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.
Current fundraising practices often only focus on the treasure – what is a donor’s capacity to give? When we expand the definition of philanthropy beyond Treasure to also include Time, Talent, Ties, and Testimony, we increase our number of supporters and leaders, especially women.
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.
Featured in Inside Philanthropy: “Build a Larger Toolbox.” A Veteran Higher Ed Fundraiser on the Field’s Virtual Futureby
Don Hasseltine speaks with Inside Philanthropy about two questions on his mind: How will COVID-19 change the day-to-day mechanics of higher ed fundraising, and how can professionals prepare for these changes? “He predicts that online connection will play a significant role in fundraising for a long time to come—and those who embrace it stand to make their donor bases even stronger than they were before the pandemic.” Read the full story.
Your ability to quickly reset your organization’s overall financial situation after COVID-19 will likely depend on attracting significant philanthropy. While all arms of your organization will make difficult sacrifices, your advancement team may be key to protecting your organization’s long-term viability, and you must work closely with leadership to assess, rethink, and reset critical staffing decisions.
We know that women organize quickly to offer support in a crisis. It’s natural to want to activate them now during the coronavirus response, but first we must pause, listen, then pace out a strategy.
Inside Philanthropy: As Fundraisers Take Stock of a Grim New Landscape, They See Different Paths Aheadby
As coronavirus cases mount, fundraising has ground to a halt at some organizations but is being transformed at others. ALG senior consultants and advisors share insights about the current landscape and how to navigate.
Our Covid-19 Resources page offers the ALG community resources for navigating this difficult time. We have provided briefings on how to embrace donors and volunteers as partners, manage and motivate remote teams, and adapt to new realities for hiring and fostering team culture. Additional resources from the philanthropy sector address fundraising, CARES Act legislation and relief efforts for nonprofits, and recommendations from public health organizations.
Women aren’t harder to fundraise from, just different, in how they prefer to give. Change your narrative and your approach to engage them more effectively.
A book club could help you engage staff, leadership, and volunteers to grow women’s philanthropy by creating structured learning, an opportunity to evaluate current practices and share new ideas, and incentive to shift behaviors and strategies.