484 posts categorized "Nonprofits"

What It Takes to Manage Leadership Change in the Nonprofit Sector

December 05, 2019

ChangesEvery organization experiences leadership change. But these days, the nonprofit sector is experiencing a big demographic shift. Which is why it's essential for all nonprofits to start planning for the kind of thoughtful leadership transitions —including those resulting from both expected and sudden departures — any organization needs to survive and thrive.

According to the 2017 BoardSource report Leading With Intent, only 27 percent of nonprofits have a formal succession plan in place. That's unfortunate, because having such a plan in place can help any organization overcome the challenges and bumps in the road that almost always pop up in the wake of a leadership transition.

In the past, the process was commonly referred to "succession planning." However, that term often refers to identifying a successor for a specific leader and, in our view, has outgrown its usefulness. It's more helpful, instead, to think about the work of preparing for and managing leadership change as "intentional pathway planning," a more expansive term that serves as a reminder that leadership change involves much more than thinking about a single role or person; it's a holistic approach and lens that should be applied to every step of the hiring and onboarding process.

While every organization’s circumstances are different (involving things like leadership configuration, organizational goals, skills gaps, etc.), all nonprofits would be well-served to take a proactive approach to building a strong leadership pipeline, developing internal talent for higher-level roles, and making themselves aware of specific knowledge and/or diversity gaps that need to be addressed.

Tips for successful intentional pathway planning include:

Consider the big picture. A critical first step in intentional pathway planning is to understand your organization's leadership needs and mission-focused objectives. What are you trying to do? What type of talent will you need to get there? What are your organization’s knowledge gaps, and how can they be filled?

Plan and train. To ensure there's a robust pipeline of talent available to take advantage of future leadership opportunities, you need to proactively take steps to support talent. Provide employees with ample training and development opportunities — as well as continual mentoring and coaching — to help them learn, grow, and thrive. Check in with individual employees about their goals and aspirations, and then tailor development plans for them as appropriate. To ensure you have a deep bench of future leaders, allow staff at various levels to flex their leadership skills — and assume additional responsibilities. Such an approach is just as beneficial for the organization as it is for individuals on the receiving end of these training opportunities and can be pitched to job candidates as an organizational value proposition.

Look internally first. There are significant benefits to promoting from within, including capturing institutional knowledge, boosting team morale, and increasing employee engagement and retention. It's also less expensive and time-consuming to promote from within.

Know when to look externally. Be mindful about your talent needs and recognize that you might not have the skill sets, experience, diversity, or other key attributes needed to fill certain roles in the organization — in other words, there may be valid reasons to conduct an external search. It can be valuable to bring in outside perspectives and skills, especially if you are trying to address knowledge gaps on your internal team. And if your existing team lacks diversity, now would be a good time to do something about it.  Just make sure you're ready to support people from diverse backgrounds as they are onboarded and begin to acculturate to your environment.

Use consistent systems. We are firm believers in the consistent use of performance management processes to capture personnel assessments and track professional development opportunities. Tools such as StrengthsFinder make it easier to assess the strengths (and weaknesses) of your leadership team, identify where knowledge gaps exist, and train people to fill those gaps.

Prioritize staff development. Healthy, sustainable organizations tend to excel at "growing" leaders and retaining their best talent. Make sure that someone on your leadership team is tasked with championing your pipeline development efforts and has the authority to embed it in the organization’s strategic priorities and budget. Recognize, too, that this needs to be an ongoing effort and remain a priority, even when other tasks and initiatives beckon.

Emphasize where DEI meets pathway planning. In the twenty-first century, it's imperative for organizations to embrace a culture of diversity with respect to race, gender, age, experience, perspective, and so forth. The first step in doing that is to identify and celebrate the various skills, competencies, perspectives, and backgrounds already present on your team. Then take steps to augment those skills and perspectives with external hires that enhance your diversity goals. Among other things, that means making sure a diverse group of candidates is considered for every promotion and leadership opportunity that arises.

Customize your plans. Recognize that your pathway planning needs to address future departures at multiple levels, including president/executive director, senior management roles (e.g., development director, major gifts officer, public affairs director, etc.) as well as board members. Because each of these positions requires different skills, experience, and so on, you'll need to develop specific plans to address each possible vacancy scenario.

Expect the unexpected. In a perfect scenario, your executive director will give the board plenty of notice about their planned departure date and will be willing to help select and train their successor. Unfortunately, departures of key leaders sometimes happen abruptly or unexpectedly (due to health issues, family emergencies, or other reasons). If your organization has a thoughtful plan in place, it should provide the kind of guidance an interim director will need during a difficult, tumultuous, and possibly emotional leadership change. If possible, take the time (with the help of the board) to develop an emergency transition plan that spells out the delegation of duties and authority (even temporarily) in the event of an unexpected transition or interruption in leadership.

Consider your organization's biggest challenges. Identify the current — and potential — challenges your organization faces (or is likely to face in the future). What type of leader will best be able to help the organization overcome these challenges, navigate obstacles, and meet its goals and objectives? What skills, qualities, and personality traits does this individual need to possess? What leadership qualities does your organization most need to bring about positive change?

Communicate wisely. Include a communications plan in your transition plans. While the circumstances of the transition will dictate the specific messages around it, you'll need to communicate any leadership change to internal and external audiences. Identify possible spokespeople, and make sure they're aware of — and comfortable with — their roles. Develop a list of key stakeholders that will need to be in the loop (e.g., board members, major donors, key staff, media, etc.). Recognize that you need to be thoughtful, clear, and concise with your messaging and its delivery.

Leadership transitions — especially when they're unexpected — can leave an organization vulnerable. It's essential to be prepared for a variety of scenarios and have plans in place to manage any change in leadership, regardless of the circumstance. BoardSource’s research shows that most organizations don’t have a formal transition plan in place. Make sure your organization does.

Headshot_miecha_forbes_KoyaMiecha Ranea Forbes is senior vice president of Culture, Inclusion & Strategic Advising at Koya Leadership Partners, an executive search and strategic advising firm guided by the belief that the right person at the right place can change the world.

Weekend Link Roundup (November 23-24, 2019)

November 24, 2019

Cornucopia-166186079-592c3f2b3df78cbe7e6c4135And...(long pause)...we're back with our weekly roundup of noteworthy items from and about the social sector. For more links to great content, follow us on Twitter at @pndblog....

Democracy

It’s been thirty years since the Berlin Wall fell, inspiring a democratic awakening across Central and Eastern Europe. What lessons does the end of the Cold War offer for the next generation of reformers? On the Open Society Foundation's Voices blog, Tim Judah reflects on his own experience and talks to activists in Hungary, Romania, Slovakia, and the Czech Republic about where they were in 1989 and their hopes for the future

Diversity

What is "equity offset" and why should you care? Nonprofit AF's Vu Le explains.

Education

On the GrantCraft blog, Anne Campbell, an assistant professor at the Middlebury Institute of International Studies, finds lots to like about Scholarships for Change, a new online resource created by our talented colleagues here at Candid.

Fundraising

If you're still fundraising on bended knee — well, stop it. Social Velocity's Nell Edgington explains why in the new year you need to think about "making your ask from a place of true worthiness, true value, and true equality."

