550 posts categorized "Nonprofits"

Why don’t nonprofits have the tech they need?

October 08, 2020

Bootcamp+Jan19+1The world had big challenges — even before a global pandemic arrived. According to the Social Progress Index, we were on pace to meet the UN Sustainable Development Goals for 2030 no sooner than 2094, more than sixty years too late. And in the meantime, COVID-19 has set many efforts back.

Normally, when businesses imagine how they might do twice as much, or ten times as much, with the same money or the same number of people, they think about using technology as their engine of innovation. Why is it that the nonprofit sector behaves differently?

I've spent the last thirty years bringing technology to places and needs where Silicon Valley doesn't go because they aren't lucrative enough. In that time, I've recognized several recurring issues that have hampered the social sector from using technology to be more effective.

Lack of investment

A host of negative memes continue to circulate in the nonprofit sector among social sector leaders and the donors that fund them, leading to massive underinvestment in technology. Here are a few of them:

Money should be spent on helping people; tech is overhead. Most funders view tech as overhead, even when it has huge benefits for social mission outcomes. The message to NGO leaders is, Deliver more services. It's not unusual that a social sector leader dismisses spending even 10 percent of his/her budget on tech, even when such an investment would double the organization's impact.

Tech costs too much. Even though many makers of technology offer special nonprofit discount programs and most tech people working in nonprofits take big pay cuts, there is a widespread perception that technology and tech people are too expensive.

Tech doesn't work. The generally bad quality of advice given to nonprofits and foundations amplifies the idea that tech is expensive and doesn't work. I spend much of my time helping other nonprofits by doing "anti-consulting," which is talking them out of terrible ideas someone told them they should do. The average nonprofit does not need an app that no one will download or a magical blockchain solution.

Lack of strategic tech talent. Nonprofits generally lack the strategic tech talent they need to apply technology for maximum impact. Even in nonprofit organizations with a tech team, tech expertise is often seen as a support function, like accounting or facilities. Yes, IT services are important to a modern organization to keep the laptops operating and the email flowing. But segregating tech from core program activities results in huge missed opportunities to increase the social impact of a nonprofit.

An ambitious for-profit startup company wouldn't dream of launching without strategic tech talent on the senior management team, an individual (or individuals) who can help other members of the team understand what's working and what isn't and facilitate rapid learning.

While there are certainly some exciting nonprofits out there that, effectively, are software companies at their core, including Skoll Award-winning social enterprises like Benetech, Kiva, and Thorn, this is not an argument that every nonprofit needs its own team of software developers. However, every nonprofit that is ambitious about scaling needs its own strategic tech leader whose interests are fully aligned with the nonprofit's social mission. A strategic tech leader can advise where to apply technology to best effect and how to acquire it successfully.

Lack of infrastructure

When a modern for-profit company gets created, there is extensive technology infrastructure readily available. This includes common data standards that make it easy to connect different pieces of tech together. Just about every industry has dozens of cloud-based SaaS platforms that a new company can rent and that  compete on features, price, and ease of setup.

Outside of a few bright spots like public health, the nonprofit sector lacks this infrastructure. Underinvestment in tech means common SaaS platforms aren't built or available, which results in what I call the "cult of the custom." Too many nonprofits and agencies assume that their programmatic needs are unique and overpay to get custom or semi-custom tech solutions that generally end up being of poor quality. Can you imagine every dental office or golf course believing it needs to create its own unique software to operate?

If your nonprofit is the only customer for a unique piece of software built just for it, it's also the only entity paying for upgrades to that piece of software. As a result, your costs are generally higher because they are not spread over many customers.

With nonprofits already operating without enough funding, especially during the pandemic, all these dynamics lead to even more cycles of underinvestment in tech.

Advancing social change with tech

The time for technology in social change has come. The pandemic has underscored the need for tech capabilities. Fortunately, there is a new wave of nonprofits, donors, and coalitions who collectively realize that an integrated tech strategy is essential to achieving a social mission — just as it is essential for ambitious for-profit companies. Technology has immense untapped potential to help advance social innovation, benefiting humanity and the planet. It is time to tap that potential.

Jim-Fruchterman-squareJim Fruchterman is the CEO of Tech Matters, a nonprofit tech company in Silicon Valley that helps social change leaders understand what tech can and can't do and builds tech solutions that solve social problems. This post originally appeared on the Techonomy site and is republished here with permission.

A conversation with Mari Kuraishi, President, Jessie Ball duPont Fund

October 06, 2020

Mari Kuraishi came to prominence as president of GlobalGiving, which she co-founded with her husband, Dennis Whittle, in 2002. During her time there, the crowdfunding platform facilitated over $514 million in giving by more than a million donors to twenty-seven thousand projects around the world. In 2011, Kuraishi, who previously had worked at the World Bank, where she spearheaded the launch of the Development Marketplace, was named one of Foreign Policy's 100 Global Thinkers for "crowdsourcing worldsaving." Since January 2019, she has served as president of the Jessie Ball duPont Fund in Jacksonville, Florida.

