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As an executive search firm and governance consultancy supporting the social sector, Good Insight connects good causes to great people. We strive to be intentionally anti-racist in all aspects of our work and are committed to increasing representation of leaders of color across all levels — from the conference table to the board room. 

Our company values diversity, equity, and inclusion and we are committed to anti-racism — not just diversity. We believe that executive search firms have a special responsibility to use our work to address the nonprofit racial leadership gap that has resulted in insufficient opportunities for the advancement of Black, Indigenous, People of Color (BIPOC) in the sector’s workforce, as outlined by our actions below.

As an executive search firm, we connect good causes to great people. While we support clients’ hiring decisions with non-discriminatory guidance issued by the Department of Labor and local jurisdictions, studies have shown that just following equal employment opportunity requirements has not fundamentally changed unjust systems for hiring, retaining, and promoting BIPOC nonprofit leaders. Good Insight will be unapologetic in our efforts to recruit qualified candidates who may have been overlooked or excluded in the past because of race and other intersectional factors, such as gender, sexual orientation, and family status. 

As a small business owned by a white woman, Good Insight represents several dominant cultures existing within the nonprofit sector. We recognize and acknowledge the way that race factors into our own firm’s privilege, power, and access to networks and capital. We are committed to using these resources to facilitate professional pathways for BIPOC nonprofit leaders, while connecting clients with trusted BIPOC partners to address internal systems that affect nonprofit leaders’ advancement in the workplace. We will use our power, privilege, and access to be connectors, not gatekeepers. 

We will show our commitment to anti-racism in the following ways:

  • “Open Door” Policy. We both seek out BIPOC talent during active searches and hold space for passive candidates. Monthly office hours and a resume portal mean that prospective applicants can get on our radar and confidentially discuss their career path.
  • Pay equity and transparency. We believe that the fastest way toward pay equity is transparency about compensation. Our policy is to only circulate jobs that list salary ranges. We evaluate executive compensation packages to inform client searches, and do not ask candidates to disclose current salaries to prevent the perpetuation of current racial wage gaps, which have a lasting impact on generational wealth building.  
  • Address bias in all aspects of the process. For every client, we rework job descriptions to ensure language is inclusive, anti-racist, and absent of inherent bias. We are equipped to conduct blind resume reviews. We use structured interviews, rubrics, and work sample tests to ensure the fair evaluation of each applicant’s ability.
  • Support boards to give BIPOC leaders the tools and resources they need for success. Hiring a BIPOC leader does not solve an organization’s diversity problem. The Building Movement Project’s Race to Lead research shows that leaders of color receive less career support like mentorship, training, and peer networks, and have less access to social capital and networks to support the organization’s advancement. To ensure a successful handoff to all new leaders, we remain engaged as a resource and connection point for clients making transformative change toward anti-racist practices. We provide onboarding plans, 30-60-90-day check-ins for both the new CEO and board chair, and have a referral network of diverse consultants and coaches to supplement experience and address issues as they arise.
  • Adding racial diversity to our own team. We’re a small business with big plans. As we add new talent to our team over time, we’ll continue to prioritize the diverse perspectives and experiences of BIPOC nonprofit professionals, consultants, and vendors. 
  • Sponsor leadership advancement programs. We are invested in the future leadership of the sector and therefore will set aside a budget to sponsor programs for the professional advancement of nonprofit leaders of color. Sponsorship requests for leadership programs, trainings, and conferences may be sent to and will be reviewed by our CEO.

We welcome input and ideas of how we can continue to incorporate anti-racism principles into our consulting work. Please email us at to share your feedback.