Giving

Effective altruism site GiveWell is offering matching funds to any donor who hears about the organization's work via a podcast ad campaign it is running. Learn more here.

Grantmaking

As she prepares for the next stage of her career in philanthropy, Michelle Greanias, who recently ended her tenure as executive director of PEAK Grantmaking, reflects on what she has learned over the last eleven years.

On the Transparency Talk (Glasspockets) blog, Claire Peeps, executive director of the Los Angeles-based Durfee Foundation, explains why its important for a foundation, even a leanly staffed foundation like hers, to keep the door open to all kinds of nonprofits.

Health

Citing research and resources that demonstrate the critical connection between health and rural economic development, Katrina Badger, MPH, MSW, a program officer at the Robert Wood Johnson Foundation, and Katherine Ferguson, MPA, associate director of the Aspen Institute Community Strategies Group (CSG), argue that we need to rethink how we invest in rural America and the way we approach health and equity across its diverse communities.

Nonprofits

Is your nonprofit measuring the things it should be measuring? Is it measuring anything at all? On the Candid blog, Steven Shattuck, chief engagement officer at Bloomerang and executive director of Launch Cause, walks readers through the five key performance indicators that every nonprofit should be measuring.

Over the last three weeks or so, the National Committee for Responsive Philanthropy has been announcing the winners of its 2019 Impact Awards. Check out these links to learn more about the Emergent Fund, Unbound Philanthropy, the Libra Foundation, and the Marguerite Casey Foundation. And congrats to all!

Philanthropy

On the Center for Effective Philanthropy blog, Dawn Franks, CEO of Your Philanthropy and the author of Giving Fingerprints, regrets the fact that too many donors seem not to understand the importance of the relationships they have (or don't) with the nonprofit organizations they support.

Science/Technology

On the Ford Foundation's Equal Change blog, technology fellow Michelle Shevin and Michael Brennan, a program officer in the foundation's Technology and Society program, explain why this is a critical moment for open-source digital infrastructure.

Social Good

Did you know that by 2025, millennials will comprise three-quarters of the American workforce? What are the implications of that for capital providers, asset managers, social enterprise founders, foundations, corporations, and impact funds looking to leverage their assets for social good? On the Alliance magazine blog, Christina Wu, community and impact measurement manager at European Venture Philanthropy Association, shares some thoughts.

That's it for now. Drop us a line at Mitch.Nauffts@Candid.org if you have something you'd like to share. And Happy Thanksgiving to all! We'll be next Sunday with another roundup.

Every Sector Has a Role to Play in Addressing the Nation's Home Affordability Challenges

November 11, 2019

Housing-affordibility-twitter-1024x767Recently, companies like Google, Facebook, and Apple have made significant commitments to address the housing affordability crisis in the Bay Area and across the United States. While such commitments are a great start, much more needs to be done to ensure that all families in America can afford a decent place to live.

It is unacceptable in 2019 that one in six families pays half or more of their income on rent or their mortgage. For many, this means choosing between having a safe place to live or having enough money for food, transportation, health care, and other basic needs. At Habitat for Humanity, we believe a roof over one's head shouldn’t cost anywhere near half one's pay. We also believe it will take all of us working together to significantly impact the housing deficit in this country.

While there is no silver-bullet solution to the nation’s housing challenges, collaboration between the private, public, and social sectors are key to making affordable housing accessible to more families. And as nonpartisan players working to address housing challenges in their communities, nonprofit organizations have a critical role to play in advancing workable, bipartisan policy solutions that will have a lasting impact on the problem.

To better address these issues, Habitat recently launched Cost of Home, a national advocacy campaign that aims to increase home affordability for ten million people through policy and system changes at the local, state, and federal levels. More than two hundred and eighty local and statewide Habitat organizations across the country have already signed on to implement the campaign in their communities.

As part of the campaign, we have identified four things that must be done in order to achieve home affordability for American families: increase the preservation and supply of affordable housing; increase equitable access to credit; optimize land use for affordable housing; and develop communities of opportunity. In the past year, we've already seen some success at moving these ideals forward.

For example, last December the Minneapolis City Council passed Minneapolis 2040, a comprehensive plan that allows small-scale residential structures with up to three dwelling units to be built on individual lots in residential neighborhoods, abolishes parking minimums for all new construction, and allows higher-density multi-family housing to be built along transit corridors. The plan makes Minneapolis the first major U.S. city to end single-family only home zoning — and one of the first to take steps toward abolishing restrictive zoning that prevents minorities from moving into certain neighborhoods. Twin Cities Habitat for Humanity was a significant voice in advocating to eliminate single-family-only zoning regulations in Minneapolis.

Similarly, Austin Habitat for Humanity worked with a coalition of affordable housing and community development organizations to secure passage of Affordability Unlocked, a proposal designed to increase the supply of affordable housing in the city. Key elements of the proposal included zoning changes and eliminating development requirements related to parking and minimum lot size. In May, after hours of debate, the Austin city council voted unanimously to adopt the ordinance.

And in February, Oregon governor Kate Brown signed into law the first mandatory statewide renter protection legislation. The bill limits the scope of termination notices without stated cause, protecting families who are living paycheck to paycheck. Shannon Vilhauer, executive director of Habitat for Humanity of Oregon, which represents local Habitat groups across the state, testified in support of the legislation.

We're working with our state and local Habitat organizations to build on these advocacy successes by putting home affordability issues front and center for council members, mayors, and state representatives across the country. As a complement to our influence at the state and local levels, we are also expanding our advocacy engagement at the federal level, with a focus on a set of bold, high-impact housing policy solutions. The campaign's policy priorities will provide a platform that mobilizes housing advocates and elevates the issue of home affordability in the national conversation, with the goal of ensuring that every candidate running for office has a plan to increase home affordability in their communities and states.

Major financial commitments from some of the country's most generous enterprises and philanthropies serve as a reminder of the urgency of the problem and the need to address it. By continuing to work at all levels of government to advance policy solutions that will lead to systemic change, we can create an environment that will further our vision of making the cost of home something everyone can afford.

Headshot_Jonathan_ReckfordJonathan T.M. Reckford is chief executive officer of Habitat for Humanity International, which he has led since 2005.

The Fiduciary Responsibility and Nonprofit Boards

October 28, 2019

AR-160409948A key ingredient of success for any nonprofit is solid board governance. And that requires a blend of intellect, reputation, resources, and access — and that board members faithfully exercise their fiduciary duties.

Board directors have three primary fiduciary responsibilities: duty of care, duty of loyalty, and duty of impartiality. For a nonprofit to operate successfully, it's critical that board members fully understand the nuances of all three.

Best practices for a nonprofit board

When individuals agree to sit on a nonprofit board, they often do so out of a passion for the organization or its cause and may not fully understand the liability or responsibility of oversight that comes with the role. Some best board practices for nonprofits include:

Create a diverse board. Cultivating a culture of openness and inquiry is important to the effectiveness of any board. A board that includes different perspectives naturally allows for a range of ideas and opinions and allows for exploration of different approaches, which in turn benefits the organization.