PND recently spoke with Kuraishi — who chaired the board of GuideStar before it combined with Foundation Center in 2019 to form Candid and then served as co-chair of the Candid board during its first year — about the impact of crowdfunding on the global development landscape, her work at the Jessie Ball duPont Fund, and what she has learned about the social sector's response to urgent problems.

Mari_kuraishi_jessie_ball_dupontPhilanthropy News Digest: After seeing firsthand through your work at the World Bank the difficulty local officials and social entrepreneurs often had in securing funding for their development projects, you and your husband co-founded the world's first crowdfunding platform. Back then, what made you think individuals in developed countries would be willing to participate directly in the funding of such projects?

Mari Kuraishi: That is a very good question, because back in 2000 when we left the World Bank there actually was very little evidence that people were ready to give online, let alone to projects based thousands of miles away. To be sure, many generous donors existed, giving to brand-name NGOs like CARE, Oxfam, or the International Red Cross, but even those organizations were not yet online. Still, we were convinced that individual donors would give if they had a platform through which to do it. We were also sure that changes in technology would transform people's sense of proximity, and we knew that proximity was a key driver of generosity. What we weren't so sure about was how quickly it would happen.

PND: How has the popularity of crowdfunding and crowdfunding sites changed the international development landscape in the last dozen years or so?

MK: That's a little harder to calculate. Crowdfunding has definitely transformed giving in the U.S. since we founded GlobalGiving; online giving now represents almost a tenth of giving overall, starting from almost zero in 2000. That means more than $4 billion flowed through online giving platforms in 2019. What part of that $4 billion goes to international development projects, I can't tell you. But I do know this: in 2002, when we put up the first version of our website, we processed $25,000 in donations. This year it looks like GlobalGiving will process close to $100 million in donations to thousands of project leaders all over the world.

PND: While you were at GlobalGiving, the organization developed a framework of core values that included things like "always open" and "listen, act, learn, repeat." The emphasis on listening, on solutions developed by those on the front lines, and on continuous improvement through evidence-based learning has been adopted by many other nonprofits and foundations in recent years. Do you think what appears to be a gradual shift away from top-down funding models to more bottom-up crowdsourced models is here to stay?

MK: You're speaking right to my confirmation bias. I'm the woman who thought online giving was around the corner at the end of the year 2000. Yes, I think respecting the problem-solving capacities of communities and local leaders is here to stay. Not only are we seeing hashtags like #shiftthepower, we're seeing movements like Black Lives Matter and the Women's March come to the fore, so I cannot help but think that citizen leadership is on the rise. And perhaps I'm splitting hairs here, but it's not necessarily a shift away from top-down to bottom-up, so much as there is a scope for both types of leadership and action — just in different contexts.

PND: You are a firm believer in using data to grow and strengthen trust between funders and nonprofits. Is the sector making progress in that area, and what are some of the challenges that may be slowing that progress?

MK: Yes, I think we are making progress in the use of data to grow and strengthen trust between funders and nonprofits. First, data is easier and cheaper to collect and analyze; we have technology to thank for that. Second, we have emerging standards for what data matters — ranging from the philosophical, conceptual, and qualitative frameworks provided by movements like Leap Ambassadors, centered around the Leap of Reason initiative launched by Mario Morino, to the specific and granular, like the GuideStar/Candid Exchange profile. All of this creates a way for organizations to benchmark their own status and progress. I see three challenges in this regard: first, data scientists are still scarce and expensive in the social sector; second, not as many funders understand how to interpret the data, which means that sometimes we don't make the jump into trust-based philanthropy as readily as we might; and, finally, not everyone agrees that the corollary to greater transparency from nonprofits is more unrestricted funding.

PND: What is your take on how COVID-19 is impacting charitable giving in general and crowdfunding for development projects in particular?

MK: You should probably ask Alix Guerrier, my successor, as he's the man at the helm of crowdfunding in the midst of the COVID-19 crisis. I can tell you, though, that what I've heard from grantees at the Jessie Ball duPont Fund — who do not engage in international development — is that their traditional models of fundraising, which rely in great part on in-person events, have taken a hit, and that has spurred them to think a lot more about the potential for crowdfunding to fill the gaps.

PND: The Jessie Ball duPont Fund's grantmaking activities are guided by two strategic themes: equity and placemaking. What are the foundation's top priorities at the moment? And have the COVID-19 crisis and this summer's protests against systemic racism changed how you approach those priorities?

MK: Our priorities are in striking the right balance between seeking specific opportunities for change while also meeting the needs of our grantees and enhancing their resilience and effectiveness. To that end, we've built out an ambitious technical assistance program for grantees focused on fundraising, listening to constituent feedback, building capacity around data and equity, and achieving organizational transparency. The COVID-19 crisis really pushed us to undertake this as a hedge against the speed and magnitude of change that the crisis wrought. The protests against systemic racism redoubled our commitment to equity, which we had identified as a core direction through a strategy review we conducted last year. It has also increased the urgency I personally feel around making sure that we are not perpetuating systemic injustices through the patterns and processes of our grantmaking.

