White Men, Wake Up!

How did DEI go from a clarion call for change to an acronym no one can even utter for fear of retribution in such a short time?

The answer: White men felt they were losing their power — and became fearful of losing it all.
But let’s be honest with ourselves: We’re delusional.

I say we because I’m a 60-year-old white male business owner, and I’ve benefited from white male privilege for all those years. It was always there, whether I recognized it or not. But through a lot of reflection and learning, I’ve come to understand this one thing:

White men got us into the festering swamp of racism, sexism, and inequity in this society, and it’s going to have to be white men who help get us out.

For some, what I just said is blasphemy. But it’s the truth. Unless white men begin to share power, redistribute wealth, and dismantle the systems that have long benefited us, we will continue to live in an unjust society.

We have power and the wealth. It’s not up to women or people of color to fix this for us. They’ve been fighting for equity and justice for generations. The truth is, they don’t hold the levers of power required to make systemic change. We do. And it’s our responsibility to loosen our grip, confront our fragility, and act.

A Call to White Men in and with Nonprofits:

This message is especially urgent for white men leading nonprofits and the companies that support them. Nonprofits often claim missions of justice, equity, and community, but many of us have failed to live up to those ideals within our own organizations. It’s time to take up leadership during this critical moment — not shrink away because you fear being “canceled” or losing funding.

Don’t let fear paralyze you. Now is your moment to do something real. And if the language of DEI feels too charged, call it something else. Call it your “200-meter race plan.” Call it whatever you want — just don’t let semantics stop you from doing the work.

From the 150-Meter Mark:

If we’re going to create real equity, the white men who are starting the race 150 meters ahead of everyone else need to step back. Simultaneously, we need to elevate people of color who are still at the starting line, so we can all meet at the same place.

What does this look like in practice? Here are specific ways white male leaders in the nonprofit world can act:

Recruit and Promote Leaders of Color:

Stop relying on the same networks of predominantly white candidates when hiring. Expand your search to intentionally recruit leaders of color for leadership roles. Commit to measurable goals, like moving from 10% to 35% representation of people of color in leadership within a set number of years.  This is what we’re doing at Veritus.  In 8 years, I want our staff to be 50% people of color. 

Mentorship and Sponsorship:

Actively mentor emerging leaders of color in your organization. Sponsorship goes further than mentorship — it means using your position of privilege to advocate for them, open doors, and create opportunities for their advancement.

Diversify Your Board of Directors:

The boards of many nonprofits remain overwhelmingly white and male. Diversify your board by actively recruiting women and people of color. A diverse board leads to better decision-making and ensures that the communities you serve are represented at the highest level of governance. Seek guidance from The Board Pro.

Shift Funding to Organizations Led by People of Color:
If you’re in a position to direct funding, prioritize organizations led by people of color. Too often, nonprofits led by white men receive the lion’s share of funding, even when they serve communities of color. This perpetuates inequity.

Ensure Pay Equity:

Conduct a pay equity audit in your organization. Close gaps where you find disparities between white employees and employees of color, particularly in leadership roles.

Use Your Platform to Amplify Voices:

If you have a platform — whether it’s a blog, a podcast, a conference, or a media presence — use it to amplify the voices of people of color in your field. Push back against the status quo by insisting that conferences and panels include diverse speakers.

Transfer Wealth and Ownership:

At my own company, Veritus Group, we’re planning to transfer ownership to leaders of color, giving them equity in the company. This is about more than representation — it’s about creating generational wealth for families and communities that have been excluded from it for far too long.

Educate Yourself and Your Team:

Commit to ongoing education about systemic racism and white privilege. Bring in trainers, read books, and have uncomfortable conversations. But don’t stop there — put what you learn into action.

Courage Over Comfort:

This work isn’t easy. It requires humility, discomfort, and courage. But as white men, we have to ask ourselves: Do we have the guts to do what’s right? Or will we continue to shrink from this moment, swept out to sea by the riptide of male fragility and fear?

I’m asking you — my white male colleagues — to join me.

Where do you stand?

Let’s stop talking about equity as an abstract idea and start living it in concrete ways. The time for action is now.

— Jeff

P.S. Scroll down and leave a comment for me. Tell me where you stand.