Over the past two months, as we have been exploring the topic of Inclusion, it has become clear that Inclusion isn’t just one thing. It has many facets, and it can mean many things to many people. It’s also not…
THE GREAT RETHINK | DIVERSITY, EQUITY, & INCLUSION: Opening a New Era in “Inclusive” Advancementby
Over the past several years, large-scale shifts in the job market have been driven by a confluence of forces. In addition to Workplace issues – which we have covered in depth over the past four months – the world is…
The success of advancement work depends on engaging all potential constituents as fully as possible. Most nonprofits would benefit from increased cultural competency—the ability to understand, appreciate, and interact with people with cultural backgrounds different from one’s own—in order to engage more constituents more fully. A more diverse workforce has a greater capacity to strengthen a team’s and organization’s overall cultural competency.
If you’ve been involved in hiring, chances are you’ve heard a colleague use the term “cultural fit” when evaluating a candidate. Authors Steven Wallace and Ron Schiller suggest rethinking the notion of “fit” in order to minimize bias in recruitment, think more expansively about what is needed for the team’s overall cultural competency, and produce better outcomes for the organization.
Diverse pools are a means to an end. Building diverse teams, while involving more intention than building diverse pools, is also only a means to an end. It takes diverse teams, working in an inclusive culture, and making the diversity of the team count, to engage more stakeholders and raise more money. Diversity is not only a moral imperative—the “right thing to do”—it is a business imperative for everyone involved in nonprofit leadership and philanthropy: boards, volunteers, CEOs, C-suite leaders, and engagement and fundraising professionals. Until everyone involved in the recruitment process understands and can articulate diversity as essential to stakeholder engagement and fundraising outcomes, recruitment efforts will fall short.
New Book – Diversity, Equity, and Inclusion in Advancement: A Guide to Strengthening Engagement and Fundraising Through Inclusionby
Progress on diversity, equity, and inclusion in the field of philanthropy is long overdue. To help move the needle, Angelique Grant and Ron Schiller have authored the first comprehensive book on DEI specifically for nonprofits and advancement teams. Diversity, Equity, and Inclusion: A Guide to Strengthening Engagement and Fundraising Through Inclusion is now live in the CASE Bookstore. The book offers a guide for building inclusive cultures and teams. It explores how to implement a culture of DEI, recruit, onboard, and retain diverse staff, and integrate DEI into fundraising campaigns. ALG looks forward to sharing this new resource with our partners to create sustained behavioral change in the field of advancement.
More fundraising leaders are embracing inclusion and want to train their teams on diversity, equity and inclusion. But are we adapting our actions by applying a DE&I lens to our advancement practices? Williams College and William & Mary demonstrated success when they adopted inclusive fundraising strategies. Now the philanthropy sector must develop new skills and change behaviors to achieve similar long-term results.
The movement to grow women’s philanthropy is not meant to focus only on one profile of women who give. Women’s philanthropy includes ALL those who identify as women. It is intended to be inclusive. Yet current language and actions by those who identify as white cisgender women leaders in this movement – including myself – may not be making inclusivity clear. We unconsciously may be perpetuating a system of racism and gender inequity.
It is on us to create diverse women’s philanthropy councils. Now. Women of color are the most underrepresented of all groups on boards. Women of color and women of different generations have voices and perspectives to add regarding how they give and want to be engaged. By including men on our councils, they can leverage their platforms and share their power, making them valuable contributors and allies to grow women’s philanthropy. Wider diversity will help our councils make better decisions and grow philanthropy. This takes attention, intention, asking stakeholders for help, and adapting your model when needed, to be successful.
White nonprofit professionals who aspire to be allies must stay engaged in anti-racist work. Checking out is a privilege and ALG’s Colleen Flynn offers resources for supporting colleagues of color and staying accountable.
If you are a leader in an organization committed to diversity, equity and inclusion, now is not the time to remain silent. Now is the time to show your colleagues of color that you value them and support them, and that you are committed to playing a leadership role in your organization’s anti-racist work.