CREATING NEW LEADERS OF COLOR FOR THE SOCIAL SECTOR
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CREATING NEW LEADERS
OF COLOR FOR THE
SOCIAL SECTOR
A Case Study of the Annie E. Casey Foundation’s
Investment in Management Leadership for Tomorrow
and New York University’s Wagner School of Public
Service and Stern School of Business
by Elizabeth Russell and Kris Putnam-Walkerly
Putnam Community Investment Consulting, Inc.
-2-
Corey Blay is going to be a great leader for the
social sector.
In many ways, he already is. At 30, Corey has his sights set
on creating a new middle school for boys of color in Harlem,
a vision he created while working as a teacher in the area.
A Catholic school kid from Long Island, Corey concentrated
in public policy and African-American studies as an
undergrad at the University of Chicago and worked during
college on the South Side tutoring kids of color. He also ran
a summer program for privileged youth from all over the
world at Columbia University. “I spent a lot of time trying to
triangulate those two experiences with my own middle-class
upbringing. There are a lot of holes related to our education
system and its impact on communities,” he says.
Teaching at a middle school in the Bronx after college made
him realize how much larger those holes are for young boys
of color, so, in 2008, Corey decided to do something about
it. He made a leap of faith and applied to two top MBA
programs to gain the skills he’d need — but he didn’t get in.
He became stuck, not sure where to go next. He knew he
had a great deal to offer, but he couldn’t find the right path
to follow. That’s when friends urged him to apply to the
MBA Prep program created by Management Leadership for
Tomorrow (MLT).
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The Gap in Leadership of Color
Corey Blay’s story is just one example of a systemic problem that’s apparent throughout the
country’s social sector, from schools to government to nonprofit organizations and charitable
foundations of every size and scope: the absence of a clear, accessible development pipeline for
aspiring of leaders of color.
The U.S. population is rapidly becoming once such approach: a unique
more culturally and racially diverse. partnership between Management
The percentage of individuals claiming Leadership for Tomorrow (MLT), the
minority status in the United States Annie E. Casey Foundation and New
increased from 23% in 2000 to 34% in York University’s Robert F. Wagner
2007. By 2020, the majority of youth Graduate School of Public Service
in the country will be people of color. (Wagner) and Leonard N. Stern School
By 2030, the majority of the workforce of Business (Stern). Together, these
under age 25 will be people of color. partners are bringing their proven
And by 2042, “minorities” as a whole areas of expertise to the table to create
will represent a majority of the U.S. a new influx of talented leaders of color
population. Yet social sector leadership to the social sector.
does not reflect this trend. Nonwhites
hold only 16–25% of leadership positions The MLT Solution
in nonprofits and only 10% of leadership This underrepresentation of leaders
positions among funders. Leadership of color is also pervasive in the private
within government reflects a similar sector. In fact, it’s what led to the
situation. At the federal level, only 15% birth of MLT, a nonprofit focused on
of members of Congress are non-white, equipping high-potential minorities
and only 13% of their chiefs of staff are with the critical skills, coaching and
people of color. People of color are also mentoring and access to opportunities
underrepresented in state and county to help them unlock their potential as of the bar of excellence at the best
leadership roles, and they likely are not leaders. One of MLT’s key strategies organizations, as well as a road map for
on par with the nation’s demographics. has been helping people attain and how to succeed once they were there.
leverage MBA degrees to further their I wanted to help them understand how
There are many reasons for this careers. they needed to approach their careers,
underrepresentation, but one is clear: based on how people at the top got
The social sector lacks straightforward, When founder and CEO John Rice there. MLT formalizes the instruction
accessible pathways for minorities attended Harvard Business School, and delivery of the ingredients every
to find social sector leadership roles. he found the experience to be senior leader says are key: coaching,
Students of color who complete college transformative. He wondered why mentoring, door-opening relationships
and graduate school often do not more African-American students like and the hard and soft skills not
see a clear career path toward social him did not have access to the same necessarily taught in graduate school.”
sector leadership roles (as compared to experience. “As I began to explore this
corporate ones) and may have a tough problem, I came to understand that Since its inception in 2002, MLT has
time finding networks and mentors to there were a number of significant gaps grown to offer programs focused on
guide them. in the way minorities were navigating undergraduate career prep; MBA
their career paths,” says Rice. “I started prep for early career professionals;
Fortunately, there are many MLT to help ambitious young people ongoing professional development
organizations that are working on this of color who wanted to go out and for enrolled MBA students; and a
problem, and a host of new ideas under accomplish big things. I wanted to career advancement program for high-
exploration. This case study highlights give them a very clear understanding potential, mid-career managers who
-1-
have the potential to advance to the applicants who have work experience a partnership with Stern and Wagner.
