Wisdom of WOC: Insights on Inclusive Philanthropy and People-centered Leadership with Tricia T. Snyder
The Wisdom of WOC is a monthly advice column where the WOC Community can submit its questions about fundraising and philanthropy, and have them answered by our founder, Yolanda F. Johnson, and special guest editors from the WOC community.
From Our Mailbag
Q: Your work bridges philanthropy and global feminist movements. What first drew you to this path, and what continues to ground you in it today?
A: I’ve always been clear-minded about helping the most vulnerable and often forgotten. That instinct has shown up in every chapter of my career, from rare medical conditions to children's health to humanitarian efforts. There’s always a throughline: Who is being left out, and what will it take to change that? My parents were Vietnamese refugees, boat people who fled everything they knew and rebuilt their lives from nothing. They persevered, and they were held up by the community along the way. That experience of being seen, of being invested in, is something I carry into my work. As the world has shifted dramatically in recent years, my commitment has only intensified. When systems of power feel increasingly hostile to the most vulnerable, I’ve only gotten more grounded and clearer
Q: You’ve helped shape the major gifts strategy through a more inclusive lens. What does feminist fundraising look like in practice, especially in spaces that weren’t built for it?
A: When it comes to fundraising and philanthropy, I try to interrogate assumptions in the traditional model, who we invite to give, who we trust to lead, and who we believe has something valuable to offer. As a profession, we need to question “best practices” that support the status quo. In practice, I'm still working on expanding who donates, who leads the workforce, and who serves on boards.
We’ve made real progress in some places, more women of color in senior development roles, and more authentic storytelling from communities who have historically been spoken about rather than with. But we’ve also backtracked in others. DEI commitments that once felt non-negotiable are quietly disappearing. It's something I see and feel in real time. When I look across professional conferences and affiliations, there are still very few people of color as frontline fundraisers.
That gap is not a pipeline problem; it's an accountability problem. What keeps me going is knowing that inclusive philanthropy actually works. A more diverse donor base is more resilient. Leadership that reflects the communities you serve produces better outcomes. Inclusion is not a compromise.
Q: In your experience, how can philanthropy move from intention to accountability when it comes to equity and power?
A: Real accountability requires structural commitment, not just good intentions. It means having real expectations of organizations and leadership, not vague aspirations. It means building real promotion pathways for women of color to reach senior levels. Leaders, particularly those who are not women of color, need to increase their efforts to mentor and sponsor colleagues who don't look like them. Mentorship builds skills and sponsorship opens doors. And leaders need to actively resist the tendency to see cultural and practical differences as a source of friction. Different communication styles, different ways of building trust, different frameworks for
problem-solving, these are assets. Organizations need to leverage differences, not just tolerate them.
Q: You lead with a people-centered approach. What does that actually require of leaders, especially in high-pressure, results-driven environments?
A: I think about this often — Why do we treat our donors and partners with such care and attentiveness, and then turn around and treat our own colleagues differently? I understand how essential the bottom line is. Without revenue, organizations would cease to exist. But at what cost? And what is ultimately the goal? People-centered leadership requires psychological safety. Mistakes should be encouraged and allowed. There is a particular fear for women of color, since there are so few of us in the room, any uprising or misstep can feel like it could cost us our seat at the table. That fear is rational. It is based on real experience. And leaders have a responsibility to actively dismantle it.
Q: Working across cultures and movements, what has listening taught you about building trust and meaningful partnerships?
A: Perhaps it's my Southeast Asian background, but I lean toward cause-and-effect thinking and both/and thinking. I resist the urge to flatten complexity into easy either/or choices because the work rarely lives there. Trust is not built through what we say we believe. It is built through what we actually do, consistently, over time. There is no shortcut. You show up. You follow through.
Q: You’ve navigated meaningful career transitions. How do you recognize when it’s time to evolve, and how do you move through that uncertainty with clarity?
A: I've been incredibly fortunate in my timing, and I try to be honest about that. I’ve had sponsors and advocates who have had my back, and I've stayed connected to mentors and peers who help me see my own value. For women of color, there's an extra layer to career transitions that doesn't get discussed enough. We are often conditioned to minimize our own impact or wait for explicit permission to step forward and take up space. Learning to receive honest feedback, trust it, and act on it has been part of my own growth. It’s done by staying in community with people you trust and who will tell you the truth about what they see in you.
Q: In mission-driven work, what does healthy and sustainable work/life integration look like for you in this season?
A: Again, I've been incredibly fortunate to have the opportunities presented to me. Mission-driven work will always be central to who I am, particularly now, when the world feels most vulnerable, and the stakes feel highest. It's core to my values. Another thing I’ve always been clear about: if you're going to take my “time, talent, treasure, testimony, and ties” away from my family, it has to be worth it. That's not cynicism, it's self-awareness. And honestly, it makes me a better fundraiser, because I bring that same discernment to the work itself. Right now, I'm in a season defined by my children. They are school-age, active, and vocal. Both of them have told me they want me around more day to day, and I take that feedback seriously. I still travel, and work is genuinely fulfilling for me, as is the mission. But I'm intentional about not letting it become the default.
Q: What is one piece of wisdom you carry with you that continues to shape how you lead and live?
A: Integrity is everything. Living that out means alignment. Does how I spend my time reflect what I say I believe? Does the way I treat my team reflect the values I publicly advocate?
It also means speaking up, even when it's hard. As an Asian woman, I feel like I'm constantly having to fight off the “Model Minority Myth,” the underlying, persistent pressure to be exceptional but invisible, to succeed without making anyone uncomfortable. I refuse that. Silence is not safety. And for me, it is also the most important thing I can model for the next generation of leaders, especially women of color who deserve to see what it looks like to lead with both strength and integrity.
This Week’s Expert
Tricia T. Snyder
Director of Philanthropy, Western Region
Global Fund for Women
Got a Question?
Got a question about fundraising or philanthropy? Are you a woman of color non-profit professional with a question on career growth? Don’t be shy! We’ve got the answers. Send them our way.