Plan for sustainability. Planning doesn't just include fundraising and accounting for future dollars. Planning for sustainability means developing and putting a leadership succession plan in place to ensure the future success of the organization. Creating term limits for board members may also be important for the long-term health of an organization. The timely and planned rotation of trustees or directors on and off the board helps prevent complacency and contributes to the influx of fresh ideas.

Strike the right balance. Every nonprofit hopes to forge a strong partnership between staff and the board. And that requires striking a healthy balance between the power and responsibilities of the executive director and those of the board. The executive director should be in regular communication with the board but should also be sure to impart only meaningful information. Too much meaningless information shared with a board creates noise and distracts everyone from the organization's mission and work. By the same token, the board must be respectful of an executive director's prerogatives and avoid micromanaging the functions of the staff and day-to-day activities of the organization.

Recruit fresh talent. Attracting and retaining talent is critical for any organization that wants to succeed. The board is responsible for creating the job description and responsibilities for the executive director and ensuring that competitive compensation and benefit structures are in place for staff.

Be open to feedback. Boards should regularly solicit feedback from an organization's constituents, donors, and stakeholders to ensure that the organization remains focused and on track. Such feedback can also provide insights that the organization may be able to use during its strategic planning exercises.

Focus on transparency. It is critical to share information about what the organization is doing — and why — with donors, stakeholders, and members of the public. And that involves requires regular, planned communication.

Onboard new board members. Be sure to provide an orientation for new board members to ensure they are up to speed prior to their first board meeting. Make sure the onboarding includes the setting of clear expectations for their service on the board, education with respect to their role and the relevant bylaws, and thorough documentation of the organization's mission, values, programs, and finances.

What is a fiduciary relationship?

A fiduciary has a duty imposed by law to act solely for the benefit of another as to matters that fall within the scope of the relationship. The fiduciary standard includes undivided loyalty, prudence, and good faith and requires that the fiduciary act in the best interests of those with whom s/he has that relationship (in the case of a nonprofit board member, to the organization on whose board s/he serves). While board members act as fiduciaries for the organizations they serve, when the board itself does not possess the skills and experience to properly carry out all its fiduciary duties (e.g., the management of the organization's investments), it has a fiduciary duty to find a partner with that particular expertise. That partner — say, an investment manager — then serves as a fiduciary for the organization and its board. From the perspective of an investment partner, being held to the fiduciary standard means it must provide to the board thoroughly researched and accurate information and recommendations — and, most importantly, prioritize a client's best interests above incentives, commissions, or its own firm’s bottom line.

The fiduciary's role on a nonprofit board

Investment advisors can serve as either a strategic partner or consultant to a board that is looking to carry out its fiduciary responsibility with respect to investment oversight of the organization. In the role of strategic partner, advisors can advance the sustainability of the organization by helping the board craft a suitable investment policy statement, taking appropriate risks in the investment portfolio, and continuously monitoring performance. Investment advisors also can partner with auditors on financial reporting and serve as a resource with respect to industry best practices (even if it means going above and beyond their primary responsibilities). For example, hosting an orientation session for new board members will help them come to their first board meeting with an understanding of how the organization's portfolio is structured and give them the information they need to make informed decisions.

Nonprofit board directors have a number of key responsibilities and one of the most important ones is adhering to the fiduciary standard. It's critical that information and education be provided so that those who are involved in a leadership role of a nonprofit understand their fiduciary obligation.

Headshot_nikki_newtonNikki Newton is president of private wealth management at UMB Bank.

New Report: What Influences Young Americans to Support Social Causes

October 25, 2019

Take-actionClimate change is the number-one issue of concern among young Americans. That's one of seven major findings in the new Influencing Young America to Act 2019 report my colleagues and I released earlier today.

The second report in the Cause and Social Influence initiative I lead examines how the oldest members of Generation Z and the youngest millennials ("young America"), those Americans between the ages of 18 and 30, are influenced by and influence others to take intentional action on social issues and analyzes how those actions coalesce to form a community of support for specific social movements.

Social Issues of Interest

In our research, we define a social issue as an existing situation recognized as being counter to a generally accepted social value that can be mitigated through people working together to deploy community resources to change the situation.

The top five issues of interest to the young America (and the percentage that selected them) are climate change (30 percent), civil rights/racial discrimination (25 percent), immigration (21 percent), healthcare reform (20 percent) and mental health/social services (16 percent).

Social Movements of Interest

In our research, we define a social movement as a group of people working together to support the interests of a community whose lives are affected by a specific issue; the group often is unable to address the issue and achieve a satisfactory resolution without the support of dedicated community activists and constituents.

The top five movements of interest to young America are #MeToo (26 percent), #BlackLivesMatter (26 percent), #AllLivesMatter (24 percent), #HumanRights (24 percent ) and #MedicareForAll (23 percent). (Note that although climate change was the number-one social issue, it did not appear among the top five movements.)

Moving Young America From Awareness to Action

For me, the most fascinating findings of the study relate to a young person's journey from awareness to action. How do causes capture individuals’ interest in the first place and then move them to take the first step — and all the steps thereafter — toward support of an issue or movement? And how do causes successfully motivate followers to recruit others to support the movement?

We found that when young Americans initially learn about an issue in which they have some interest, their feelings of empowerment dramatically affect whether they continue on the awareness-to-action journey or choose to stay on the sidelines.

The most successful journeys typically involve an issue that strike a personal chord with individuals. And once young Americans learn more about an issue, most will act.

What about those who don't? Do some choose inaction out of apathy — or is something else involved?

When young Americans decide not to take action on an issue they care about, the most popular reasons they cite for not doing so are "I don't know what to do," "It's not my place," and "I can't make a difference." On the surface, these all would appear to reflect a certain apathy.

But I would argue they reveal the opposite of apathy. Few respondents in our research said they didn't care. Young Americans want to act; they just don’t know of or believe that they're capable of meaningful action.

That is the very definition of lack of empowerment.

Much of what's in the report reflects a strong sense of empowerment in young Americans. Most young people do act, and most say their actions are not prompted by someone asking them to get involved. Rather, it’s because they feel compelled — and empowered — to get involved.

The following are recommendations for how causes and nonprofits can use the findings of the new report to build support for their issue.

Recommendation #1: Take concrete steps to ensure that young Americans feel empowered by your cause or issue. Whether you're the leader of a cause or movement, a social entrepreneur, or the person responsible for social responsibility at your place of work, it's up to you to spark and/or reinforce young Americans' feelings of empowerment. You do that by regularly letting them know how they are helping to change things and by sharing stories of real people who have been helped. You also want to be sure to encourage your supporters to share with others why they are so passionate about your issue. A feeling of empowerment should power every step of the awareness-to-action journey, so keep that feedback coming.

Recommendation #2: Ask young Americans to do something to show their support. Then ask them again. When we asked research participants whether and what had prompted them to take action, they either said no one had asked them to take action or a person/organization had explicitly asked them to take action.

Is your cause or organization content to simply to "raise awareness" of your issue? Sorry, but that’s not enough for young Americans in 2019. They want to take action. They want to be told what they can do that will make a difference. It's up to you to share with them concrete opportunities to do so at every step along the awareness-to-action journey. And don’t forget to follow up, at each step of that journey, with the results of their support.