executive levels. All told, more than in the social sector and/or plan to With a shared focus on building a
3,000 participants, called MLT Fellows, seek social sector opportunities after national pipeline of diverse graduate
have benefited from MLT. graduate school. students and early-career and mid-
career professionals for social sector
While Rice focused initially on helping “MLT has always been focused on careers, the three organizations, with
students earn and leverage MBA building the general skills, relationships support from the Annie E. Casey
degrees in the corporate world, a and experiences you need for career Foundation, have leveraged one
desire to create impact within the social success no matter what your interests,” another’s expertise in many ways to
sector was always present. says Kevin Donahue, vice president of make the Social Sector Talent Initiative
partnerships. “For the Social Sector a robust experience for rising leaders of
“There was a clear set of points in Talent Initiative, we’ve overlaid specific color.
the corporate sector where we could social sector career needs on top
engage and prove that our model
would work,” explains Rice. “Once we
did that, we studied the similarities The MLT Method
and differences in the social sector so It takes more than classroom education to create leaders. It takes hard
we could customize our approach and and soft skills, early exposure to high-impact career opportunities, an
target a set of very committed and understanding of the path to the senior levels and inspiring leaders and
influential partners.” mentors. These things have historically been provided to business and
social sector leaders through informal channels, but MLT has formalized
MLT’s approach caught the attention the process with programs specifically targeted to college students, MBA
of the Annie E. Casey Foundation. “We
students and executives. Each MLT program is laser-focused on the needs of
have intentionally prioritized supporting
diverse talent in the social sector,” says
the individual and provides:
Rafael López, associate director of • A road map of specific steps to • Mentorship to avoid career-limiting
talent and leadership development at take to achieve one’s short and mistakes
the foundation. “When we looked at long-term goals
data about the social sector, we saw
• Door-opening relationships to
that CEOs and senior leaders were • One-on-one coaching to develop prestigious employers that can lead
overwhelmingly white. Then we looked the specific skills needed to to a “big break”
at changing demographic trends in distinguish oneself as a high • Internships to boost resumes,
the country and asked ourselves, ‘How performer experience and confidence
is it that we can serve a diversifying • Skill-building seminars that focus • Direct connections to high-
population without diversity in on boosting analytical, leadership, performing peers who provide
leadership?’ communication and management motivation and support.
abilities
“We went to MLT specifically because
they are leveraging their private sector
success in growing the social sector of that. One of the biggest areas of Social Sector Talent Initiative
pipeline. They are testing their ideas impact has been in helping young
Programs
about how to expand the pipeline, just people better link their unique gifts,
Similar to MLT’s corporate-focused
as we are testing ours. This partnership talents and passions with clear and
model, the Social Sector Talent
was meant to be.” actionable career goals. Too many
Initiative reaches prospective leaders
young people are managing their
at multiple stages, from college to mid
In 2011, with support from the Casey careers in the wrong way. They need to
career. MLT spends a lot of time at the
Foundation, MLT created the Social start by looking at the end game and
beginning of each program helping
Sector Talent Initiative, designed the impact they want to make, and then
participants understand their true
to significantly expand the diverse look at others who have done similar
passions, what their unique talents and
leadership pipeline for the social things and what skills, relationships and
gifts are, and where they’ll have the
sector — with an ambitious goal of experiences those leaders had. The
most impact in the social sector.
engaging and accelerating the careers Social Sector Talent Initiative puts each
of 2,000 minority rising leaders in the of those components into action.”
Once they understand those factors,
sector over five years. MLT is fueling
participants are exposed to an intense
the initiative by purposefully seeking To strengthen the Social Sector Talent
set of experiences that allow them to
out and admitting into its programs Initiative even further, MLT entered into
-2-
develop the skills and relationships passionate about,” says Donahue. work with Fellows to create a “personal
necessary to succeed in the social • MLT MBA Prep Fellows are board of directors,” thinking through
sector. For example, in 2012: encouraged to explore the MBA/ different relationships they’ll need to
MPA “dual” degree offered by Stern be successful and how to build and
• Undergraduate juniors who and Wagner — a program that had leverage those relationships.
participated in MLT’s Career Prep existed for some time but is also being
program not only learned about the reshaped to speak directly to the needs Leveraging Social Sector Partners
best entry-level corporate opportunities of the MLT Fellows. Corey was the first MLT, Wagner and Stern have worked
but also delved deeply into Social MLT Fellow to enroll. Stern and Wagner closely with leading social sector
Sector Career Exploration sessions; provided significant scholarship funds organizations to provide real-world
in one practical skill development for this new partnership, as well as understanding for their Fellows.