PND: As of the beginning of the year, about a third of the fund's endowment was invested in a socially responsible manner or to achieve a positive social or environmental impact. Can you tell us about the kinds of impact investments the fund is looking to make?

MK: The majority of our socially responsible investments, roughly $108 million, are in portfolios of companies that have been screened for best business practices, such as anti-discrimination, gender and racial equity, workforce development, wealth creation, and anti-pollution, among others.

About 6 percent, $18 million, is invested in high-impact funds and companies focused on affordable housing, support for small businesses, medical/social service tech, and clean energy. Illumen Capital, for instance, has a double bottom line of anticipated market-rate return and social impact. By directing capital to women- and people of color-owned businesses, Illumen finds traditionally overlooked value and doubles down by also working with financial managers to reduce their implicit biases in investing.

The Jessie Ball duPont Fund is largely place-based and about $12 million of our high-impact investments are in the communities Mrs. duPont cared about. These investments have mostly been in community development financial institutions (CDFIs) that provide access to affordable capital to developers, as well as individuals who might not qualify for traditional commercial bank loans but need money for a car, mortgage, or to capitalize a small business.

PND: Asian Americans have not always been front and center in movements for racial and social justice. Why is that, and do you think it is changing?

MK: Yes, you're right that Asian Americans are underrepresented in movements for racial and social justice. But we did have people like Fred Korematsu, who explicitly challenged the internment order for Japanese Americans all the way up to the Supreme Court — and lost — and Yuri Kochiyama, who was at Malcolm X's side when he was assassinated. Both were radicalized by their experience of internment, and perhaps that points to an answer to your question about Asian Americans and racial or social justice. Perhaps, as a community, we have tended to not tell those stories of injustice — except for extremely visible and acute events like the internment — and thereby have not mobilized our own communities. I do think that Asian-American Gen Z-ers and millennials seem to be as fired up as their peers — my personal favorite is K-pop fans mobilizing for Black Lives Matter — but I'll admit my conclusion is based entirely on an anecdote here.

PND: Your professional career has included stints at a huge, well-resourced multilateral organization, at a social enterprise startup, and now at an established private foundation. What have those experiences taught you about the ways in which the social sector responds to urgent problems and about what it might do differently to create more impact and really move the needle on those problems? Are you hopeful it will be able to do so?

MK: That's difficult to distill into a short answer, but here's a take. Large, well-resourced multilateral organizations organize their inputs and subject their business processes to scrutiny, much like large, for-profit multilateral institutions do, with one exception: their results aren't subject to competition. Social enterprise startups usually have to compete to get attention and capital to survive, but many don't have the resources to invest in other resources, such as human capital. The foundation world isn't really impacted by competition, either. I'd say that I was forced into greater accountability and transparency and soul-searching at the startup than at either of the two other places. So, the one thing I might say is that competition, channeled well, matters.

It would be good, I think, for us in the foundation and multilateral-aid worlds, to hold ourselves accountable to a greater degree of transparency, such as benchmarking ourselves to common standards. Of course, I can foresee the potential for dispute around those standards, so perhaps we just start with greater transparency and see where it leads us. But the urgency of the need to become more effective than we are today, I think, is undeniable. It's the only feasible response to what Jon Kabat-Zinn calls the "Full Catastrophe," because in the short run at least, we can't magically come up with more resources to dedicate to the growing list of challenges we face.

— Kyoko Uchida

How to achieve brand consistency for your nonprofit

September 29, 2020

Digital_marketing_table_GettyImagesYou've got a dynamite logo, a compelling tagline, and great messaging, but most of the time your staff goes about its business as if it none of that existed. What to do?

Consistent application of a unified visual identity and messaging is critical to building brand recognition. Over the years, I've found that nonprofits often struggle to achieve that kind of consistency. Because communications and marketing staff often are stretched, they may not be able to respond to every design or communication request and non-marketing people will end up creating the needed collateral. The result?

  • a social media manager posts updates with your old logo
  • a program manager sends out an event flyer using non-brand fonts or colors
  • an office manager creates a listing for a local magazine and doesn't include approved brand messaging
  • a member of the development staff creates an email using a template with an image and colors that have no relationship to your brand
  • staff, anxious to support a program or appeal with collateral, end up creating materials that are less than professional

These may seem like little things, but such actions can undo a lot of the work that goes into designing and building a strong brand. The best way to avoid such headaches is to create a culture that understands and respects the organization's brand. Here are a few things you can do to get you started.

