Issues surrounding diversity, equity, and inclusion have been top of mind in the wake of George Floyd’s death in 2020. While a lack of diversity among fundraisers has been widely reported, it isn’t clear how much that landscape has changed since then.
In Chronicle survey of nearly 700 fundraisers, three-quarters identified as white, 4 percent as Black/African American, 3 percent as Hispanic/Latino, 2 percent as Asian American/Pacific Islander, and 4 percent as multiple races. Eight percent declined to say, and 3 percent selected a different race or “other.”
Keeping that demographic information in mind, 30 percent of respondents were somewhat or very dissatisfied with their organization’s diversity. In open-ended comments, respondents complained it was difficult to find “a diverse candidate pool” and said that Black fundraisers hired after George Floyd’s death often “found themselves within hostile cultures.” One person went so far as to say there is a “white supremacy culture in fundraising.”
Opportunity to Improve
Given the data, demographics, and wide range of comments on the survey, the Chronicle reached out to experts to get their take on where DEI efforts stand in the field of fundraising.
Yolanda F. Johnson, founder of Women of Color in Fundraising and Philanthropy, says improving DEI requires changes in both hiring and inclusion practices. In fact, she prefers talking about inclusion, equity, and diversity.
“We put the inclusion first because if you put diversity front of mind, you just go ‘Oh, we need to get X number of people of color in here,’” Johnson says. “But are you prepared to create an environment where a professional of color can thrive?”
Victoria Silverman, an executive recruiter, says she has many clients who are searching for new jobs because their organizations haven’t kept the promises they made about creating a workplace where employees from all backgrounds are welcomed and can succeed.
Johnson offered examples of what’s necessary to create an environment where fundraisers of color can thrive: good pay, professional-development opportunities, an inclusive atmosphere, and reporting procedures for when problems arise. She said she’s seen more organizations moving in the right direction and believes now is a good time to make changes.
When nonprofits talk the talk but don’t walk the walk, candidates of color notice, says Patrick Salazar, founder of Latinos LEAD, a nonprofit that recruits Latino candidates for nonprofit leadership. Many of these candidates have endured a lonely climb to the top as the only person of color in the room. “Their threshold for B.S. is zero,” he says.
Nonprofits have a ripe opportunity to move diversity, equity, and inclusion to the forefront, Johnson says. “That [means] taking steps to be a more inclusive sector and create a more inclusive and comfortable environment for professionals of color.”
Emily Haynes contributed to this article.