activity, they developed expansion deep knowledge about and connections Organizations like Bridgespan, Teach
recommendations for Teach for for boosting students into social sector for America, Foundation Strategy
America. careers. Group (FSG), Goodwill Industries
International, the Ford Foundation,
“This was a powerful experience for • At MLT’s annual career fair, social the Broad Center, Echoing Green, the
changing people’s perceptions about sector partners conducted more than Federal Reserve Bank of New York
what it’s like to work in the social 50 interviews with MLT Fellows who are and even the Central Intelligence
sector,” says Donahue. One student currently earning their MBA degrees. Agency have served as partners and
from Wellesley College remarked, “I participated in the social sector boot
do not think anyone was expecting to • Three current social sector leaders camp.
number crunch and use these numbers
to make a decision that impacted “Many people don’t realize it, but
12,000-15,000 kids in the Teach for Goodwill generates billions in retail
America rotation. It was a lot of fun. revenue, which it uses to provide
It was very effective at changing our employment, job training and other
mind-set about TFA.” community-based programs,” says
Donahue. “They’ve worked with us
• Fellows in the MBA Prep program, like to develop our curriculum, created
Corey Blay, developed skills needed a number of case studies, offered
for business school, with an eye on how internships and hired some of our
those skills would also prepare them undergraduate Fellows. Last year we
for jobs in the social sector. MBA Prep piloted an internship program with
participants attended a social sector Goodwill that was hugely successful,
“boot camp” created in partnership enrolled in MLT’s Career Advancement and we’re working on rolling it out more
with Wagner, which provided an Program, a six-month leadership broadly to Goodwill regions across the
intensive look at career paths in the development program for the highest- country. ”
sector. They met with representatives potential minority talent on track to
from Bridgespan, Teach for America, assume executive positions. As Donahue sees it, there is another
Goodwill Industries and the Casey direct benefit from working with the
Foundation, who led the participants • In addition, hundreds of individuals social sector partners. “There is very
through meaningful case studies that participated in portions of the little chance that our talent pool would
examined the challenges facing social programs mentioned above. have thought there was a place for
sector organizations. Toni Harris, them at Goodwill or understood what
Wagner’s director of career services The Social Sector Talent Initiative they need to do to succeed there if it
and alumni relations, also delivered a also provides each MLT Fellow one- were not for the Social Sector Talent
lecture tailored for the MLT Fellows to-one coaching, a pivotal part of the Initiative. I would say the same holds
about the social sector ecosystem. MLT experience across programs. true for many of our other social sector
Coaches are full-time MLT employees partners. And even though some of
“The boot camp experience allows who meet monthly with each Fellow them might have ended up in Teach
our MBA Prep Fellows to apply MBA- to guide them through the process for America’s large teacher corps, they
oriented skills to come up with solutions of career development. A key part of probably would not have made the leap
that benefit vulnerable communities. It their role is helping Fellows connect of moving into the management of the
shows them exactly how their MBA will with MLT alumni in social sector organization.”
directly apply to and have an impact fields of interest and build successful
on organizations and causes they’re relationships with them. Coaches also
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Opening Doors to Social Sector Leadership
Corey’s MBA Prep program experience began in 2010. He worked with a designated MLT
coach who helped him focus his thought processes and pinpoint the various MBA programs
that would be the best fit for him. He was given numerous “homework” assignments, including
analysis of different schools and their programs, application essays and even exercises to
help him understand his own story — all of which he reviewed monthly with his coach. Corey
attended quarterly seminars with other program participants, visited a number of business
schools and exemplary businesses (including Nike headquarters in Beaverton, Oregon) and met
with many business and social sector leaders.
The Teach for America segment of the Social Sector Boot Camp proved especially meaningful
to Corey, who, having been denied employment there as an undergraduate, was skeptical
about the opportunities for employment on a management level. “The Social Sector Boot Camp
opened my eyes to how I could leverage my expertise and background in diversity work to help
Teach for America advance its mission. Through MLT’s partnerships with TFA and Education
Pioneers, I ultimately obtained a summer internship where I created a pilot mentorship program
for staff of color and/or low-income background designed to improve retention, deepen
their engagement in TFA’s mission and values and ensure their career growth within the
organization.”
“The entire MLT MBA Prep program was a great opportunity to build networks, get exposure to
different industries and put my own personal brand forward,” says Corey. “It also was central in
helping me think through the process of applying to MBA programs and figure out what school
would be best for me. I was able to overcome challenges that would normally lead candidates
of color to drop the process.”
Those challenges, Corey explains, include psychological hurdles for students who may have
difficulty seeing themselves as MBA students and understanding that they belong in an MBA
program. MLT’s MBA Prep program also provided structure to keep him focused on the goal
of enrolling in the right program. For Corey, the right fit ended up being the MBA/MPA dual-
degree program at New York University (NYU), where he became the first student in the pilot
effort targeted at directing more MLT Fellows to a dual-degree program focused on developing
leaders who are interested in making an impact in the social sector.
“A lot of people told me that I shouldn’t be applying to business school because I’m an educator,
and I was torn, but I really wanted to go,” Corey says. “MLT helped me recognize something
inside that told me to do the dual degree — that I could use what I learned from both programs
to make the difference I wanted to in the social sector. MLT helped me see that an MBA/MPA
was much more valuable to me than either degree individually.”