1. Ensure that everyone understands the importance of a strong brand. It starts at the top. Leadership has to prioritize branding and lead by communicating the importance of a strong brand to everyone in the organization. It can do this by describing how a strong brand helps accomplish the organization's goals — from improving its reputation and visibility, to attracting more funders and participants, to expanding its programs or service area. Brand discussions at the board level should happen at least once a year, should focus on how the organization is living up to its brand promise, and should include a review of the organization's own position vis-à-vis its competitors.

Another way to elevate the importance of the brand is to appoint a brand manager and have that person report directly to the executive director, with whom he or she should have regular (at least quarterly) meetings to discuss how the brand is being positioned and maintained, and what kind of resources are needed to support the brand and branding efforts on an ongoing basis.

Another way to signal that the brand is an integral part of the organization is to make brand maintenance a part of everyone's job description. You should also look for regular opportunities to underscore the fact that the brand is a priority (e.g., at staff meetings and in memos).

2. Have clear brand guidelines. Having a brand style guide is crucial for maintaining the integrity of your brand. The guide can be distributed in print or digital format, posted to a website, or delivered as a slide deck or video. The key thing, however, is that it is delivered in a format that's appropriate for the intended audience. Typically, this might be a formal set of guidelines for marketing and communications staff tasked with creating materials and a more general brand booklet or video for staff and others who need to understand the essence of the brand.

In creating brand guidelines, be sure that the people tasked with using and enforcing them understand them. Avoid technical jargon and assumptions about end users' knowledge of design, typography, color palettes, and print and digital production issues.

3. Provide effective training. Just because you have brand guidelines doesn't mean that people will follow them. That's where brand training comes in. And when developing brand training for staff, be sure to accommodate differences in learning styles. For example, some staff members may be more auditory than visual in the way they relate to the world and may not be as quick to see the difference in how the logo, typefaces, or design elements are treated or realize when something is off. Communicate your brand guidelines in ways everyone can understand, and be sure to include vivid examples of do's and don'ts.

The onboarding process for new staff is a perfect time to introduce the brand and expectations for how it should be expressed. Don't just hand new employees (or volunteers) a manual and expect them to get it. Instead, make sure they know that communicating the brand, and paying attention to brand consistency, is an important part of their job, and encourage them to ask questions if they're unsure about anything.

4. Put systems in place to support the proper use of the brand. People can't use your logo, photos, or other brand assets if they can't access them, so make sure everyone on staff has access to the materials they need. A cloud-based server is an excellent way to ensure such access, but whether they're in the cloud, on your intranet, or posted to dedicated brand website, make sure your brand elements are organized in a way so that they are easy to find. Larger organizations may even benefit from a digital asset management (DAM) system.

Another way to support your brand is to have a person tasked with answering questions as they arise and someone else who is responsible for ensuring that the brand assets are maintained.

5. Showcase examples of good practices. Reward good behavior. Collect and share examples of staff using the brand effectively and be sure to explain why a specific use case helps the organization.

6. Encourage peer-to-peer support. Have those staff members who do a good job of following your brand guidelines and promoting your brand show others how it's done. In most cases, staff will be more inclined to listen to or learn from a peer than from management — particularly in cases where a regional or satellite office is involved.

7. Impose consequences if guidelines are not followed. If carrots don't work, you may have to use a stick. The penalty for non-compliance with organizational brand guidelines can range from a rebuke to a note on an employee's performance review. Before you go down that road, however, make sure everyone is aware of the expectations around the brand, has been trained in proper brand usage, and has access to the resources they need to comply with your brand guidelines.

Of course, there's always Plan B: outsource your brand and communications work to an agency or hire a freelancer. Doing so will eliminate the need for ongoing training and constant oversight of staff outreach efforts. It also will lighten the load on staff, who may be grateful to have more time they can use to help constituents.

Whether you outsource brand management or do it in-house, make a conscious plan and follow it.

(Photo credit: GettyImages)

Howard_Adam_Levy_Red_Rooster_Group_PhilanTopicHoward Adam Levy is president of the Red Rooster Group, a brand strategy firm that works with nonprofits, governments, and foundations.

Remote Onboarding: Set Up New Hires for Success

September 11, 2020

Remote_onboardingWhat was once unthinkable — hiring someone over Zoom without ever interviewing him or her in person – is, like so much else in our lives in 2020, becoming the norm. At Koya Leadership Partners, we noticed in April and May that many of our clients were uncomfortable with video-only interviewing processes but by June and July were plowing ahead, fully aware that there really wasn't any other option.

We've also heard from hiring managers who've developed safe ways to meet candidates in person as the (video) interview process enters its final stages. One CEO I know set up a series of socially-distanced one-on-one meetings in a public park. Another decided to take Zoom to the next level and have "Zoom coffees" with finalist candidates in an attempt to recreate the less-formal meetings they might have had pre-pandemic.

But what happens after you've negotiated all the challenges of hiring a new employee through a video-interview process and that person is about to start her new role remotely? In a COVID world, how do you successfully onboard a new hire and set her up for success in her role while also familiarizing her with your organizational culture?

