National Career Development Month: Advocating for Women in Nonprofit Leadership

National Career Development Month: Advocating for Women in Nonprofit Leadership 

The nonprofit sector is a cornerstone of our communities, driven by compassion, care, and a commitment to bettering the lives of others. It’s no surprise that this sector attracts more women than men, as caregiving and service roles often align with society's traditional expectations of women. According to research, women make up nearly 70% of the nonprofit workforce. Yet, when it comes to leadership, the narrative shifts.  

The Leadership Divide

Despite women comprising nearly 70% of the nonprofit workforce, they remain underrepresented in top leadership roles. Men, while fewer in number, are disproportionately placed in executive positions, particularly in larger organizations. Research from the Harvard Business Review reveals that white men dominate leadership roles in high-revenue nonprofits, whereas smaller organizations are more likely to have BIPOC leaders.  

The data in this graph reflects responses collected by the Harvard Business Review from nonprofit organizations between July 2019 and January 2024.

This reality highlights the systemic biases that shape perceptions of leadership. Historically, caregiving roles—so integral to nonprofit work—have been associated with women, while strategic or visionary leadership is often attributed to men. At St. Anne’s Family Services (SAFS), we are breaking these stereotypes by empowering women and BIPOC professionals to take on leadership roles, challenging the outdated notion of what a nonprofit leader should look like.  

Racial Disparities in Nonprofit Leadership

Leadership inequities extend beyond gender. According to Candid’s Diversity in the Nonprofit Sector report, BIPOC professionals are significantly underrepresented in top leadership positions across all nonprofit sizes. While smaller nonprofits are more likely to have diverse leaders, systemic barriers often prevent BIPOC individuals from advancing to leadership roles in larger organizations. These disparities are deeply tied to issues of access, funding, and the unconscious biases of hiring committees.  

As a Black woman and CEO of St. Anne’s Family Services, I am proud to lead an organization that reflects the diversity of our community. At SAFS, we understand that having a team that mirrors the demographics we serve makes it easier to build trust, foster connection, and provide meaningful support. This commitment to diversity strengthens not only our impact but also our mission to uplift women, children, and families.  

Natural Nurturers, Unnatural Bias 

Women have long been drawn to nonprofits because the work resonates with their natural tendencies toward caregiving and nurturing. While this alignment has brought incredible talent to the sector, it has also reinforced gendered assumptions about women’s roles in the workplace. Men, conversely, are often perceived as “strategic” or “visionary” leaders—a bias that leads to them being fast-tracked into higher-paying, decision-making roles.  

But let’s be clear: women are just as capable of generating revenue, driving strategy, and leading with vision. What they lack is the same level of opportunity and recognition. At SAFS, we are proud to challenge these biases by creating a culture where all leaders—regardless of gender or background—are valued and supported.  

This National Career Development Month, let’s not only celebrate the incredible work being done in the nonprofit sector but also commit to creating a future where leadership reflects the diversity of our workforce. Women in nonprofits have long been the backbone of their organizations. It’s time they are also recognized as the heart of its leadership.  

At St. Anne’s Family Services, I am proud to be a part of this movement. By fostering a team that is diverse and representative, we not only strengthen our organization but also ensure that the voices of those we serve are heard and valued. Let’s break down the barriers, amplify diverse voices, and ensure that leadership opportunities in nonprofits are accessible to all. Together, we can create a sector that is truly inclusive, equitable, and representative of the communities we serve.  

What do you think? How can we continue to foster equity and representation in nonprofit leadership? Share your thoughts in the comments! 

Sources: 

Harvard Business Review: More Women Work in Nonprofits—So Why Do Men End Up Leading Them?

Candid: Diversity in Nonprofit Sector

Nonprofit Quarterly: Nonprofits Less Diverse at the Top