Corey began his studies in the dual-degree program at NYU in fall of 2011 and will graduate
in 2014.
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The Value of a Dual-Degree Program
The existing web of connections and relationships between MLT, NYU and the Casey Foundation
created a fertile space to experiment with the notion of furthering minority exploration of social
sector leadership by encouraging MLT Fellows to pursue a MBA/MPA dual-degree program, as
Corey Blay is doing now.
“When we thought about MLT and our the gap between the social sector and and helps them engage more deeply
focus on graduate school, and after business sector to help ensure more at each school. Working with MLT
several interviews with senior leaders in opportunities exist for careers in both made us focus on what would attract
the social sector, we realized that MPA sectors that have a direct and positive students and what value the program
degrees are a career accelerant in that effect on societal issues, and that would yield to them. And it’s made
sector and that we should include that welcome leaders of color to that work.” our relationship with Stern even more
in what we’re doing,” says Donahue. robust.”
“From a business school perspective,
NYU’s Stern and Wagner were we have an increasing recognition of Together, Stern, Wagner and MLT
natural partners to explore the the need and desire on the part of our are providing support services for
power of a dual degree. Stern has students to pursue degrees that are MLT students, including personalized
been a partner of MLT’s since MLT more cross-cutting and integrated in road maps for creating impact in the
began, hosting seminars for MLT nature,” says Stern’s Dean Peter Henry. social sector, access to door-opening
Fellows as well as matriculating “We want students to realize that you relationships and connections to fast-
more than 60 MLT Fellows over the can pursue a degree in business and a track job opportunities at leading
past decade. Wagner‘s mission has lifelong engagement in public policy or nonprofits and foundations.
always centered on developing social public service. We want to demonstrate
sector leaders and its commitment to other institutions that this is the way At Wagner, because the social sector
to assuring diversity in the sector has forward.” partnership with MLT is still serving
only strengthened over time. Dean a small number of students, there’s
Ellen Schall of Wagner has worked The NYU dual-degree program was room for a lot of one-on-one focus.
closely with the Casey Foundation over launched in 1999. Recently, the two “We work with each person, thinking
the last 20 years to further a shared schools began to work together to carefully about the skills they’ll need,
desire to build a pipeline for leaders streamline the application process for the internships they should do and who
of color. Additionally, Wagner has the dual degree and provide students they need to meet,” Schall explains.
explored in depth the issue of minority enrolled in both schools with a more “We started to do this just for our MLT
leadership in various sectors and levels integrated experience, so that they felt joint-degree students, but now we do
of society both through the research like they were part of a single program it for all dual-degree students. Being
and programs offered by its Research rather than juggling two separate thoughtful about your career is a skill —
Center for Leadership in Action and ones. Stern and Wagner also worked one that you can use throughout your
its Master of Public Administration in together to provide scholarship funds career. We teach people how to think
Public and Nonprofit Management and for exceptionally talented students about the roles to which they aspire
Policy. who demonstrated strong potential for and the kinds of change they want to
future leadership in the social sector. make, in what kind of system and using
“Wagner is able to bring a deep what skills.”
understanding of opportunities in the “One of the unintended benefits of this
social sector, how rising leaders get partnership is that we realized that just “Stern and Wagner have done a ton
recruited, how they ultimately make a offering two degrees isn’t enough,” says of work internally at NYU to make it
meaningful difference and where the Schall. “You have to have a coordinated easier for candidates to apply for the
gaps lie for many leaders of color,” program that clearly presents the dual degree and make it a much better
says Schall. “This partnership was a value of both degrees, helps students experience for individuals during the
great opportunity to further bridge see the connection between them program,” says Donahue. “They’ve
-5-The Wisdom of Wagner
As a graduate school devoted to
preparing the future leaders of
institutions and organizations in the
social sector — for whom a diverse
world is a given — in its 75-year history
NYU’s Robert F. Wagner Graduate
School of Public Service has often
strived to take a leadership role
in organizing efforts to deepen
our understanding of the needs of
diverse communities, create strategic
partnerships and expand the School’s
ability to be a leader in this work.
As part of this effort, Wagner has
developed strong relations with
historically black colleges and
universities, participates in targeted
diversity recruitment events with its
peer schools of public affairs and
is a member of the Public Policy
and International Affairs Program,
a national program that prepares
young adults for careers in the social
sector and has an outreach focus
on students from groups historically
underrepresented in leadership
positions in government, nonprofits,
international organizations and
other institutional settings. As part
of its planned activities for admitted
students, Wagner has an annual
event that focuses on and celebrates
diversity in its student body, curriculum
and research institutions in an effort to
make clear the school’s commitment
to and activities around leadership
and diversity. Moreover, through the
Research Center for Leadership and
Action, Wagner offers the Fellowship
for Emerging Leaders in Public Service,
a seven-month leadership development
program for a diverse group of early-
career public service professionals in
New York City, as well as the Global
Social Change Leadership Institute,
an intensive two-week summer
program drawing university and
graduate students and recent college
graduates from around the world to
build the practical knowledge and
skills to advance social justice in their
communities.
