder, NationSwell: What brought you to this moment? Was there a formative relationship or experience that led to you becoming a leader in this field?

Carmen Villar, Gilead Sciences: I come from a background where social good and social justice was really important in our family. My mother was a public school teacher and my father was a social worker and a community organizer, and service is kind of baked into the DNA of who I am as a person. 

Most of the early part of my career was in public service. I worked for the U.S. government, and I did a lot of work on the ground with health departments and ministries of health overseas. Toward the end of my time in the public sector, there were some crises that were complicated to manage.  We called on private sector partners to assist, as they had unique abilities.  We started to partner with them a bit, and we were able to get their support through a foundation associated with our agency. 

When I thought about what I was going to do next in my career journey, I started talking to people in the private sector and was basically told, “Carmen, you can do all of the great things you’ve been doing in the public sector for the greater good where you are or somewhere in the non-profit sector, or you can come here and you can do that same kind of work with the power and the weight and the resources of this big company.” And that was when it clicked in my head that I was at this pivotal moment in my career development. 

Behrman, NationSwell: What are two or three facets of the work you are leading that you think are particularly special or differentiated in the field — what feels important to lift up?

Villar, Gilead: In the first quarterly all hands I attended at Gilead, two things were highlighted as key to the company. Scientific innovation and health equity. I almost fell out of my seat when I heard that — I thought, oh wow, I’ve made it. It was super exciting to think that a publicly-traded company would use health equity to drive a lot of its work. 

What my team at Gilead has done really well over time is embrace community through grantmaking and philanthropy and build trust in those relationships so that we can hear more from communities about what is working and what is not working. People know us, and most of the time trust us and want to share their feedback with us, and that has been a huge accomplishment for a company like ours. My focus now is on how we continue that in a way that can address our three big pillars, which are around reducing stigma, improving access to care, and focusing on community-led or -driven interventions in health.

Behrman, NationSwell: What makes you an effective leader in your organization? Is there a particular philosophy of leadership or an approach that comes to mind?

Villar, Gilead: As I think about how Gilead grows the next generation of workers and what that means, again, where people come from and what their world views may be is very important to understand as a supervisor. I know I was very fortunate to have had the parents that I had. My dad sometimes says that he thinks he was too hard on me because, as a woman, he knew it was going to be more challenging for me to navigate the workplace, and even harder as a woman of color. I remember when I was 14, he made me change a tire — I couldn’t even drive yet. 

That resilience that my father seeded in me has made a huge difference in my confidence, in my ability to fail quickly, in my performance, and in accepting that there are things I do well, things I don’t necessarily do well, and that’s okay. I carry an attitude of, ‘I’m just gonna do what I can and be my best self,’ and it’s served me well so far. I try to impart the same sentiment on the rest of my team at Gilead and in all that I do, as a voluntary board member, mother, etc.

Behrman, NationSwell: You mentioned the need to be comfortable with failure and learn from mistakes or missteps. How do you think about cultivating that mindset in a way that allows you to be successful and creative?

Villar, Gilead: Perseverance — you have to persevere. If this work is at the heart and core of who you are, then you have to keep on keeping on. When I think about leadership, mentorship is a huge part of what I do because not only does it invigorate me and help me understand what other people are doing, it helps keep people going and keeps them motivated to do this work. I try hard to provide that mentorship, to provide development opportunities to people that I work with, but also to people who might reach out or I might meet somewhere who just say, I’m really trying to do this, how do you think I can do better?

If you’re not developing your people, it’s hard to check in and make sure you’re doing the right things in the right way. Failing quickly, brushing that off and moving on, that’s not always the easiest thing to do, but with some encouragement and mentorship, it gets a little bit easier.

Behrman, NationSwell: As a leader in this space, how are you sense-making when it comes to this moment, and how are you thinking about the unique opportunities and challenges inherent to it?

Villar, Gilead: We had a huge upswing of interest in 2020, and we were able to harness a lot of that attention and those resources and do good things. In business, the pendulum swings one way or the other, and yet the advances that we have made over time keep us a little bit ahead in terms of the progress level, so even when we feel like we’re going backward, we’ve really made it two or three steps forward. 

My fear is that now we’re taking that step backward, particularly when it comes to diversity and inclusion. Without those diverse voices, we are not able to ask and answer hard questions that make our people and our business stronger and constantly growing and improving. It’s critically important to continue to bring those voices forward, even though policies or laws or rules have been changed, because that informs us and reminds us of why we do this work every day. 

Gilead continues to be a responsible business in all aspects of our operations. We have a strong network of employee resource groups (ERGs) and are focused on the inclusion of the range of perspectives across the enterprise. The company is very much aligned with global responsibility frameworks like the SDGs. In fact, SDG 17 (partnerships) is a critical aspect of how we operate.  Our commitments in the partnership space far exceed that of many others, and we continue to rely on our partners to help us understand where the biggest pockets of healthcare needs exist.This leads naturally to our focus on SDG 3 (health) and our efforts to improve access to health and positive health outcomes.

Behrman, NationSwell: Who are some of your peers in this work that inspire you as a leader? 

Villar, Gilead: It’s hard to call out just a few, but I will try. Julie Gerberding, who was a former head of the CDC, hired me for a job at Merck, and she is great — talk about a total advocate for population health and for female leaders. 

I’d also name Ken Frazier, who was formerly the CEO of Merck. For people that don’t know him, Ken was an amazing CEO — he was very clear about where he stood on certain issues and on what was right and what was wrong, and he made that known in lots of different venues. That was groundbreaking for a CEO coming up when he did. I think Deb Telman, our EVP at Gilead, is very similar.  She is the person that really recruited me to come to Gilead last year.

Finally, I’d also shout out Alan Greenberg, who was one of the best mentors I ever had. He doesn’t work in this space, but he does run the Center for AIDS Research at George Washington University and is the Chair of Epidemiology in the Public Health School there. He was so critical in my development and was always sharing his pearls of wisdom around management and leadership and encouraging me to be who I was, even when things become difficult. With that kind of support, I was really able to test out my management style and figure out what worked for me.