Diversity

is

Diverse

Diversity is Diverse Congress 2015 – Discussion Session

Tara George

Senior Vice President, & Lead Executive Search Consultant

KCI (Ketchum Canada Inc.)

Nicole Nakoneshny

Vice President & Editor, KCI Philanthropic Trends Quarterly

KCI (Ketchum Canada Inc.)

Focus of this Session

What is your organization doing to ensure inclusivity in your recruitment of staff and board members as well as in your fundraising programs overall?

In this session, we will: 1. Discuss the internal, external, and organizational dimensions of

diversity;

2. Explore the importance of diversity and inclusion in staff and volunteer teams;

3. Identify some common barriers to inclusion in hiring practices; and

4. Review how best to create an authentically inclusive fundraising program.

Timing: 1.5 hours

Question for Participants: What are you hoping to get out of this session?

Group Activity

• What is Diversity?

• And what do we mean by Inclusion?

• Please form up into groups of 4-6 people

• Discuss amongst yourselves, share your

perspectives and thoughts

Diversity Definitions

From AFP: • Diversity is the seeking and achieving of a broad representation of

experiences, perspectives, opinions and cultures.

• Inclusiveness is an essential source of vitality and strength for the effective pursuit of an organization’s mission

From YMCA of Greater Toronto: • Diversity exists when every individual and all communities are able to

access, participate in and benefit fully from programs and employment at the YMCA of Greater Toronto.

• Diversity is valued when the diversity of people and communities are regarded as assets and their contribution to the social, political and cultural enrichment of the GTA and this Association is recognized.

• Social Inclusion ensures that diverse communities share in power, give voice effectively to their issues, are involved in decision-making processes and have fair access to information, and services.

• Inclusion is also promoted by challenging specific forms of exclusion including systemic barriers.

Dimensions of Diversity

Setting

the

Context

Canada’s Changing Demographic Picture:

High Growth in Largest Urban Areas Population Growth, 2006-2011

Six Largest

CMAs Medium

Urban (CAs)

Other CMAs

Rural/

Small Town

*

*Calgary, Edmonton, Vancouver, Toronto,

Ottawa-Gatineau, Montreal

Source: Statistics Canada, 2011 Census

Share of Census Population, 2011

Diversity on Canadian

Boards & Senior Leadership • Corporate Sector: The 2014 Annual Report Card from the

Canadian Board Diversity Council reveals: – Women now hold 17.1% of FP500 board seats, up from 15.6% in 2013

and 14.4% in 2012.

– Visible minorities and Aboriginal peoples make up 19.1% and 4.3%, respectively, of Canada’s population, according to a 2011 Statistics Canada survey. In contrast, 2% of board seats are held by visible minorities; and, 0.8% are held by Aboriginal peoples.

– When seeking to recruit new members to the board of FP500 corporations, 90% of directors tap into their personal networks. 83% of directors report that diversity in terms of gender, ethnicity and/or aboriginal background is a prime consideration when recruiting new directors.

– Two-thirds of board member respondents indicated that their board uses the services of a search firm to aid in board member recruitment.

– However: There is a considerable lack of diversity on TSX60 survey respondent boards. There are only 24 visible minority directors, (5 of whom are women), 3 Aboriginal directors and 2 people with disabilities (1 of whom is a woman) among the 35 companies who completed the survey. Seventy-two percent of directors who responded to the survey do not meet even one diversity criterion. (310 out of 432)

Diversity on Canadian

Boards & Senior Leadership • NFP Sector: According to a 2010 BoardSource report, 84%

of board of trustee members were white, and of those 52% wee males. In addition, half were between 50 and 65 years of age.

• In a report commissioned by DiverseCity: The Greater Toronto Leadership Project , Dr. Chris Fredette of Carleton University’s Sprott School of Business sought to determine just how diverse leadership is among nonprofits in the GTA. Fredette analyzed more than 4,200 board positions at 420 nonprofits.

– Only 15.6% were held by visible minorities

– Only 44% of nonprofits reported having a formal working definition of diversity, and of these, 83.6% included ethnicity, race and colour, 49.4% included country of origin, and 36.3% included immigrant and refugee status in their definition

Diversity in the Fundraising

Profession

• Few statistics available for dimensions of diversity

beyond Gender, Ethnicity, Age, and Education

• At a 2013 AFP Diversity and Inclusion Summit, the

#1 identified need was research about diversity in

the fundraising profession – Hilborn:ECS is partnering with AFP, CAGP, and several

other organizations

– Report to be released early in 2016

What is your main ethnic

background? - Canada

Filipino

Korean

Japanese

Southeast Asian (e.g. Vietnamese, Cambodian, Malaysian,Laotian, etc.)

