SELECTED RESULTS FROM THE MINORITY EXECUTIVE LEADERSHIP INITIATIVE SURVEY

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SELECTED RESULTS FROM THE MINORITY EXECUTIVE
LEADERSHIP INITIATIVE SURVEY

• Kayla Jackson
• National Network for Youth
• Exploring Racisms Impact on Youth Homelessness
  in America
• National Alliance to End Homelessness Conference
• Washington, DC
• July 9, 2007

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SURVEY BACKGROUND

• Conducted in June and July 2005
• Survey was sent to 109 execs
• 69 execs completed the survey for a 60 response
  rate
• Surveys were mailed with a cover letter and then
  follow-up calls were made to all those who had
  not returned a survey

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A SNAPSHOT OF RHY EXECUTIVE DIRECTORS

• 56 of respondents were female
• 81 of respondents were White
• 57 of respondents were between 51 and 60 years
  of age
• 100 of respondents had at least a BA/BS with 59
  having a MS/MSW

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E.D. SNAPSHOT cont.

• 58 reported never holding an ED position prior
  to their current job
• Fewer than 50 reported working in their agencies
  prior to becoming the E.D.
• 30 reported serving as an interim ED before
  becoming a permanent ED

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SNAPSHOT OF RHY AGENCIES

• 29 report full-time staff of 11-30
• 37.7 report full-time staff of 0-10
• 36.2 report between 0-5 Black staff
• 39.1 have annual budgets of between 1,000,000
  and 4,999,999

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EXECUTIVE DIRECTORS RACE AND AGE

• The majority of Black EDs are between 41 and 50
  (50)
• The majority of White EDs are between 51 and 60
  (59.6)
• There are no Black EDs in the 22-31 or 61 and
  over age categories

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EXECUTIVE DIRECTORSYEARS IN CURRENT POSITION

• 83.3 of Black EDs have been in their current
  position less than 5 years
• 47.4 of White EDs have been in their current
  position for more than 10 years

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WHAT DOES IT MEAN?

• There is low attrition in the ED position in RHY
  organizations
• Blacks have only recently been employed as EDs

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PRIOR EXPERIENCE AND EDUCATION

• 66.7 of Blacks worked in their organizations
  prior to becoming ED
• 40.4 of Whites worked in their organization
  prior to becoming ED
• 33.3 of Black EDs have a doctorate as compared
  to 10.5 of White EDs

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WHAT DOES IT MEAN?

• Blacks need a higher level of education AND
  experience in the organization to become ED.

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OTHER STAFF

• Staffing becomes more diverse at the Program
  Director level
• - 23 of agencies have a Black Program Director
• - 9 have a Latino/a Program Director
• - 3 have a Native American Program Director

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DIRECT SERVICE STAFF NOT REFLECTIVE

• Only 12 of agencies report a TLP Director of
  Color
• Only 18 of agencies report a Director of
  Outreach of color
• 14 of Basic Center Directors are of color

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WHAT DOES IT MEAN?

• RHY agency staffing is not reflective of the
  diverse population of youth being served
• Staff of color are clustered in lower level
  positions in agencies

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IMPACT ON YOUTH OF COLOR

• RHY who are also youth of color need to see
  themselves in the staffing of service providers
  for numerous reasons
• Perceived understanding from some one of same
  culture
• Speak the same language and have common or
  similar experiences
• The perception of If they can do it, I can,
  too.

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RECOMMENDATIONS

• Youth of color are over-represented in RHY
  programs and staff at all levels of the agency
  should reflect this.
• Current staff need mentoring and grooming for
  higher-level management positions.