Effective Recruitment Depends on Viewing Diversity as an Engagement and Fundraising Imperative

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.

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Inside Philanthropy – Help Wanted: How to Remove Barriers to Hiring Fundraisers From Other Fields

“Unwillingness on the part of the fundraising profession to pay attention to transferable skills has not only diminished the pipeline of talent, but also diminished success in objectives for the profession to become more diverse,” says Ron Schiller of Aspen Leadership Group. “We’re missing out on plenty of people with strong skills and relevant passion who could put those skills to work for something that matters deeply to them.”

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Assess, Rethink, Reset: Retaining and Hiring Advancement Teams in the Midst of this Crisis

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.

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