Here are a few tips for remote onboarding that you may find useful during these unusual — and unusually challenging — times:

Begin the onboarding process before a new employee's first day. Your new hire won't have the benefit of coming into an office environment, being able to ask questions of those around him, and spontaneously striking up new work-based relationships. You can help jump-start all this by strategically setting the stage for onboarding before an employee's first day. Send the employee a welcome package with an assortment of gifts or swag (anything with the organization's logo that can be displayed on a desktop is a good idea) and any HR documents that need to be signed. A hand-written note from the hiring manager and the employee's future teammates is an especially nice gesture. You should also share the employee's onboarding schedule as soon as it's available so that he knows what to expect and which tech tools and platforms he'll be using.

Speaking of tech, you want to focus on it as soon as a hire has been finalized. Communications platforms are critical during the remote period leading up to a new employee's first day on the job. Make sure new hires are familiar with all the platforms and software they'll be expected to use and that their home-office setups are integrated with your systems and fully functioning. New hires will feel particularly adrift if it takes a while to get up to speed with what's happening at their new place of work.

Consider culture. It's particularly hard for new team members to acclimate to an organizational culture when everyone is working remotely. But many organizations have figured out and are using communications platforms to build and strengthen culture. You can, too. Are there unofficial Slack channels about cooking or movies or other topics that a new hire might be interested in? Be sure to highlight those. It's also a good idea to be intentional about video meetings. Be sure to hold regularly scheduled virtual town halls or team meetings that give employees an opportunity to come together in one (virtual) place to learn together and get to know one another.

Proactively facilitate connections. Pair the new team member with a mentor and a peer who can show them the ropes, answer their questions, and serve as guides to the culture. Task the mentor or "buddy" with setting up regular virtual lunches or coffees with the new hire until they are fully acclimated, and proactively schedule virtual "meet and greets" with other team members (rather than assuming they'll happen on their own).

Set expectations. Carve out some time to talk to your new hire specifically about communications norms and practices. How and when do teams communicate? When do folks send an email or make a phone call instead of using Slack? Are there norms around response time? Are there places or methods for sharing wins or celebrating birthdays? Also be sure to talk about work hours and schedules and to let your new team member know what the expectations are around her online presence and activity (e.g., does the organization support flex hours/schedules? Are employees expected to check emails early in the day? late in the day? all day? Are they expected to be available on weekends?).

Maintain structured communications with your new employee longer than you might in a more normal situation. New hires should have a weekly (at least) check-in with their manager and, ideally, twice a week for the first few weeks. Keep the lines of communication open and encourage them to reach out if they need additional support beyond regularly scheduled check-in calls. This kind of ongoing communication — both scheduled and impromptu — is key for successfully onboarding new employees in a work-from-home situation where they are unable to walk over to a colleague's desk to ask a question.

Remote onboarding isn't ideal. But with planning and the right kind of follow-through, it is possible to do it well and set a new hire up for long-term success. Good luck!

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. A frequent contributor to Philanthropy News Digest and other publications, Brennan recently authored The Governance Gap: Examining Diversity and Equity on Nonprofit Boards of Directors.

To help communities survive crises, trust and invest in their leadership

September 08, 2020

Kresge_fresh_lo_initiative_2Amid multiple ongoing crises, foundations are struggling with how best to support the nonprofit sector — in particular, community-based organizations working to address a raging pandemic, police violence, and systemic racism.

Led by people with a wealth of lived experience, community-based groups have long been a critical source of support for under-resourced neighborhoods struggling to rise above interconnected challenges, including insufficient access to fresh and affordable food, clean air, and safe, healthy housing.

By listening to and investing in local organizations, philanthropy has helped accelerate resident-centered collaborative approaches that have made it possible for such groups to pivot to meet immediate COVID-related needs and maintain their financial footing during an economic downturn that has forced many nonprofits to shut their doors.

One such group, the Memphis-based Binghampton Development Corporation (BDC), which works to promote people-first property development, support affordable home ownership, and train new food entrepreneurs in English, Spanish, and Arabic, hasn't missed a beat since COVID emerged as a public health crisis earlier this spring. Although the virus forced the organization to pause its regular programming to ensure proper social distancing, it is still hard at work making sure the small food businesses it supports have the resources they need to navigate these uncertain times and sustain themselves in a post-pandemic world. Recently, for example, it secured a catering deal for one local entrepreneur to prepare food for emergency medical staff, helping that small business owner earn the income needed to survive while supporting critical frontline workers.

And BDC isn't alone. Montbello Organizing Committee, a group of community organizers and developers based in Denver’s multiracial Montbello neighborhood, responded to the pandemic by immediately organizing emergency food distribution and working with partners to distribute meals to more than eight hundred people a day. In New Brunswick, New Jersey, resident-led nonprofit Elijah's Promise has provided twice-daily meals to locals out of its community soup kitchen and is serving more than three times as many meals today as it did before the virus became a concern. And through its Corner Store Witness initiative, the Chicago-based Inner-City Muslim Action Network (IMAN) and its community partners recently held a virtual convening to discuss the challenges immigrant-owned corner stores in inner-city neighborhoods are facing and what can be done to provide a path forward to long-term healing and the building of real community power. All these organizations are working locally to meet the needs of the communities in which they are embedded and are examples of the idea that in times of crisis, hyper-local investment is essential for community survival.