Recommendation #3: Be a positive, credible part of the online conversation around your issue. Young Americans are listening to the news media online, which means you need to be there, too. They're also all-too aware of the "fake news" phenomenon, so it's up to you to keep abreast of the conversations happening online around your issue, to share accurate information in those conversations, and to do what you can to address incorrect and inaccurate information.

Young Americans tend to trust nonprofit organizations and social movements. It's up to you to reinforce and leverage that trust by always demonstrating authenticity and credibility. As you deepen your listening, think about how you can position yourself or your organization as a subject expert (blog posts and free resources on your website are a great start). Just remember that you're a participant — one of many — in the online conversations happening around your issue and not the primary spokesperson for the issue. Keep your focus on the issue itself — and on all the things young Americans are doing to drive real change.

Influencing Young America to Act 2019 has a lot more to say about all of this. You can download it here.

Headshot_derrick_feldmann_2015Derrick Feldmann (@derrickfeldmann) is the author of Social Movements for Good: How Companies and Causes Create Viral Change, the founder of the Millennial Impact Project, and lead researcher at Cause and Social Influence.

Candid’s Regional Teams: An Update

October 22, 2019

This year has been a busy one for Candid. In February, Candid was formed as the result of a combination of Foundation Center and GuideStar. One of our most important initiatives of the year has been the transition from four Candid regional library centers to our 400+ Funding Information Network (FIN) partner locations.

Candid’s staff in the Bay Area is now all under one roof, after Foundation Center staff moved in to the existing GuideStar office in Oakland. In Atlanta, Candid’s team has partnered with CARE by moving into that organization’s Global Innovation Hub along with several other social entrepreneurs, technologists, and internationally-oriented nonprofit organizations.

Candid_training_PND

In the next two months, Candid’s Washington, D.C., team will share space in our existing office on H Street, while staff in the Cleveland area will move into Midtown TechHive, a co-working space located along Cleveland’s Health-Tech corridor.

Why is Candid transitioning its library services?

In July, I wrote about what this initiative means for the communities we serve. Our transition away from providing direct in-person library services at our four regional offices will free up our teams to engage directly with audiences beyond our four walls.

Taking our D.C. metro area location as an example: currently three of our FIN partners are located within a ten-mile radius of our current location, and all three are Metro accessible. Our D.C. team plans to offer three to five classes per month locally, at various locations, and also plans on holding monthly training events at the University of the District of Columbia. Our largest office and library in New York City will continue to operate in its current form, providing library services and trainings on-site while also delivering programs across the region.

We'll also begin experimenting with local programming close to Williamsburg, Virginia, where a large contingent of Candid team members are based. Check the local calendar on grantspace.org for upcoming community events and to use our map tool to find partners near you.

Programming highlights from our regional teams

Our regional teams have been busy planning local events and partnering with organizations on the ground to deliver relevant, meaningful programs. Here are some of the highlights:

  • Candid is currently a lead partner in “The Soul of Philanthropy” exhibition in Cleveland. The three-month traveling exhibit officially opened on Friday, September 6, with over three hundred and fifty philanthropists, foundation executives, civic and business leaders, and community members in attendance. It was a magnificent celebration dedicated to uplifting and amplifying the power of black philanthropy. This is just one of several media stories about the exhibit, and you can learn more in this blog post.
  • A one-day Training Works conference was hosted in Atlanta by Candid staff on September 20, with nearly forty attendees on-site at the CARE Global Innovation Hub.
  • Network Days, Candid’s annual convening for Funding Information Network members, was held in New York City on October 10 and 11. More than sixty partners traveled to the city to attend in person, while another hundred and sixty tuned in virtually for sessions covering such topics as Candid’s Nonprofit Start Up Assessment Tool, best practices to help nonprofits secure funding through donor-advised funds, and why it’s critical for nonprofits to earn a Seal of Transparency from GuideStar.org. We also hosted an intensive train-the-trainer event earlier in the week, guiding partners and staff through a deep capacity-building experience designed to equip them to deliver high-quality programming through a culturally responsive and human-centered lens. It was an enlightening and energizing week that showcased just how central the Funding Information Network is to Candid’s mission and to hundreds of local communities.
  • Candid staff presented a program at the end of August that explored  a California legislative proposal to regulate donor-advised funds. Ninety-four people participated in person in San Francisco, while another ninety-one tuned in to the livestream.
  • Candid also hosted its second annual program with the authors of Unicorns Unite — Vu Le, Jane Leu, and Jessamyn Shams-Lau — on September 18. The program included an in-person and livestreamed panel discussion, followed by a facilitated in-person exercise with the authors in San Francisco, plus eighteen watch parties across North America.
  • Due to popular demand, we increased our monthly course offerings of Introduction to FDO to twice a month at the San Francisco Public Library, one of our Bay Area FIN partners.
  • Working with the New York City Department of Education, Candid will present Introduction to Fundraising Planning to approximately one hundred public school art teachers at our New York library location. The sessions also will introduce teachers to Candid's library resources and provide them with hands-on experience searching Foundation Directory Online for public education and arts grants.

Whom can I contact if I have more questions?

Please don’t hesitate to reach out to any of our team members with questions or ideas:

Western region: Michele Ragland Dilworth
Northeastern region: Kim Buckner Patton
Southern region: Maria Azuri
Midwestern region: Teleangé Thomas

We are thrilled by the opportunity this new operating model presents and are looking forward to meeting with more of you across the United States. As always, you can connect with me directly to talk about how we can serve you better.

Zohra Zori is vice president of social sector outreach at Candid.

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Learn more about what Candid can offer you today
Learn more about GrantSpace’s live and on-demand trainings
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To Build More Diverse Teams, Avoid Unconscious Bias When Recruiting and Hiring

October 21, 2019

Diversity-inclusion-292x300The benefits of diversity and inclusion for nonprofit organizations are well-documented and include greater success in almost every possible metric. Often, however, nonprofit leaders and managers tend to ignore a key barrier to more meaningful workplace diversity: unconscious bias.

Research shows that bias — prejudice in favor of or against a thing, person, or group — is part and parcel of human nature. It influences all kinds of decisions, and most of us are unaware when it's a factor in those decisions. Unconscious bias is the term used to refer to judgments and decisions that are deeply affected by our unconscious mind — decisions that can play a significant role in recruiting and hiring.

Indeed, even as a growing number of nonprofit organizations say they are working to increase the diversity of their staffs, unconscious bias may be negatively impacting nonprofit workplaces by undermining efforts to recruit and retain diverse employee, contributing to poor hiring decisions and salary inequities, and denying equal opportunities in the workplace for women and people of color.

That's why it is important for your organization to recognize and mitigate unconscious bias in its recruiting and hiring processes.

Ready to get started? Here are a few tips:

Educate your team. Provide your HR team with articles, case studies, and trainings related to unconscious bias. Be sure your team knows what it is, how to recognize it, and how to avoid it.

Develop consistent, structured hiring processes. Before your organization launches its next job search, develop a list of core competencies for the job, including skills and experience, and then evaluate every candidate for the job against that list. Be sure, as well, to ask each candidate for the job the same questions to ensure that your evaluations of various candidates are impartial. To ensure that all prospects for a job are assessed against the same criteria, it’s also a good idea to have the same person interview all candidates for a job.