-2-taken what can be a very challenging Enrollment of people of color in NYU’s The Strength of Stern
process to navigate and made it very dual-degree program has increased One of the nation’s top ten business
smooth and straightforward. Stern and from 35% to 50% over the past year. schools, NYU’s Leonard N. Stern
Wagner have removed institutional Dual-degree applicants of color went
School of Business believes in the
barriers to the dual application and from 47% of the total applicant pool in
tremendous potential of individuals
the provision of dual services. NYU has fall 2011 to 55% of the total applicant
made it a coordinated program that pool for fall 2012. to solve global problems through the
provides a great, unified experience.” power of business. Founded on this
Hutchinson also credits the MLT belief, its vision is to develop people
Growing Overall Awareness for partnership with a heightened and ideas that transform 21st-century
Building a Social Sector Career awareness of how to reach potential problems into opportunities to create
Pipeline students of color. value for business and society. To
The Social Sector Talent Initiative has that end, Stern is dedicated to
served as a catalyst for MLT, Wagner, “It allowed us to reevaluate our increasing leadership opportunities
Stern and many other partners to pay recruiting practices across the board
for underrepresented minorities
more attention to intentionally building and determine new and better ways
in the business world. Stern is a
a pipeline for social sector leaders of to reach out to people of color and
talk to them about social sector member of the Consortium for
color.
careers, individually and in partnership Graduate Study in Management,
with Stern. We’ve looked for ways to an alliance of business schools and
“MLT and its partner organizations
agree that investing in talent improves engage potential leaders of color corporations dedicated to reducing
outcomes,” says Donahue. “Investing in more deeply. We are reaching out to the serious underrepresentation
diverse talent — especially in those who students who may not have considered of African Americans, Hispanic
come from underserved communities — which graduate degree they might Americans and Native Americans
can bring new ideas, passion and skill want but who may be interested in in business. Stern encourages all
sets to attack the problems in those the social sector. It’s about cultivating
eligible candidates to apply. In
underserved communities, and it drives that interest ahead of time. It helps us
addition to its partnership with MLT,
better outcomes for populations that make an impact overall as people of
color become interested in social sector Stern also participates in the annual
our partner organizations are serving.”
careers, whether or not they apply to conferences of the National Black
Wagner.” MBA Association (NBMBAA) and the
“The reason that organizations like
Goodwill, and Teach for America work National Society of Hispanic MBAs.
with us is because they want to expand Stern has also increased its focus on Under the leadership of
their talent pool. They believe there social sector information to reflect Dean Peter Henry, Stern has also
is value for their constituents and the growing student interest it sees in broadened horizons of MBA students
improved outcomes in their work when social sector careers. “We put people and raised awareness of career and
their talent pool is more diverse and who have social sector career paths
leadership opportunities in the social
brings more perspectives to their work. in front of our students, such as Dr.
sector, including the flagship MBA/
Building a pipeline for that diverse Helene Gayle, the CEO of CARE USA,
who previously worked for the Bill and MPA dual-degree program offered in
talent takes time, but our partners are
Melinda Gates Foundation and the conjunction with Wagner.
devoting that time.”
Centers for Disease Control, is a board
Both Wagner and Stern also have member of a Fortune 500 company and
refocused on moving more leaders into was listed as one of 2012’s ‘100 Most
the social sector and broadening NYU’s Powerful Women’ by Forbes magazine,”
outreach well beyond the MLT dual- says Henry. “Our dual-degree students
degree program. are the ones who have pushed us to
think harder about how to bring in the
“Since engaging in this project, we’ve right role models for all students. They
not only diversified the dual-degree will be in the audience for presentations
program at NYU but also doubled like Dr. Gayle’s, but they’re not the only
it in size,” says Vanessa Hutchinson, ones we’re hoping to reach.”
assistant director of admissions at
Wagner, who coordinates the dual-
degree program and the partnership
with MLT.
-7-Personal Victory
For Corey, the feeling of victory swelled the minute he
arrived at NYU to begin his studies in the MBA-MPA
dual-degree program.
“The value of going through the MLT Prep program
manifested itself very quickly once I got on campus,” he says.
“I had an increased level of confidence and self-awareness
about who I was and what I was trying to do. I had
navigated different opportunities that presented themselves,
and so I feel confident about belonging here.”
“This is the perfect program for me,” he says. “The dual
degree gives me access to every corner of the university to
explore what I’m personally passionate about and to grow
and learn in ways I couldn’t do anywhere else.”