About five years ago, the Kresge Foundation developed a grant program, Fresh Local & Equitable (FreshLo), to support resident-led approaches to community challenges that prioritizes cultural expression and food as a social determent of health. A joint initiative of Kresge's Health and Arts & Culture programs, FreshLo intentionally integrates food, art, and creative approaches to community building to drive neighborhood revitalization equitably.

One of our top priorities is raising up resident-centered, collective action that includes the voices of those who live and work in the community. During the grantmaking process, we intentionally looked for neighborhoods that have lacked access to foundation funding — especially those in the South and Midwest. We knew that groups on the ground were already doing important community-driven work and we hoped the funding we could provide would help seed new networks, bring resident-led projects to life, and develop infrastructure that could support their neighborhoods over time.

The twenty-three community-based groups we selected were already doing the work needed to drive long-term neighborhood change — the type of work Kresge has been exploring for nearly a decade through its Creative Placemaking efforts, which are based on the idea that progress depends on a more nuanced understanding of urban inequality and how arts, culture, and community-engaged design intersect with strategies to expand opportunities for residents in low-income communities.

It was the social cohesion and vision shared by residents in these neighborhoods that excited us and created, in our view, the essential pre-conditions for long-term change. That vision also served as a vital ground wire for the collective action needed to mitigate some of the impacts related to the pandemic and structural racism.

Over the past six months, we've seen these organizations evolve their programs and services to meet emerging needs of their communities. We had a hunch that investing in resident-driven collective action and cultural solutions would help strengthen communities that had been neglected for decades; the pandemic has proven that hunch right. The results of our grantees' efforts show that place-based, culture-first investing is critical in times of crisis.

In Minnesota, Native-led community organization and FreshLo grantee Dream of Wild Health has tripled its farmland with support from Kresge. During a pandemic — when food sovereignty is paramount — the organization's sustainable farming practices, informed by Indigenous knowledge and traditions, have proven key to meeting the growing food needs of its community. Not only is the group cultivating its land to yield more fresh produce for current and future generations, it's also delivering food to elders who are at higher risk of becoming seriously ill with the virus and supporting other members of the community impacted by COVID and ongoing protests against racial injustice.

Similarly, In Oakland, FreshLo grantee Planting Justice has spent decades mobilizing people impacted by mass incarceration to work toward neighborhood revitalization and food sovereignty. Since the pandemic began, the organization has shifted work at its plant nursery to provide critical produce and smoothie distribution to more than a thousand neighbors a week. As its community faces job loss and economic challenges, it also has taken on forty paid interns, creating new opportunities for professional development and routing money to local families, supported by additional COVID-response funding from Kresge.

Like Montbello, Elijah's Promise, and IMAN, the organization's ability to quickly pivot and use resources where they are most needed is a testament to the trust it has built up and its commitment to its neighbors. Investments in social infrastructure and the leadership of groups like Dream of Wild Health and Planting Justice can only strengthen their work.

For historically underresourced and marginalized neighborhoods, and the people who live in them, responding to crises is nothing new. But they are more likely to survive a crisis when strong community connections already exist and they receive the support needed to take neighborhood-level action. The lessons from the FreshLo initiative suggest that investments in social cohesion, local leadership, and community enterprises can yield huge dividends.

The crises we are grappling with today — and those to follow — require that we lean on our neighbors. The strongest safety nets are constructed out of local knowledge, relationships, and community action, and philanthropy should do what it can to support them.

(Photo credit: Kresge Foundation Fresh Local & Equitable Initiative)

Stacey_Barbas_Regina_R_Smith_PhilanTopic

Stacey Barbas is a senior program officer in the Health program and Regina R. Smith is managing director of the Arts & Culture program at the Kresge Foundation.

5 ways to use your donor data for #GivingTuesday

September 04, 2020

Donate-now#GivingTuesday is a global day of generosity that usually takes place the Tuesday after Thanksgiving. In 2019, $1.97 billion was raised on that Tuesday alone. And this year, nonprofits have an opportunity to build on that success and generate even more support for their programs and mission.

As you and your colleagues begin to prepare for this year's event and start to brainstorm strategies to maximize your organization's success, consider how donor data can help. From conducting prospect research before the big day to analyzing the data afterwards, there are many ways that donor data can be used to elevate your #GivingTuesday results specifically and overall fundraising results more generally.

Below, we consider in more detail some of the most effective ways to utilize donor data, including:

  1. keeping your data clean
  2. identifying your best prospects
  3. segmenting your donors
  4. optimizing future outreach
  5. looking for opportunities to match gifts

Let's take a closer look at each of our recommendations for putting donor data to good use this #GivingTuesday.