Consider using "blind" techniques. Blinded, or redacted, candidate materials can be effective in reducing bias in that they eliminate the possibility of making snap judgments based on details (e.g., name, address, alma mater) that may have nothing to do with whether a candidate is a good fit for a position. When such details are masked in resumes and CVs, interviewers are more likely to make decisions based on core competencies (see above) rather than personal factors. Similarly, when asking candidates to submit samples of their work, be sure to remove identifying characteristics from the documents to ensure that prospects are assessed and evaluated against a consistent set of criteria.

Expand your network. Employee referrals are often a useful tool in identifying qualified candidates. But because employees tend to refer people who are like themselves in terms of race, education, and background, such referrals can work against an organization's diversity goals. To expand your candidate pipeline — and build a more diverse workforce — task your HR team to go beyond the "usual" referral sources and proactively reach out to a range of organizations and sources.

Elevate your job descriptions. Job descriptions often end up being aligned with certain biases (unconscious or otherwise). Certain requirements (e.g., an advanced degree) will limit the candidate pool to a homogenous group of people with the same kind of experience and will make it almost impossible for you to consider a diverse range of candidates. Pay attention to the language you use in your descriptions: certain words can intimidate or be off-putting to some prospects and may discourage them from applying. You might want to consider eliminating, for example, gender-specific pronouns from your job descriptions. This can help eliminate gender bias in your recruiting processes and signal that your organization is committed to diversity and inclusion in a real and serious way.

Recognize and avoid the "halo and horn effect." This occurs when someone associates certain factors (e.g., working for a prestigious company) with particular traits (the candidate must be smart and capable). If someone on your hiring team "prefers" a candidate because s/he worked for a specific company, went to a particular school, or roots for the same sports team, it can create a "halo effect" around that candidate that puts him/her in an advantageous position with respect to other candidates. Conversely, a single negative association can create a "horn effect" resulting in a negative perception of that candidate. It's important your team looks beyond a single trait or factor and takes a more holistic view when considering candidate qualifications, factoring in a variety of data to determine which candidate is right for the job.

Be aware of affirmation bias. We tend to seek out commonalities when meeting someone new — did we attend the same school? do we live in the same neighborhood? During the recruiting and hiring process, we're more inclined to favor candidates who are "like us" and share our interests and/or beliefs. Conversely, we may not feel as strong a connection to someone who has a different background and may view them less favorably as a job candidate. If you want to increase the diversity of your staff, move away from considering only "people like us" and try to build teams comprised of people with different experiences, perspectives, and backgrounds.

Ideally, the decision to hire a candidate should be based solely on whether you think s/he will excel in the job. Unfortunately, unconscious bias often gets in the way of our conscious desire to make purely competency-based hiring decisions. The best way to combat this tendency is to recognize it and put in place hiring practices designed to promote equity, consistency, and fairness at every step of the process.

Headshot_molly_brennanMolly Brennan is founding partner at executive search firm Koya Leadership Partners, which is guided by the belief that the right person at the right place can change the world. Molly is a frequent contributor to the Stanford Social Innovation Review, Philanthropy News Digest, and other publications and recently authored The Governance Gap: Examining Diversity and Equity on Nonprofit Boards of Directors.

Which Messages Will Get Out the Vote — A Generational Perspective

October 08, 2019

Vote_counts_830_0In a little over a year, America could see the unthinkable: the highest level of voter participation in living memory. And based on insights gleaned from recent research, voter messaging focused on issues and empowerment is likely to be key to the turnout.

Two factors are driving what could be a record turnout in 2020. First, while only about half of the U.S. voting-age population cast a ballot in the 2016 presidential election, turnout in 2018 was the highest for a midterm election in nearly a century. Second, as the 2020 election cycle draws closer, we're seeing a continuing generational shift in the electorate. As noted by the Pew Research Center earlier this year, boomers and older cohorts accounted for 7 in 10 eligible voters in 2000, but in 2020 will account for fewer than 3 in 10.

For the many groups trying to get out the vote as a way to create change in society, the type of messaging they use in their campaigns can make a critical difference in who wins and who loses at the ballot box.

As most of you know, however, messaging is more art than science.

For example, which of these approaches is likely to prove most effective in getting people off their couches and into the voting booth in 2020?

"We want change!" (March For Our Lives/)

"You must speak to be heard." (HeadCount)

"We Make Change Happen" (Hip Hop Caucus)

"Skip the lines. Vote early!" (various)

It's hard to say, because the variables that figure into any person's decision to vote are so numerous and fluid. Some people are motivated by a particular issue or issues, others by a passion (or dislike) for a particular candidate. People's changing circumstances — marriage, divorce, having children, losing a job, relocating for a job, etc. — also play a role.

To learn more about what drives people to vote, I led a new research study with the Ad Council, in partnership with Democracy Works, designed to:

  • uncover Americans' attitudes toward and perceptions of voting;
  • explore messages and narratives that have influenced those perceptions and attitudes in the past;
  • understand reactions to specific message frames among boomers, Gen Xers, millennials, and members of Gen Z;
  • determine which message frames, for each generational cohort, are likely to be most effective in driving voter participation; and
  • identify the most compelling messages.

We recently published our findings in a report, Driving Voter Turnout in 2020: Research on Effective Messaging Strategies for Each Generation. And while our research was limited to the five frames within which most current messaging around voting falls — issue, empowerment, identity, companionship, and ease — we consistently found empowerment to be a critical driver of voting across all generations.

People who feel they have the power, the right, and/or the authority to do something are exponentially more likely to exercise that power/right/authority than people who do not feel empowered. (Note: this is just as true for giving and volunteering as it is for voting.)

Below is a brief summary of our findings, as well as some recommendations for empowering your supporters via your messaging.

Voting is valued. Members of all generational cohorts generally are excited to vote and view it as a civic duty. To reinforce this belief and attitude, consider a messaging campaign that encourages people to feel good about voting and reminds them that their vote gives them the power to affect issues they care about.

Generational differences come into play with second-tier messaging. Regardless of generation, the majority of respondents were most inspired by issue-focused messaging and found it to be the most appealing, believable, relevant, and inspiring frame. However, generations differ in their responses to second-tier messaging (i.e., messaging that reinforces the big campaign slogan/call to action). Which means you need to think about how to craft your communications based on the preferences of the generation that is being targeted.

Messages of empowerment and identity are the most effective (after issue). Our surveys showed that once you've hooked your audience with issue-related messaging, all generations respond best to messages of empowerment and identity (though Gen Z responded less favorably to identity-related messaging than other cohorts). For example, targeting members of younger cohorts with positive, inspirational messages (and images) helps them think about the bigger picture — and reminds them that the whole is greater than the sum of its parts. On the other hand, older generations are more likely to respond to straightforward messaging and acknowledgements of their already established identities as members of the voting public.

Although the majority of Gen Zers have not yet voted, they are just as excited about and engaged in voting activities as older generations — if not more so. Members of Gen Z view messages that speak to issues and empowerment as appealing, relevant, shareable, believable, and inspirational. (Think about campaigns such as March For Our Lives, which highlights the power of the individual.) Gen Z cares deeply, passionately, and openly about issues. Its members take their role in our democratic society seriously and believe that every person and vote counts. To inspire them, craft messages based on issue and empowerment frames.