Arab

Indian Band/First Nation

West Asian (e.g. Iranian, Afghan, etc.)

Latin American

Aboriginal people (e.g. North American Indian, Métis, or Inuit(Eskimo))

Chinese

South Asian (e.g. East Indian, Pakistani, Sri Lankan, etc.)

Caribbean (West Indian)

Black

Other:Please Specify

White

0 50 100 150 200 250

1

1

1

2

2

2

3

6

6

10

10

12

15

16

236

Source: Hilborn:ECS

study preliminary results

What is your sexual

orientation? - Canada + USA

10%

81.0%

7.00%

2%

Prefer Not to Answer

Heterosexual

Homosexual

Bisexual

Source: Hilborn:ECS

study preliminary results

Diversity in the Fundraising

Profession • AFP Salary Survey 2014

– 75% of total members reported gender as female

– Of the members who report their age range, 63% are 40+ years of age.

– About 89 % of AFP members who report their ethnic background are Caucasian.

• This is down from 93% in 2011, we are making some progress

• AHP Canada 2014 – 83% of respondents were female

– 73% reported to be aged 40+

– 49% have at least an undergrad degree, and 18% have graduate degree

• APRA Canada 2014 – The majority of APRA membership is women (83%)

– 74% of members are at age 35 or over, an increase from 68% in 2011.

– 60% have Master level or higher

• Council on Advancement and Support of Education (CASE) – In 2011 indicated 91% of the development professionals members were

white, with 9% minority.

Shifted Mindset

“I think diversity, for a while, has been a sideline, nice-to-do issue, but what we’re now

seeing is a shifted mindset. We’re seeing diversity become a strategic issue, where

boards are saying ‘we need to evolve, to not only reach out to our communities, but to be

more effective as governors of our organizations, and to make sure we’re

legitimate in the eyes of people who use us, and more importantly, fund us.’”

- Dr. Chris Fredette

The Business Case for

Diversity • Research shows that once a nonprofit board reaches

critical mass of 30%+ visible minorities, there will be an increase in the benefits of diversity experienced by the organization

• In addition to being a good moral imperative and societal goal, workforce and board diversity needs to be viewed as a competitive advantage and a business opportunity.

• It is well-proven that diverse, heterogeneous teams promote creativity, innovation and product development and is key to being able to attract support from a donor population that is becoming increasingly diverse.

• As well, increased diversity leads to increased responsiveness organizations to an increasingly diverse world

• Evidence shows that managing a diverse work force can contribute to increased staff retention and productivity.

Diversity in

Staff &

Volunteer

Teams

Recruitment Obstacles

• A 2008 report by Johns Hopkins found that

organizations report that it is 2-3x as difficult to

recruit people of color in fundraising, program

and other functional areas.

• Most common recruitment challenges are:

– Poor access to diverse networks,

– Interview methods that fail to demonstrate an

organization’s commitment to diversity,

– Rushed hiring processes that don’t allow for

adequate time to develop diverse candidate pools.

Retention Obstacles • The Voice of Nonprofit Talent: Perceptions of Diversity in the

Workplace * – Employees desire a work environment in which “inclusion is

embedded in the daily experience”

– “Candidates and employees consider the diversity of senior management teams to be one of the truest indicators of an organization’s commitment to diversity.”

– “Many employees of color experience the presence of bias and unfair treatment in the workplace, which leads to employee turnover and the related financial costs for companies and organizations.”

• “People of color want to work in organizations where they have the same chance for success as other employees. They want to work in organizations that welcome and value the differences in perspective and experience they bring.” – Michael Watson, Senior Vice President, Human Resources and

Diversity, Girl Scouts of the USA

*study by CommonGood Careers & Level Playing Field Institute, which also quotes another report, the 2007 Corporate Leaders Survey conducted by the Level Playing Field Institute

Recruiting Diverse

Boards & Staff Teams: Group Discussion • While diversifying your board and staff can be challenging, it is

essential. So, begin by being very intentional and proactive. Recruiting a diverse talent pool most likely will require new and different strategies.