Corey describes his MLT and NYU experiences as
“inseparable,” and he sees value in the MLT experience
beyond just his MBA Prep program.
“A number of MLT Fellows ended up at NYU,” he explains.
“Stern has long been committed to diversity, so we have
one of the most diverse classes of any business school in
the country. But the students all blend together — that’s
a testament to the comfort we developed during MLT.
My classmates at both schools are all socially engaged,
collaborative and supportive of one another. All those traits
are basic to MLT, so I’m comfortable in this space. I thank
everyone involved for the opportunity to be at NYU.”
-2-Early Victories and Lessons Learned
Although it’s still early in the game, MLT can point to victories when it comes to growing the
pipeline for minority leaders in the social sector.
Early Victories more prestigious than having the same
MLT is well on its way to hitting its role in the social sector, but, actually,
goal of engaging 2,000 people in the achieving a leadership role in the social
Social Sector Talent Initiative over five sector can be much more difficult. We’re
years. In fact, it has engaged 770 rising working to raise the perception of the
leaders in years one and two. Many of importance and significance of social
those 770 leaders previously may not sector careers to be on equal footing
have considered the social sector as a with management careers in the
place for a viable career. In addition, corporate world.”
more than 70 MLT Fellows successfully
started new jobs in the social sector in In terms of the dual-degree partnership
2012 — nearly twice the 40 Fellows who with NYU and Casey, Rice says,
did so in 2011. “We’re most proud about the speed
at which we’ve been able to not just
MLT has worked with its social sector plant a seed but get something off the
partners and other organizations ground and immediately fast-track
(such as Emerging Practitioners in people like Corey and the classes “Our sector is rich with opportunities
Philanthropy and Young Nonprofit admitted after him. That’s not very and stories of transformation, but
Professionals Network) to encourage typical of how most major universities desperate for making connections to
participation in the Social Sector and large foundations move. It shows those who want to make a difference
Talent Initiative. This, combined with an entrepreneurial spirit and a true in communities where we work,”
MLT’s strong word-of-mouth recruiting interest in this work. We’re building says López. “To me, one of the most
network, has exceeded expectations for great momentum, and that gives me a significant accomplishments so far
interest. lot of confidence that this initiative is a is taking a program that has worked
winner.” very well in the corporate world,
“People are now coming to MLT who translating it to the social sector and
are specifically interested in being “I’d say one of our biggest successes already engaging many more people
social sector leaders,” says Donahue. has been the strength of our than we anticipated. Thanks to MLT’s
“We’ve never seen that before. partnership, the increase in the number work with the Social Sector Talent
Applicants have asked specifically of dual-degree applicants across the Initiative, and the way that NYU’s Stern
about what we’re doing with the social board and the high quality of students and Wagner Schools have shared
sector. We are now reaching and we’ve been able to attract,” says Schall. information and messages about the
attracting candidates that we’ve never social sector, we’ve actually reached
reached in the past.” “I would say the biggest success so far several thousand people. Think of all
is changing student mind sets,” says the emerging leaders who now better
The Social Sector Talent Initiative Henry. “We live in a world that’s not so understand the value proposition for
is also starting to make progress in much ‘either or’ as it is ‘and.’ Getting entering the sector, and who can see
terms of elevating the importance of students to realize that you can pursue viable careers and income streams that
social sector careers and elevating the a degree in business and a lifelong can come from working in it. They can
profile of management careers within engagement in public policy or public see that by serving as CEOs or finance
the social sector, says Donahue. “In service is a great accomplishment. I professionals or programmatic leaders,
the past, many people viewed being a also think we’re demonstrating to other they can deliver results in meaningful
manager at a major corporation as institutions that this is the way forward.” and rewarding ways.”
-9-and keeping ongoing commitment of world around them, which often means
funders and hiring organizations. One addressing issues of social importance.”
exciting thing about this program is
that we’re able to show growth and cel- Partners with committed leaders make
ebrate the successes of those students all the difference. The joint degree
in near and long term.” partnership worked so well because of
existing relationships and the shared
Securing investments in talent is chal- desire to do what was best for stu-
lenging. Getting more social service or- dents. As Henry says, “It’s not about
ganizations to invest in talent — even in who scores the points but who wins the
something as basic as hiring an intern game.”
— remains challenging, says Donahue.