1. Keep your donor data clean. We've found that it's easier to use donor data when that data is clean. Strategizing and designing a #GivingTuesday campaign with incorrect data can negatively impact relationships with donors you've spent so much effort cultivating. If you're looking for an in-depth explanation about the importance of data hygiene, check out this article from AccuData.

The easiest way to create and maintain clean data is to use a CRM (constituent relationship management) database. A CRM compiles information about each of your constituents in individual profiles, enabling you to easily access any donor's giving history, communications activity, and relationship status.

With a CRM, you can also do the following to clean your data:

  • remove duplicate profiles
  • verify that a donor's contact information is up-to-date
  • remove the profiles of donors who haven't given in many years (although you should send a final appeal to them before removing their profiles from the system)
  • search for donors who have passed away since your last communication
  • egment your donors into relevant groupings

Once you've cleaned the data, analyze it for insights that can help you craft an effective outreach strategy. #GivingTuesday only comes around once a year, so make sure your planning for it is based on the best data you can get your hands on.

2. Identify new prospects. After you've cleaned your donor data, take the time to analyze it. Part of that process is what we call prospect research. Simply put, prospect research is the process of researching your would-be supporters to see which of them is most able and willing to donate to your organization. Some of the prospects you identify through the process will become regular supporters of your organization and a few of them could even have a significant impact by contributing a major gift.

Major donors should always be a priority for your organization. Some fundraising professionals even go so far as to say that 89 percent of a nonprofit's fundraising revenue should come from just 14 percent of its donors. That's why it's important to start cultivating these relationships as soon as you can — major donors tend to give their biggest gifts to organizations that consistently and authentically engage with them.

Determining which of your supporters is most likely to be a major donor before #GivingTuesday gives you the chance to approach them ahead of time and see where they stand.

To conduct prospect research efficiently, start by filtering your donor data using wealth and charitable indicators:

  • Wealth indicators. Things like real estate ownership, stock holdings, business affiliations, and so on will give you an idea of an individual's capacity to give.
  • Charitable indicators. A donor's past giving patterns, his or her relationship to your cause, his or her political contributions history, and so on will give you an idea of his or her willingness to give.

While you can conduct prospect research manually, your best bet is to invest in a tool built for the purpose. To learn more about how all these factors can be brought together to create useful profiles of your donors, check out our Essentials for Prospect Research guide.

3. Segment your donors. You can also use donor data to segment your donors. This is a great marketing strategy and is something you should do both before and after #GivingTuesday. Why?

Donor segmentation helps you better communicate and reach out to supporters in ways that are most likely to catch their attention and encourage their engagement.

You already know that donor data is key to beginning and sustaining valuable relationships. And, as we've noted, a good CRM will store and organize all your data for effective management.

Once your data is organized in your CRM, you can start grouping supporters. Segment your database into different lists based on key metrics and then formulate different communication strategies for each one. You can, for instance, segment donors by:

  • donation frequency
  • preferred method of giving
  • engagement preference or history
  • location
  • age
  • business affiliations
  • volunteer history

All of these factors (and more) should influence how you reach out to supporters before #GivingTuesday (and afterwards). For example, you might find that younger people in your audience prefer to be communicated with via social media, whereas older folks prefer email or even direct mail.

4. Optimize future outreach. One of the best ways to increase response rates, build deeper connections, and improve donor retention is to personalize your outreach. Simply sending a thank-you email with a donor's name and the size of her gift size will help her remember you the next time she decides to make a donation.

And after #GivingTuesday is over, you're likely have a whole batch of new donors, as well as data about them that will come in handy for your future fundraising and stewardship efforts.

You can use that data to retain some of these new supporters and broaden your donor base in the long run by doing the following:

  • sending personal, targeted appeals asking for a specific contribution amount based on your donor analytics;
  • automating personalized gift receipts and acknowledgments, which can be done by using a mail-merge tool in your CRM;
  • using templated donor letters to explain to supporters how their gifts have advanced your mission and how their future gifts will continue to make an impact.

These and other ideas can help you close out the giving season on a positive note and set up additional donor-cultivation efforts in the new year.

5. Look for opportunities to match gifts. The relationship between nonprofits and for-profit businesses is changing as corporate social responsibility (CSR) policies are adopted by more and more corporations and companies step up to match donations that their employees make to nonprofits.

Unfortunately, many gifts go unmatched simply because donors are unaware that their gifts are match-eligible.

It's estimated that the nonprofit sector misses out on $4 billion to $7 billion in matching funds every year.

This #GivingTuesday, don't leave money on the table. The best ways to incorporate matching gifts into your strategy and ensure you leverage your donors' support to the maximum include:

  • embedding a matching gift database on your donation page that allows donors to look up their company and access any information it may have provided about its matching-gift policies.
  • using software that allows you to automatically look up email address domains provided by donors. If an email address is associated with a company that matches gifts, the donor will be notified of his or her eligibility.