Voting is essential to a well-functioning democracy. Today, with the political divide in the country as wide as it has been in half a century and the 2020 election looming, communicators have the power — and responsibility — to use all the tools at their disposal to influence voters, of all ages, to exercise their constitutionally-guaranteed right and make their voices heard at the polls.

We know that in order to influence how anyone views your issue, you first must influence how he or she views it in relation to themselves. The good news? You're starting with a significant advantage: today's younger generations already believe they can create change, whether or not institutions formally offer them the chance to do so.

Regardless of whether you're a marketer/communicator for a brand, a cause, or a candidate, your first and most important task is to empower your constituents to believe in that brand/cause/candidate. Help them feel like they're an important part of the social-change solution. And while you're at it, empower younger Americans to believe they hold the future in their hands.

Headshot_derrick_feldmann_2015Derrick Feldmann (@derrickfeldmann) is the author of Social Movements for Good: How Companies and Causes Create Viral Change, the founder of the Millennial Impact Project, and lead researcher at Cause and Social Influence.

After the Hire, Then What?

October 04, 2019

Welcome-600x450You've gone through the time-consuming process of hiring a new employee, and you've hired the best candidate out there. Now you can relax, right? Not so fast. The work of onboarding has just begun.

Your new hire may have all the qualities and qualifications needed to make her a star in your organization, but the road to success isn't always that smooth. In fact, the line between fantastic and fiasco can be a thin one, and a lot of it comes down to how you handle the onboarding process.

Skeptical? Consider that more than half of all U.S. employees leave their job in the first year, citing internal factors like lack of training or mentoring as their reason for bailing. Contrast that with the 69 percent of employees who say they are likely to stay with a company for at least three years if they've had a great onboarding experience.

So what does "a great onboarding experience" look like? To help you train and retain new hires, here's our quick-start guide to best practices for onboarding.

1. Understand that onboarding isn't an event, it's a process. Some organizations mistakenly think that onboarding is an event that happens on a new employee's first day. Newsflash: a meet-and-greet over muffins in the conference room and pointing out where the restroom is constitutes only a small part of the onboarding process, which should actually start the day you make an employee an offer and continue for the next 365 days. PRO-TIP: Have a pre-set agenda for check-ins with any new employee at 30, 60, 90 and 120 days. Use that time to make sure the employee is settling in without problem or incident, understands his or her role and responsibilities, and knows where to go to give feedback or have an important conversation related to his or her work situation. Don't have an onboarding checklist? Download one here.

2. Include the whole team. We've all been there before: you come in to work one day, and there's a stranger in the breakroom. Is it a repairman there to finally fix the copy machine? Is it your co-worker’s ex-boyfriend come to win her back? Later, you discover the "stranger" is actually a new employee no one bothered to tell you about, leaving you feeling left out of the loop (and him or her feeling unwelcome). How to avoid such sitiuations? Be sure to send an email to your staff before any new employee's start day letting them know about the new hire and a little bit about who she is and what she'll be doing. Next, arrange a coffee break (don’t forget the muffins) at which your new hire can be informally welcomed to the organization and introduced to everyone on the team. PRO-TIP: While the whole team should play some part in the onboarding process, you should definitely consider assigning one person (a “buddy”) from HR or the new hire's team to help train her and make themselves available for questions.

3. Make a big deal of the new hire. That whole "coffee and muffins in the conference room thing" is a great way to introduce your new hire to her new colleagues and the culture of your organization, but it's just the start of the welcoming process. An employee’s happiness, productivity, and commitment to the organization over the longer term are all linked. Translation? It's time for a little red-carpet treatment. Start by making sure your new hire's workstation is clean (i.e., no traces of her predecessor) and set up with everything she'll need (computer, email, phone and passwords). PRO-TIP: Spread the news! Go the extra mile and (if the position is at a sufficiently high level) issue a press release and/or social media updates letting people outside the organization know how excited you are about your new hire.

4. Encourage new hires to ask questions. New employees tend to have a LOT of questions. Where are the office supplies kept? How do I make the copy machine stop copying double-sided? If the yogurt in the fridge doesn't have a name on it, can anyone have it? Does Hal realize that a mustache is not a good look for him? (Just kidding, Hal.) But many new employees don't want to come off as clueless or bother busy colleagues with what may seem like silly questions and will struggle to figure things out on their own. While every boss appreciates an employee who shows initiative, new hires often waste a lot of time trying to figure things out or doing them incorrectly (and then having to re-do them) — time they could have saved (and put to more productive use) if they had simply asked for help or instruction in the first place. Make sure your employees know that you not only tolerate and expect questions, you welcome them. PRO-TIP: Don't think that by simply saying, "If you have any questions, don't hesitate to ask," people will take you at your word. Instead, check-in with your new hires frequently, especially over the first few weeks of their employment, and encourage their questions as part of the on-the-job learning experience.

5. Lay a foundation for closer team integration. At Envision, we have a mantra: "Everything we do is connected." Our work in the areas of search, strategy, and leadership are all part of a bigger picture. (It's also why we feature gears — cogs meshing together to keep the machine running smoothly — in our logo and marketing materials. Like us, your organization is comprised of individuals who are engaged in collective work toward a common goal. But often people are confused about (or may not even know) what other people are doing to achieve that goal, making teamwork and integration a challenge. As you take on new, and possibly more staff members, you may need to hold more team meetings, at least for a while. People often gripe about meetings, but they are an invaluable way to get everyone on the same page, help them understand what everyone else on the team or in the organization is doing, and show them how the office is run as a whole. PRO-TIP: To ensure that your meetings are an efficient use of everyone's time (and eliminate some of the aforementioned gripes), be sure to map out your objectives for the meeting beforehand. What is it you hope to accomplish? What do you want and need to know from various team members? Is the information to be shared relevant to everyone who will be in the meeting?

6. Guess what? Your board needs onboarding, too. It may surprise you to know that new staff members aren't the only ones who need onboarding. To be effective, board members need proper onboarding, as well. Every organization strives to assemble the best board of directors possible, but once those members have been elected, getting the most out them is an aspiration, not a given, and almost always involves a carefully thought-out process. Applying some of the above tips can also be helpful for onboarding new board members (e.g., asking a veteran board member to be "buddy"/mentor the newest addition to the board). A general board member orientation session is another great way to onboard new directors and and, at the same time, invigorate the entire board. PRO-TIP: Want more information? Check out this great advice from the National Council of Nonprofits.

Some of the above tips may seem to involve a lot of unnecessary work, but when you consider the cost, in time and money, of replacing a valued employee with a new employee, it's really not that much and will feel like a bargain once that new employee has settled in and is contributing as a full-fledged member of the team.

Headshot_ashley_watersonAshley Waterson, a creative messaging guru at Envision Consulting, has more than ten years' experience crafting content for various platforms, including comedy sketches, NPR features, and websites.

