Cathleen Clerkin: Architect of Equitable Leadership Frameworks
We’ve followed Cathleen Clerkin’s work as she redefines how we understand power dynamics in nonprofit leadership. With a PhD in Psychology and two decades of research experience, Clerkin merges academic rigor with practical insights to address systemic inequities in organizational structures.
Career Trajectory: From Neuroscience to Systemic Change
- Early Academic Foundations (2000s): Earned UC Berkeley psychology degree before completing Michigan’s doctoral program studying creativity and social identity
- Leadership Laboratory Years (2010-2018): At Center for Creative Leadership, pioneered studies on women’s leadership challenges and holistic development frameworks
- Data-Driven Advocacy Era (2019-present): As Candid’s research leader, analyzes 25M+ nonprofit profiles to expose systemic biases in funding and leadership
Defining Works: Three Pillars of Influence
- Co-leadership: A path to more diverse, sustainable nonprofits? This 2024 analysis of 5,000+ Candid profiles revealed co-led organizations have 81% female leadership representation compared to 63% in single-leader structures. Clerkin’s team employed intersectional analysis of gender, race, and disability status, uncovering that BIPOC women leaders disproportionately bear burnout risks in traditional hierarchies. The article’s call for structural reform has been cited in 37 foundation policy papers.
- Methodologically innovative, Clerkin cross-referenced leadership demographics with IRS 990 filings to correlate governance models with funding patterns. Her finding that co-led nonprofits receive 23% less unrestricted funding sparked ongoing advocacy efforts for equitable grantmaking practices.
- The Unintended Consequences of Social Impact Data Standardization In this prescient 2024 warning, Clerkin dissects how well-intentioned metrics often reinforce existing power imbalances. Through case studies of AI bias in grantmaking algorithms and VR training tools designed for male users, she demonstrates how standardized data collection frequently excludes marginalized voices.
- The article’s proposed “Inclusive Data Checklist” has been adopted by 14 major philanthropic networks. Clerkin’s analysis of 20 years of Candid grant data showed how standardized reporting requirements disadvantage small BIPOC-led organizations by 41% in funding success rates.
- This Giving Tuesday, What's Our Current State? Leveraging Census Bureau and DOL statistics, Clerkin’s 2024 gender analysis exposed the “glass elevator” phenomenon where men hold 38% of nonprofit CEO roles despite women comprising 75% of sector workers. Her intersectional breakdown revealed white male CEOs lead 58% of organizations with $50M+ budgets compared to 12% for BIPOC women.
- The article’s call for community-centered grantmaking influenced $27M in redirected funding through CWIP’s advocacy network. Clerkin’s patented “Leadership Equity Index” methodology now benchmarks 1,200+ organizations annually.
Strategic Pitching Guide
1. Propose Co-Leadership Case Studies with Intersectional Data
Clerkin’s 2024 co-leadership research shows particular interest in how shared executive models reduce burnout among marginalized leaders. Successful pitches should include: - Demographic data on leadership teams - Financial performance metrics pre/post structural changes - First-person accounts from BIPOC women in co-CEO roles Example: Her analysis of Esperanza United’s dual-director model informed 23 state policy recommendations.
2. Surface Underreported Data Biases in Philanthropic Tech
With her SSIR piece exposing algorithmic discrimination, Clerkin seeks investigations into: - Grant application systems filtering minority-led initiatives - Donor platforms using exclusionary demographic tracking - Predictive analytics reinforcing funding inequities Provide technical specifications and user experience testimonials for strongest relevance.
3. Connect Leadership Practices to Holistic Wellbeing
Building on her neuroscience research, Clerkin prioritizes stories demonstrating: - Mindfulness programs reducing executive turnover - Flexible policies improving board diversity - Trauma-informed management boosting staff retention Include validated psychometric assessments in proposals.
4. Track Policy Impacts on Nonprofit Diversity
Clerkin’s team is currently mapping state legislation affecting leadership structures. Pitch: - Local ordinances incentivizing co-leadership models - Federal contracting requirements for board diversity - International comparisons of nonprofit governance laws Emphasize longitudinal data and enforcement mechanisms.
5. Highlight Innovative Funding Models for Equity
With her focus on resource allocation, Clerkin seeks: - Community-led grantmaking initiatives - Participatory budgeting case studies - Endowment structures benefiting marginalized leaders Include measurable outcomes and replication frameworks.
Awards and Industry Recognition
- National Science Foundation CAREER Award (2016): Recognized groundbreaking work on gender disparities in leadership perceptions using fMRI studies. This prestigious grant supports early-career researchers with innovative approaches to complex social challenges.
- American Association of University Women Fellowship (2018): Awarded for developing the first evidence-based training module addressing implicit bias in nonprofit board selections. Used by 1,400+ organizations to date.
- Nonprofit Times Power & Influence Top 50 (2023): The sector’s highest honor, celebrating Clerkin’s data-driven advocacy that redirected $140M toward BIPOC-led health initiatives through updated funding guidelines.
“True equity requires dismantling the very metrics we’ve used to measure progress. When we stop counting heads and start valuing lived experiences, that’s when transformation begins.” - Cathleen Clerkin, SSIR 2024
