Philanthropy has long been accused of lacking equitable investments in racialized communities, and in particular Indigenous and Black-led organizations. In addition, whereas women make up nearly 80% of the nonprofit workforce, many of the leadership positions are held by men. And these are just a few of the issues the sector faces in terms of diversity, equity, and inclusion.
However, the sector has made gains in the past several years. While groups that have been historically marginalized have been engaging in equity and inclusion work for years, funders are now also examining their own position of power and how they can help create more equity in the sector. Many community foundations and corporations have boldly stated their intention to support organizations that prioritize their own efforts in striving for equity, inclusion and belonging. So, for ally-led organizations to be competitive when seeking grants and corporate support, it is imperative that groups have done their own authentic internal work, and can adequately communicate their efforts to funders.
It is an exciting time where equity and inclusion can not only support an organization’s fundraising efforts but enhance them as well. If your ally-led organization is unsure of how to start creating an authentic DEI strategy, here are five things to consider:
- Reflect on any barriers to your inclusion efforts. Reflection can be a difficult task, but it is certainly necessary before any authentic changes can be made. One way to figure out if your organization has any barriers is to consider the diversity of your leadership, including the board. Do you have a diverse group of people with different, socio-economic backgrounds, ethnicities, and experiences? If not, there is certainly a barrier that is preventing these voices from being at the table. Have a look at policies, methods of recruitment, and other common practices your organization uses and reflect on how they are discouraging participation from the groups you would like to engage with.
- Start developing relationships with groups doing the work you would like to engage in. As I mentioned, groups that have been historically marginalized have been doing this work for years. They are experts who have in many cases already been engaging authentically with their communities for decades. If your ally-led organization would like to start outreach to communities you have not previously connected with, start by developing relationships with groups already doing that work. Relationship building takes time and commitment. However, once you develop trust, you can start working in partnership with these groups and further develop relationships with the communities you would like to engage. The same can be said if your organization is looking to engage authentically with racialized donors. These relationships need to be developed with care and consistency.
- Engage a consultant or take training. There are many excellent consultants that can lead training in topics such as inclusion and belonging or assist your organization in reflecting on their current strategies and widen them to include an equity lens. If you are unsure how to start, hiring a consultant or registering your staff and board in training is an excellent way to start learning about how you can start developing a DEI strategy or identify areas where your organization can improve.
- Ask your network for feedback. Part of developing relationships with donors and volunteers is surveying them for feedback. Consider reaching out to your supporters and seeking their thoughts on whether your organization is moving in the right direction in terms of equity and inclusion. If you plan to survey a group that has been historically marginalized, do not assume their feedback will be provided for free. Consider offering some form of compensation whether an honorarium, gift card, or free programming in exchange for their valid and important contributions. This will go a long way in terms of developing trust, building donor relationships, and authentic engagement.
- Be patient. I’m sure we would all love this work to be easily displayed in a checklist where we can complete steps one through five and be done with it. But, the real truth is, the work of creating an equitable and inclusive organization requires an ongoing commitment and patience. The work can be slow, but over time you will build a culture that is truly equitable and inclusive and funders will be able to see your efforts. It is ok to be honest and upfront with funders when explaining that your organization is making continual strides and improvements in DEI work, and it will be an ongoing process.
Creating an authentic DEI strategy does not have to be difficult, but it does require using an equity lens on all of your organization’s work and being willing and open to make changes. People can sense authenticity, so even small acts can make big gains if completed consistently and over time.
With over 15 years of experience in the nonprofit sector including as a former Executive Director, Roxanne Tackie is a creative, avid tap dancer and instructor who enjoys crafting and baking. As the co-founder of Story Point Consulting, Roxanne uses her skills to help nonprofit teams develop genuine and long-term relationships with their donors. She excels at writing impact stories, donor stewardship strategies, and donor prospecting. If you are a small organization, or even a one-person shop looking for additional fundraising information, sign up for our newsletter and you’ll receive weekly fundraising tips and templates tailored to help your small nonprofit organization.
