In 1979 United Way was my first employer when I started my career as a nonprofit organizational development consultant. The exec had some money and wanted to find a way to provide services to non-United Way nonprofits beyond grants. It was a great job in terms of learning the consulting ropes and eventually spinning-off into an independent management support organization that in-turn launched me into a private firm. I do continue to have a bit of affinity for the concept of the United Way and certainly what brought it into the world (workplace giving) and for its role as a practice leader - teaching through action nonprofit management effectiveness and efficiency.
However, at least according to recent media stories, all is not going well and certainly not representative of even adequate practice leadership. Many women have come forward and now to the governing bodies of United Way International, to share their stories of gender harassment and inequality. Their evidence is profound but few, and particularly management (apparently the source) are paying much attention. So making the case to the board and subsequently the public really is the only practical recourse. The board has hired a law firm to investigate and as noted in this article from the Huffington Post, a telling way for the board to go to attempt, if that's the goal, to address the situation. As a non-legal consultant that has assisted a variety of boards with internal issues related to their execs, my approach to understanding the nature, veracity and source of the situation is not with a legal lens but a human and process lens - one that includes understanding both the formal and informal policies and practices and also includes ensuring that all voices are heard. This is what I believe the approach necessary for both truth telling and resolve.
Perhaps some change will come from all this. Perhaps the board will step-up and not just back it's long-term CEO but its employees. And perhaps this is Possible?