“It’s hard to get organizations to look at “It’s been very important to know that
Lessons Learned the importance of investing in, recruit- among all the partners in this relation-
Now with two years of practice under ing, and retaining talent. We’ve been ship, everyone has had the full support
their belts, Rice and his colleagues can fortunate to work with some key social of leadership,” says Hutchinson. “They
point to several key lessons learned service organizations that understand are all personally committed. Our
from implementing the Social Sector the benefits and value of this, and, success so far is a testament to hav-
Talent Initiative that may inform the once they do it, most organizations ing a strong belief in this work and the
broader work of building a pipeline of understand that it’s really powerful, but partnership at the top, combined with
minority leaders for the sector. overcoming the hurdle of investing time the ability to make things happen at the
or money to work with an organization implementation level. We’re supported
MBA can be a four-letter word. “One like MLT can still be challenging.” in this work top to bottom.”
hurdle we’re now addressing is the
historical perception in the social Career conversations with prospective
sector that ‘business skills’ and ‘MBA students need to change. “Through
programs’ are bad words,” says Rice. working with MLT, we’ve realized that
“While the social sector appreciates for our social sector leadership efforts
the skills, it doesn’t outwardly value the to really become robust, we need to
business school experience. The Social change cultural conversations about
Sector Talent Initiative has been hugely work, particularly for those from non-
important not only in shaping the wealthy backgrounds,” says Schall. “We
experience for MLT fellows but also in need to emphasize that it’s possible to
helping shape the perception that the both make a living and do good. Stu-
business and social sectors can come dents can experience the incredible,
together in a winning combination for high-level opportunities in government,
next-generation minority leaders.” the nonprofit sector and in public-
private partnerships while making a
Tracking short-term goals is critical to direct impact on their community and
attracting supporters. “Everyone in the the larger society.
social sector grasps the importance of
creating a broader pipeline of minor- “One of the advantages of the shift
ity leaders, but we’ve also learned you in our economy has been a 20% de-
have to have a near-term set of initia- crease in law school applications. Law
tives and outcomes that demonstrate school and investment banking were
a good return on investment for your the old ‘no sink’ options, but this de-
partners,” Rice reports. “In our case, cline in applications may indicate that
that’s the number of folks entering our those traditional options are no longer
programs, where they end up, what seen as desirable as they once were.
they’ll do right out of school in first and We have an opportunity to enlarge
second jobs and what the organizations the conversation and meet the needs
who are partnering with us to hire them of today’s students, who are passion-
see over the next two to five years. It’s ate, entrepreneurial and increasingly
a lesson we learned from the corporate interested in cross-sector careers. They
sector, and it’s important for attracting desire to have an impact on the larger
- 10 -The Looming Challenge: Creating Commonly Recognized Career Paths
Within the Social Sector
The social sector is increasingly compelling, challenging bright minds with large-scale problems
and offering a number of ways to make a difference through government, nonprofits and public-
private partnerships. But at the same time, compared to the corporate world, looking for a
“typical” career path in the social sector can be like wading into a murky fog.
“Young people are increasingly looking the MLT partnership, working with the to a strong, rewarding career in the
for meaning in their work,” Schall points career planning offices at both Stern social sector is not easily defined. But
out. “Our idea at Wagner is that focus- and Wagner,” adds Hutchinson. “Our as a funder, if we want a clear pathway
ing on a particular sector is less impor- goal for the class entering in 2013 is to for minority leaders we will need to
tant than focusing on students’ desire provide mentors in the sector to help dream up better ways to expose and
for impact. Our students are likely to them navigate and create relationships. engage talent more efficiently than one
work in more than one sector over their Right now we still have a small number nonprofit at a time. MLT provides this
careers. The lines between sectors of students, and each has very differ- so crisply for the corporate world, and
seem to blur more these days than they ent career interests. There’s not one we think they can help do that for the
did 20 years ago. Back then, if you were employer who would satisfy all of them, social sector as well.”
in business, you’d make money, serve on so it requires a much more customized
a board or two and switch to the social approach.” What’s Next?
sector at retirement. Now, there’s an In terms of growing the Social Sector
increasing notion that graduate school Approaching the career-building hurdle Talent Initiative, MLT will continue its
is an opportunity to equip yourself with from each individual Fellow’s perspec- activities for each level of its program-
skills that give you more choices about tive is valuable, and the MLT/NYU ming, add a social sector internship
where to deploy them. But there isn’t a partnership does it well — but there’s a program for first-year MBA students
clear, step-by-step path.” larger issue when it comes to the way and second-year dual-degree students
social sector organizations typically ap- and add a broad rollout of programs to
Part of the work of MLT has been to proach the search for talented, up-and- its mid-career alumni in 2013.
concentrate on forging that path. “If coming leaders.
you’re going to business school and “Building out more mid-career support
are interested in consulting, you’ll likely “People like Corey want to make their for those in the social sector is espe-
have exposure to Deloitte,” says careers in the social sector, but the way cially critical, because it’s not enough
Donahue. “But if you’re passionate foundations and nonprofits identify and to help someone get into a great grad
about social issues, chances are good recruit talent is very different than in school and get that first post-grad job,”
you’re not going to have exposure to the corporate sector,” Rice observes. says Donahue. “We’ve accelerated the
career opportunities in the social sector “We need to take a collective approach career trajectory for all of our Fellows,
in the course of your business school to engaging hiring organizations in the but until they’ve achieved the impact
experience. Those kinds of organiza- social sector. We’ll have to take an even they want to achieve, there is more
tions don’t come on campus to show more collaborative approach to cre- MLT can do to support their efforts.
how you can use your skills in a career ate a critical mass of opportunities so Our vision is to make MLT a continu-
path. We’ve had to build exposure to that a hiring organization with unclear ous, career-long experience, one that’s
those careers and help explain those needs can still take full advantage of with you until you achieve your ultimate
paths: to show how you can use that our model.” impact.”
