What is USAID and the Generation Next Humanitarian Fellowship Program

The sector is dominated by white individuals, with only 27% of leadership teams and 10% of heads of organizations identifying as BIPOC. Organization boards have slightly better BIPOC representation, with approximately 33%. However, Latinx individuals are underrepresented at all levels of organizations. Research has shown that diversity in the workforce is not only positive but also strategically advantageous. The business case for diversity suggests that organizations that diversify their leaders and employees gain a business advantage. This can lead to increased funding, creativity, and innovation, as well as improved job satisfaction and perceptions of work group performance. The social justice or human benefit perspective case focuses on uplifting and empowering marginalized groups, redistributing power, and reducing exclusion and marginalization in the workplace. The BRIDGE Survey found that racial inequity is pervasive in non-profit organizations, with the proportion of white individuals increasing from 63% of staff to 67% of boards, 73% of leadership teams, and 84% of organization heads. Only 4% of heads of organizations are BIPOC women, and Latinx individuals are underrepresented at all levels of organizations. The survey also showed an inverse association between racial diversity and employment seniority, with staff composition generally aligning with the racial/ethnic makeup of the U.S. population but becoming more disproportionate at higher levels of employment. Most organizations lack diversity, equity, and inclusion (DEI) policies, with only 26% having policies in place and 16% reporting to be in the process of drafting one. The majority of organizations reported no DEI policy nor tangible plans to create one. Additionally, more than 80% of responding organizations had no formal accountability mechanism to address the reality of insufficient diversity at all leadership levels. The reasons for the lack of diversity in the U.S. humanitarian workforce are complex and multifaceted. Some causes are at the organization level, involving priorities and cultures within humanitarian organizations as well as systematic racism and power dynamics in the U.S. and within organizational structures. Other causes concern a lack of exposure to, or interest in, humanitarian work among diverse populations. The Generation Next Humanitarian Fellowship Program aims to positively move the needle on diversity in the humanitarian workforce and develop solid relationships and career pathways for diverse candidates to thrive in this sector. The program will work to create a sustained diverse pipeline of humanitarian assistance professionals at all stages of their careers, addressing structural racism and promoting diversity, equity, and inclusion practices.