ADA and Web Accessibility Guidelines for Nonprofit Websites in 2019

September 10, 2019

Ninth_circuit_court

Signed into law in 1990, the American Disabilities Act (ADA) prohibits discrimination against people with disabilities and is aimed at making all public spaces inclusive and accessible to everyone. The ADA Amendments Act of 2008 later clarified the "definition of 'disability' to ensure that [it] would be broadly construed and applied without extensive analysis."

Let's take a look at how the ADA has affected websites in recent years, as well as what compliance entails for nonprofit organizations.

Until recently, organizations with websites were encouraged to comply with established Web accessibility standards, although compliance is not mandatory. The details of compliance were a hot topic of discussion as recently as June 5, 2018, within the World Wide Web Consortium (W3C), a private organization that recently released updated guidelines for its Web Accessibility Initiative (WAI).

The primary goal of WAI is to make the Internet a place where anyone can get involved "regardless of cognitive, neurological, visual, speech, physical, or auditory disabilities they may be burdened with." The guidelines developed by the initiative — with the help of disability organizations, government resources, and research labs — are known as the Web Content Accessibility Guidelines (WCAG), the latest version of which is WCAG 2.1.

A Top-Down View of What WCAG Compliance Entails

Adoption of WCAG includes providing text options for non-text content, clear titles for Web pages, "disability-considerate colors," and straightforward site structure so that people with focus-related disorders can navigate the site. It's worth noting that many websites were already compliant with the guidelines.

WCAG 2.0 outlined three additional levels of compliance. From low to high: Level A, Level AA, and Level AAA. Compliance at the lower levels is independent of compliance at the highest level, and WCAG does not recommend making AAA compliance a general policy requirement — for the simple reason that not all content can be modified to satisfy the criteria.

WCAG 2.1 builds on WCAG 2.0 guidelines and includes seventeen new criteria related to:

  • technological advances in mobile devices
  • visual disabilities such as color blindness and low vision
  • learning and cognitive disabilities such as Attention Deficit Disorder (ADD) or age-related cognitive decline

WCAG 2.1 added five new success criteria to Level A, seven to Level AA, and another five to Level AAA. It's recommended that WCAG 2.0-compliant sites review WCAG 2.1 and make adjustments where possible to ensure that the site remains compliant with the latest guidelines. Though some of these new criteria require fairly serious programming knowledge, others involve simple formatting changes that can be performed with basic text editing tools.

An example of a text-related addition to Level AA is Success Criterion 1.4.12. Intended to ensure that readers "can override author specified text spacing to improve their reading experience without any loss of content or functionality," the criterion details the minimum amount of available adjustments for line height (line spacing), spacing after paragraphs, letter spacing (tracking), and word spacing. An example of non-compliance with the spec would be if a portion of text were to get cut off or become no longer visible when the page was enlarged.

As of July 24, 2018, the Department of Justice (DOJ) had not yet adopted WCAG 2.0 as the standard for the private sector, despite numerous private and governmental plaintiffs urging the government to make Level AA WCAG 2.0 compliance the standard for website accessibility.

ADA and the Ninth Circuit: The Most Recent Case With Big Implications

Since the inception of the ADA, numerous claims of inaccessibility have been brought before the United States Court of Appeals for the Ninth Circuit. Although many of the rulings against websites and the companies that operate them eventually are overturned, the process is time-consuming and costly, both financially and in terms of public sentiment.

It's been especially tricky since DOJ — after nearly eight years of review — decided to withdraw its proposed ADA rulemaking, leaving all ADA-related decisions up to the discretion of Ninth Circuit courts. The department's reasoning was based on the general sentiment that waiting for a DOJ ruling would cause plaintiffs "undue delay" and that "courts are perfectly capable of interpreting the meaning [of] 'equal' and 'effective.'"

Indeed, the Ninth Circuit court decision in Robels v. Domino’s Pizza was a boon for ADA website accessibility suits. After a California district court initially dismissed the case, stating that company websites cannot be deemed to have violated the ADA before the DOJ provides specific guidelines, the case was taken up by the Ninth Circuit for the previously stated reasons regarding "undue delay."

While the Ninth Circuit didn't rule that failure to comply with WCAG necessarily violates the ADA, its ruling did state that "the district court can order compliance with WCAG 2.0 as an equitable remedy, if after discovery, the website and app fail to satisfy the ADA." The Ninth Circuit does hold that covered sites be granted "maximum flexibility" in terms of meeting the requirements. Practically speaking, this means that any ADA-covered website could be ordered to become WCAG-compliant.

How Does This Affect Nonprofits?

Because courts cannot agree on whether a public accommodation refers only to a physical location, cases like Robels v. Domino's Pizza could mean increased risk for nonprofit websites. In fact, some courts deem websites to be public accommodations, even if they are not associated with an actual physical location. Until DOJ provides detailed guidelines, it seems these matters will be left entirely to the discretion of Ninth Circuit courts.

Although it's not technically required that nonprofits fully conform to WCAG guidelines to receive a Level AAA rating, investment in achieving Level AA compliance has considerable potential for saving organizations time and legal fees. This is especially true while we continue to wait on DOJ to specify legal requirements for ADA-covered organizations, companies, and websites. For the typical nonprofit, reaching the broadest possible audience is key to advancing its mission and goals. And the best way to do that is to ensure that anyone and everyone is able to actively engage with your content online.

Headshort_eric_van_buskirk_philantopicEric Van Buskirk is the publisher of Dopa, a W3C accessible website focused on mental health and psychological disorders. An expert on Internet search engines, he also oversaw some of the largest big-data studies on how Google ranks webpages.

Most Popular PhilanTopic Posts (August 2019)

September 06, 2019

Labor Day has come and gone, the days are getting shorter, and you're probably feeling the urge for goin'. Before you do, check out some of the posts that were popular with our readers in August. Enjoy!

Interested in contributing to PND or PhilanTopic? We'd love to hear from you. Drop us a note at Mitch.Nauufts@Candid.org.

What's New at Candid (August 2019)

September 03, 2019

Candid logoAlthough it’s still officially summer, we've been busy here at Candid, releasing new research, continuing the consolidation of our regional offices, expanding our Funding Information Network, and more. If there's anything you'd like me to cover in these monthly updates, shoot me an email. My colleagues and I are anxious to hear your thoughts!