MBA to have an impact on social sector
organizations.” “We’re not looking to build a new social In terms of expanding the dual-degree
sector recruiting firm,” says López. “We component of the Social Sector Tal-
“We’re in the process of implementing understand better now than we did a ent Initiative, all partners are currently
a model of mentorship and support for couple of years ago that the pathway exploring the options. “Growing the
- 11 -dual-degree program will depend a increasing the pipeline of talented, and institutions, whether or not they
great deal on capacity,” says Donahue. diverse leaders for the social sector participate or partner with MLT.”
“Even NYU can only admit so many means growing the number of players
students. We’re working on establishing on the field. Rice and Donahue have • Encourage more social sector orga-
partnerships with other schools, but it several suggestions for those wishing to nizations to invest in talent. “We urge
will be difficult to match the coordina- engage: anyone to take the lessons from MLT or
tion and support NYU has put together any other resource to further the work
for dual-degree students. There are • Help MLT scale its work by becoming of increasing nonprofit investment in
other opportunities for young people to a partner. Partners can help develop talent development,” says Rice. “Re-
learn the skills they need without pursu- curriculum, participate in events and gardless of whom you work with, invest-
ing a dual degree. However, the dual network with and recruit MLT Fellows ing in talent will drive better outcomes.”
degree may be the more efficient way as interns or full-time employees.
for some of our MLT Fellows to attain That’s a belief that the Casey Founda-
their goals. ”
• Concentrate on volunteer leadership. tion holds dear. “We want to be on the
“We’ve been focused mostly on people cutting edge of this work,” says López.
who want to work full time, but there “We think it’s important and compelling
Hutchinson is excited about the op-
are opportunities to explore board for this country and the young people in
portunity to reach potential social
seats and other volunteer leadership it. We need to give those who want to
sector students earlier and see the
opportunities as well,” says Donahue. solve complex problems, particularly for
partnership with MLT expand. “As our
work continues, it will be about build- children and families, the best path-
• Spread the MLT method. MLT has ways to do that. But we also need to let
ing a program that really meets goals spent a lot of time codifying its pro-
for our students, and how MLT rolls it the Social Sector Talent Initiative run
grams and practices so that other
out to broaden the pipeline,” she says. its course. We’re still in the early stages,
organizations and individuals can use
“If MLT wanted to adjust their model and the question of viability is still open.
its method for furthering careers. “We
and engage with students even earlier The challenge for funders like us is that
would like to see our alumni working
in their process to consider the social the payoff is years and years ahead of
with other organizations to help imple-
sector, I’d be interested in being part of us, as those entering the social sector
ment the MLT method for their target
that conversation.” will need time to grow into leadership
constituencies,” says Rice. “We also
roles. That’s a challenging timeline for
want to make our frameworks more
Of course, growing all aspects of the philanthropy, but we think it will be
broadly available to more individuals
Social Sector Talent Initiative and worth the wait.”
-2-What’s Next for Corey
“It became more and more clear over the course of my first
year in the dual-degree program that I should be pushing
on the new middle school I want to create in Harlem,” Corey
reports. After a summer working at Teach for America, he
and a fellow classmate decided to go for it. As Corey works
to complete his dual degree, he and his partner have finished
their business plan and are actively fund-raising for the
school, which they have named Brotherhood Prep.
“This was all accelerated by MLT, NYU and even Casey,
whether they intended that or not,” he jokes. “That’s a
testament to the importance of focusing on leadership. I
came from not seeing my worth in being in graduate school
to being comfortable taking on leadership within it. Now I
have a deep leadership team for my project, a network of
support and this new school really has legs. A lot of people
believe in this. There’s not a day I don’t feel privileged and
glad to be where I am. I could still be a teacher somewhere,
struggling with entrenched problems, but instead I’m on
the cusp of building something new that could become an
institution in Harlem and even in other parts of the country.”
For more information about MLT, visit www.ml4t.org or call
212.736.3411. To learn more about NYU’s MBA/MPA dual-
degree program, contact wagner.admissions@nyu.edu,
212.998.7414, or visit www.wagner.nyu.edu or stern.nyu.edu.
To discuss the Casey Foundation’s involvement, please
contact the Foundation’s Talent and Leadership
Development Unit, 410.547.6600.
-2-Putnam
)(
community
investment
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