{'fraction_non_alphanumeric': 0.017159199237368923, 'fraction_numerical': 0.0, 'mean_word_length': 6.094594594594595, 'pattern_counts': {'":': 0, '<': 0, '<?xml version=': 0, '>': 0, 'https://': 0, 'lorem ipsum': 0, 'www.': 0, 'xml': 0}, 'pii_count': 0, 'substrings_counts': 0, 'word_list_counts': {'cursed_substrings.json': 1, 'profanity_word_list.json': 0, 'sexual_word_list.json': 0, 'zh_pornsignals.json': 0}}
Multicultural Organizational Development in Nonprofit Human Service Agencies

ABSTRACT Current political, economic, and demographic developments place increasing pressure on the nonprofit sector to meet the needs of vulnerable and disenfranchised groups. The growing heterogeneity of the human service workforce compels agency administrators to foster organizational environments that support diversity. In response to constituent and staff trends, nonprofit human service agencies need to engage in multicultural organizational development (MCOD), a complex change process that fosters the elimination of oppression and the promotion of differences. In this article, the author explores various facets of MCOD in nonprofit human service organizations. Based on in-depth interviews with human service practitioners experienced in MCOD initiatives, key values, goals, and activities are delineated. The data suggest that while the values of MCOD indicate comprehensive transformation, the subsequent goals and activities do not fulfill such a vision.