Project Highlights

  • In the wake of tragic mass shootings in California, Texas, and Ohio and newly urgent conversations about gun control and the Second Amendment, understanding the full impact of gun violence in America is imperative. Our IssueLab colleagues have created a Gun Violence Special Collection that brings together evidence and insights from nonprofits, foundations, and research organizations working to understand that impact. In 1996, the U.S. Congress passed an amendment to a spending bill that banned the Center for Disease Control (CDC) from using any of its budget for gun violence research, leading to a dearth of data that could help inform the gun control debate. In the more than twenty years since, the social sector has produced over two hundred reports that explore policy models, provide data and statistics, and examine a range of sub-topics. Feel free to reach out to the IssueLab team if you have questions about the resources in the collection.
  • The surge in fires in the Amazon basin is a fresh reminder of the destructive impact that humans can have on ecosystems that are critical to life on the planet. Philanthropy continues to support efforts to ensure the right to a clean, healthy, and sustainable environment, including the rights of Indigenous, marginalized, or other communities to the unspoiled natural resources that enable their survival; the right of Indigenous and marginalized communities to share in and determine the distribution of lands, territories, and resources; and the protection of these natural resources from destruction, overdevelopment, and/or pollution. To learn more about what funders are doing to support the environmental and resource rights of Indigenous and marginalized communities, check out this dashboard courtesy of the Advancing Human Rights initiative, a collaboration between Candid and the Human Rights Funders Network, in partnership with Ariadne: European Funders for Social Change and Human Rights and Prospera: International Network of Women's Funds.
  • Candid and the Human Rights Funders Network also have released a report that details foundation grantmaking for human rights globally. Conducted in partnership with Ariadne and Prospera, Advancing Human Rights: 2016 Key Findings highlights the scale and scope of funding for human rights, and sheds light on tough questions such as: Where is the money going? What are the gaps? And who is doing what?
  • CF Insights, a service of Candid, has launched the 2018 Columbus Survey Results Dashboard — the most up-to-date, comprehensive data set focused on financial trends and operational activity among community foundations in the United States. The data and findings provided in the dashboard are based on FY2018 survey responses provided by 251 community foundations and are supplemented by publicly available data.
  • Be sure to check out the new infographic on Foundation Funding for U.S. Democracy that looks what foundations to combat the decline in local journalism.

You can learn more about other projects we’ve been working on in the Gain Knowledge section of our website.

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For more coverage of Candid in the news, visit our press room.

Services Spotlight

Data Spotlight

  • Funding by a matched subset of grantmakers for environmental and resource rights grew by 39 percent in 2016, a sign of growing international pressure to address the challenge of climate change.
  • We completed a number of custom data searches for the University of New South Wales.
  • New data sharing partners include: Alzheimer's Disease Research Foundation, American Friends Service Committee, the Cape Cod Foundation, the Climate Justice Resilience Fund, the Paul and Phyllis Fireman Charitable Foundation, the Goizueta Foundation, the Greater Worcester Community Foundation, the Klarman Family Foundation, the Libra Foundation, the New Coast Foundation, the Richard and Susan Smith Family Foundation, the Washington Square Health Foundation, the Wettenhall Environment Trust, and the Women's Fund of Western Massachusetts. Tell your story through data so we can communicate philanthropy's contribution to making a better world — learn more about our eReporting program.

Jen Bokoff is director of stakeholder engagement at Candid.

Less Hassle and Still Charitable: Why Projects Choose Fiscal Sponsorship

August 21, 2019

Fiscal_sponsorshipOne of the big trends we've noticed in both philanthropy and international development is increasing interest in funding different and new types of organizations. For many foundations, traditional public charities are not their first choice for investment. Instead, they are turning to international networks and partnerships that bring together diverse stakeholders, innovation platforms, funder collaboratives and re-granting funds, social enterprises, and short-term projects with a handful of staff.

As a result of this, we’re seeing many funders and project leaders consider the fiscal sponsorship model, which typically entails a project or small startup being "sponsored" by a larger tax-exempt organization with an aligned mission. The larger organization handles governance, financial management, and administration for the project it has agreed to sponsor, while the project (in many cases) pursues an independent strategy with semi-autonomous staff and its own advisors.

Since the Transparency and Accountability Initiative (TAI) transitioned to a U.S.-based fiscal sponsor in 2016, we have been repeatedly asked for advice by both project leaders and program officers. We’ve also watched as the fiscal sponsorship sector has grown. In the international development field, we’re even seeing the demand for fiscal sponsorship expand to other countries, most of which do not have legal frameworks in place to accommodate such a model.

Here in the U.S., the law currently supports a variety of models. In the model used by TAI, the sponsoring organization assumes responsibility for all tax filings, financial reporting, and legal compliance, including ensuring the charitable mission and activities of the project it is sponsoring. Typically the project is expected to contribute to the sponsoring organization’s overhead, abide by its policies, and report to its management and board. The exact terms of the arrangement usually are spelled out in a memorandum of understanding (MOU). The MOU often allows the project or startup to have its own steering committee to direct its strategy.

We are frequently asked about fiscal sponsorship and wanted to share some of the things you should consider before taking the plunge. (Nonprofit leaders may also want to consider how some of these factors are shaping organizational structures in their own fields.) Based on our own experience and what we’ve heard again and again from other projects that have gone this route, below are the top factors in deciding whether to pursue a fiscal sponsorship arrangement:

Continue reading »

Ten Years of Millennial Research: What I'd Do Differently

August 16, 2019

MillennialsIt's finally here — the final Millennial Impact Report, the culmination of a decade of research conducted by the Case Foundation and research teams I led into cause behaviors of the generation born between 1980 and 2000.

Any project of that magnitude — we interviewed more than 150,000 millennials, held hours and hours of focus groups, compiled and analyzed reams of data, and wrote volumes of narrative — begs the question: Would we do it all over again?

Absolutely — albeit with some tweaks based on what we've learned.

When we launched the project in 2008 — and over most of the next ten years — making assumptions about millennials seemed to be a favorite pastime of many of the people we interviewed or spoke to. We heard that millennials were lazy and more entitled than any  generation before them. They believed they deserved big salaries right out of college, and when reality hit they moved into their parents' basement (still the most enduring cliché about young Americans in this age group).

Put it all together and you got the biggest assumption of all: there was no way millennials would want to get actively involved in causes.

When we set out to learn about millennials, it wasn't to prove (or disprove) our own assumptions; it was to better understand their real motivations and behaviors. So we designed the research process to be an ongoing journey of discovery. I wouldn't change a thing about that.

But in looking back at our journey, there are some things I wish we had explored further:

Continue reading »

A Tale of Two Donations

August 15, 2019

Charitable-giftEarlier this year, I made a $15 donation to a small nonprofit and also pledged a planned gift, potentially worth six figures, to a huge charity. Guess which organization did a better job of followup?

Prompted by one of those "Thanks to a generous donor, all donations made TODAY will be matched!" appeals, I made the $15 donation online. As with most online donations, within minutes of pressing the "Donate" button I received an acknowledgment of my support.

But what was truly astonishing was what happened over the next two weeks: not only did I receive a written thank-you personally signed by the executive director by regular mail, I also received a phone call from a staffer thanking me for my generosity.

The potential six-figure planned gift was made in person, in the charity's office. I was there for a meeting and learned by happenstance that every time the organization was mentioned in a will or named as a beneficiary of a retirement fund, an anonymous donor would make a substantial gift to the group. I had long admired the charity's work, had made numerous gifts in support of its efforts in the past, and years ago had designated a percentage of my retirement account, upon my death, to its cause. With pleasure, I signed the pledge card, knowing that my potential future gift would also have an immediate impact on the organization's bottom line. I was thanked in person for my gift and was told I'd be invited to an event for those who had committed to making similar gifts.

Continue reading »

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Quote of the Week

  • "GivingTuesday was created in 2012 as a simple idea: a day that encourages people to do good. It has grown into a global generosity movement that inspires hundreds of millions of people to give, collaborate, and celebrate generosity. This is a ritual we especially need today when so much attention is given to what divides us, because generosity brings people together across races, faiths, and political views...."

    — Asha Curran, Chief Executive Officer/Co-Founder, GivingTuesday

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