Date of Award

8-2025

Document Type

Dissertation

Degree Name

Doctor of Education (EdD)

Department

Executive Leadership

First Supervisor

Dr. Daniele Lyman-Torres

Second Supervisor

Dr. Twiggy Eure

Abstract

The purpose of this qualitative phenomenological study was to explore the impact of inclusion initiatives on the retention and engagement of people of color (POC) in nonprofit organizations. Grounded in Ray’s (2019) theory of racialized organizations, this study examined how organizational structures and practices influence inclusive workplace cultures for POC employees. Although diversity, equity, and inclusion (DEI) strategies have gained traction, many nonprofit organizations struggle to move beyond performative efforts and address the systemic inequities that shape POC experiences. Semi-structured interviews were conducted with 18 full-time POC employees working in nonprofit organizations across New York State to capture their lived experiences with inclusion initiatives such as employee resource groups, mentorship, leadership representation, and DEI training. Six key themes emerged: (a) performative DEI practices, (b) barriers to advancement, (c) the psychological toll of exclusion, (d) structural shortcomings in implementing inclusion, (e) employee-led approaches to inclusion and (f) the lack of measurement and accountability. Findings suggest that authentic leadership commitment, transparent promotion pathways, and culturally grounded DEI strategies are essential for improving retention and engagement. The study also highlights the emotional labor POC often carry in organizations where inclusion is promised but inconsistently realized. Implications for leadership and policy include embedding accountability into DEI frameworks and elevating marginalized voices in shaping organizational change. This research offers practical strategies for nonprofit leaders committed to creating inclusive and equitable work environments.

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