• GROUP A: Take 3-5 minutes and think about your board…

• GROUP B: Take 3-5 minutes and think about your staff …

• BOTH: – what dimensions of diversity are important in your organization?

– How diverse is your board/staff, according to these dimensions?

– How might you approach recruitment differently to increase diversity?

– Where might you look to recruit more diverse board/staff members?

• Let’s share our ideas and brainstorm together…

Recruiting Diverse Staff

Teams • Volunteers and employers sometimes share with me the perception

of fundraisers is that we all look alike and act the same. There is an impression that fundraisers need to fit a cookie-cutter mold to be successful.

• However, our organizations and the communities we serve are diverse in myriad ways, and therefore our fundraisers do not all need to have the same look, personality or life experiences.

How do we recruit a diverse staff team?

• Start with a diverse search committee. When candidates interview with your organization, they will see first hand the importance of diversity.

• Post your employment opportunities in areas where diverse audiences will seek employment

• People tend to “hire themselves”, so it’s important to be aware of your own biases.

• The challenge lies in our ability to recognize and appreciate talent and potential when it lies outside our own frames of reference.

Growing diverse leaders • Advancement professionals under 40 are more

visibly diverse than those over 40…therefore the ‘grow your own’ approach is critical

• Actively identify and recruit diverse candidates, as they may not apply for staff or volunteer roles

• Mentoring support and specialized leadership development programs may aid in retention and growth of diverse colleagues and volunteers (who often lack diverse role models), and will help prepare them for leadership positions

Trends &

Best Practices

in Creating

Inclusive

Fundraising

Programs

We Know More than We

Think!

Observations based on our experience…

• Much misunderstanding, confusion and fear

• Don’t know where to start

• Think there must be a precise roadmap or rule book

• Looking for a ‘silver bullet’

Reality…

• There is no ‘silver bullet’

• Fundraising in multicultural and other types of diverse

communities based on the same principles as

fundraising in general

Ability Interest

Linkage

We Know More than We Think!

Core principles of good fundraising

• Build the relationship…and the giving will follow.

Building Inclusive

Fundraising Programs:

Group Discussion

• Creating fundraising programs that are welcoming and inclusive to your diverse stakeholders is critical

• In your table groups, take 10 minutes to explore experiences in creating inclusive fundraising programs…

– What ideas/programs have worked well?

– What didn’t work well?

– What have you learned?

– What’s your one piece of advice?

• Let’s share our ideas and brainstorm together…

Build the Relationship…

Community must see itself

in the organization and be

engaged by it

“What you do must reflect and serve the

community in some way. For the community

to have an interest in having a relationship

with you, your organization must provide

programs and services that authentically

engage and serve its needs.”

Ratna Omidvar, President, Maytree Foundation

Build the Relationship…

• Community must be:

Reflected in and served by

the organization

authentically and without

‘tokenism’

Served by the organization

through programs and

services

Reflected in the

organization through its

leadership and staff

…and Giving Will Follow.

Volunteers are critical

Meet donors where they

are at, literally and

figuratively

A major gift is a major gift

Moving Beyond the

Demographics • You may understand the demographics

• But you need to go beyond demographics to

understand values, interests, motivators

• And then locate your target population

• Implement campaign, measure, and learn

Best Practices & Guiding

Principles • Guided by philosophy of authentic partnership

• Get to know the community with respect and with

curiosity

• Created shared ownership

• Don’t just translate, resonate

• Be in it for the long haul

• Get the facts

Additional

Comments or

Questions?

Resources

Helpful Resources • Maytree Foundation http://maytree.com/

• Annie E. Casey Foundation's Race Matters Toolkit

• The Voice of Nonprofit Talent: Perceptions of Diversity in the Workplace

www.cgcareers.org/diversityreport.pdf

• AFP Chapter Diversity Initiatives

– Inclusive Giving Fellowship Program http://www.afpinclusivegiving.ca/

– Diverse Communities in Canada Workshops / Research Papers

http://afptoronto.org/blog/diverse-communities-in-canada/

– AFP publishes Kaleidoscope e-news on a quarterly basis, free to all members

• AFP Discussion lists – some examples listed below, more on AFP website:

– African American Community of Fundraising Professionals

– GLBT Community of Fundraising Professionals

– Jewish Community of Fundraising Professionals

– Rural Community of Fundraising Professionals

• KCI’s Philanthropic Trends Quarterly: The Multicultural Edition

http://www.kciphilanthropy.com/download_trends/pt-022011.pdf

• DiverseCity: The Greater Toronto Leadership Project by Dr. Chris Fredette, Carleton

University

– Worksheet: 10 Tips to Diversify NonProfit Boards

Additional Resources • Tokumura, S. Sanae. “Fundraising mores in diverse communities: The role

of ethnicity and culture.” New Directions in Philanthropic Fundraising:

Diversity in the Fundraising Profession. Ed. Janice Gow Pettey. San

Francisco, CA: Jossey-Bass, 2001.

• Stratton, Jeff. Two Keys To Recruiting a Diversified Nonprofit Board. Board

and Administrator. ( Frederick, MD: Aspen Publishers, Inc. August 2002. ) p.

4-5. Vol. 18, No. 12

• Ramos, Henry A.J. No Corporation. Nonprofit Diversity: An Asset We Can

No Longer Afford to Ignore. No Subtitle The Nonprofit Quarterly. ( Boston,

MA: Third Sector New England, April 2004. ) p. 34-39. Volume 11, Issue 1

• Radosevich, Zora. Inclusion: Encouraging Participatory Governance.

Ensuring constituent participation and diversity of input in governance is an

ongoing challenge for nonprofit leaders today. Fostering true inclusion is an

especially difficult task. The practices of participatory governance

encourage people affected by an organization to become involved in setting

the direction of the organization. Inclusion means that everyone present at

the table actually as a voice in the discussion. Board Member. (

Washington, DC: National Center for Nonprofit Boards, March 2000. ) p. 8-

9. Vol. 9, No. 3

Additional Resources • Pettey, Janice Gow. Cultivating Diversity in Fundraising. None ( New York:

John Wiley & Sons, Inc. 2002. ) 281 p.

• Nyp, Gary. A Diverse Landscape. New research maps the diverse

landscape of Canada's charitable and 25

• nonprofit sector Forefront. ( Toronto, Ontario, Canada: The Canadian

Centre for Philanthropy, January 2005. ) p. 6-7, 8. Vol. 1, No. 1

• Morgan, Ken, CAE. Bringing Diversity into Your Association's

Consciousness. Association Management. (Washington, DC: American

Society of Association Executives, May 2002. ) p. 73. Vol. 54, No.

• Descriptors: Diversity

• Motley, Apryl. Dare to Diversify. Association Management. ( Washington,

D.C. American Society of Association Executives, April 2005. ) p. 56-58, 60,

62-64. Vol. 57, No. 4

• Millett, Ricardo;Orosz, Joel J. Understanding Giving Patterns in

Communities of Color. Cultures of Caring: Philanthropy in Diverse American

Communities Fund Raising Management. ( Garden City, NY: Hoke

Communications, Inc. August 2001. ) p. 25-27. Vol. 32, No.6

Additional Resources • Mirenda, Ron. Society for Nonprofit Organizations. Uncovering Hidden

Wealth for Your Nonprofit, Especially in Emerging Minority Markets. Where

is the new money? What are the keys to finding it? Nonprofit World.

(Madison, WI: Society for Nonprofit Organizations, July/August 2003. ) p. 7-

9. Vol. 21 No. 4

• Kasper, Gabriel;Ramos, Henry A.J.;Walker, Constance J. Making the Case

for Diversity in Philanthropy. Foundation News and Commentary. (

Washington, D.C. Council on Foundations, November 2004. ) p. 26-35. Vol.

45, No. 6

• Gitin, Maria. “Beyond representation: Building diverse board leadership

teams.” New Directions in Philanthropic Fundraising: Diversity in the

Fundraising Profession. Ed. Janice Gow Pettey. San Francisco, CA:

Jossey-Bass, 2001.

• Gough, Samuel N. Jr. “Five reasons for nonprofit organizations to be

inclusive.” New Directions in Philanthropic Fundraising: Diversity in

Tara George

Senior Vice President

tgeorge@kciphilanthropy.com

416-340-9710 ext. 254

Nicole Nakoneshny

Vice President

nnakoneshny@kciphilanthropy.com

416-340-9710 ext. 259