Read more about corporate matching-gift programs and learn how you can maximize your fundraising potential by reviewing Double the Donation's corporate matching gift guide.

There are many ways to analyze and use your donor data. Whether that means identifying prospective donors, segmenting donor profiles, or just keeping your data clean, everything you do with the information you collect will have an impact on your fundraising efforts going forward. But don't take our word for it. Maximize your donation revenue this #GivingTuesday by trying out some or all of these techniques!

Sarah Tedesco_DonorSearch_PhilanTopicSarah Tedesco is executive vice president of DonorSearch, a prospect research and wealth screening company.

What we can learn from the Sierra Club's moment of self-reckoning

August 31, 2020

Sierra_club_history-edward-t-parsonsThe Sierra Club, that paragon of environmental activism, just did something unusual: it admitted it has a problem. In July, the nearly hundred-and-thirty-year-old organization released a statement in which it acknowledged the racial prejudices of its founder, environmental icon John Muir, as well as the harm it has caused Black, Indigenous, and people of color over the decades. 

The nationwide protests that followed George Floyd's killing in May have reenergized conversations around our collective need to grapple with the long history of racism in America. The Sierra Club's acknowledgement of its problematic origins and its sincere commitment to make amends should serve as a model for how other organizations and institutions can reckon with their own checkered pasts while not invalidating the positive work they have done over the years. Problems can only be fixed when they have been identified and named; others should take note. 

The Sierra Club is one of the nation's largest and most influential environmental organizations. Since its founding in 1892, the club has worked to preserve and create new public parks, lobbied for the protection of clean water and the adoption of renewable energy, campaigned against the continued use of coal, and promoted youth environmental education. It's co-founder and first president, John Muir, inspired many with his writings and was instrumental in creating the movement that led to the establishment of the National Park System, earning him the sobriquet "Father of the National Parks." 

Notwithstanding its achievements over the decades, the organization recently issued a public apology for Muir's harmful writings and beliefs in which it noted that his characterizations of Black and Indigenous people often played on racist stereotypes. "As the most iconic figure in Sierra Club history," the statement read in part, "Muir's words and actions carry an especially heavy weight. They continue to hurt and alienate Indigenous people and people of color."  

In its early days, the organization screened out potential members based on race, limiting the environmental engagement of people of color. Sadly, Muir's views and statements were emblematic of many of the early conservation movement's failings — most obviously the fact that the very lands being protected were expropriated by white settlers from Indigenous populations. Muir's ideal state seemed to be "the lone white man at one with nature." This exclusionary view has had long-lasting impacts, including the disproportionately low number of people of color who visit national parks today. 

A founding father who inspired a movement spanning generations but who considered the land on which it was based "free" only after its Indigenous inhabitants had been removed. A visionary whose prejudices ran counter to his overarching message — a message he and his peers couldn't and, frankly, had no desire to uphold. An iconic figure who helped move the country in a positive direction while ignoring and damaging communities of color. It's an all-too-familiar story. 

With its recent acknowledgement of Muir's failures, the Sierra Club has taken a bigger step forward than many others in the United States. Indeed, a recent NBC News/Wall Street Journal poll shows that while 59 percent of Americans believe Black people face discrimination, only 44 percent believe it is systemic and perpetuated by policy and institutions — in effect putting the burden of systemic racism on a few "bad apples." 

And while the poll also found that a slight majority of Americans, 51 percent, support the removal of Confederate statues from public spaces, an ABC/Washington Post poll that asked the same question found that only 43 percent of Americans supported the removal of such statues and only 42 percent supported the renaming of military bases named after Confederate generals. Polling discrepancies aside, the message is clear: at least nearly half of Americans believe we should continue to honor men who fought to protect and preserve chattel slavery in the United States. 

Admitting that you have a problem is the first step to recovery. Admitting that the United States has a racist past and has long ignored structures and systems that are inherently racist is not the same as saying that Americans are rotten to the core, incapable of doing good, or  irredeemable; it is, instead, an acknowledgement that we have harmed ourselves and those to whom we have a moral responsibility. Sometimes the only way to address a problem is through an intervention, but even interventions are futile without fundamental acceptance of the basic problem. The Sierra Club has begun to do the work needed to heal the damage and move forward; the rest of us should follow its lead.

(Photograph by Edward T. Parsons, "Group on Summit of Mount Brewer," 1902)

Headshot_garret_zink_PhilanTopic

Garrett Zink (@GarrettZink) is a corporate social responsibility specialist based in Washington, DC.

Donors have an opportunity to build on last year's strong giving

August 17, 2020

Closed_coronavirus_united_wayAccording to Giving USA 2020: The Annual Report on Philanthropy for the Year 2019, charitable giving increased 4.2 percent in current dollars, to $449.64 billion, in 2019, making it the second highest year for charitable giving (when adjusted for inflation). While it's too soon to tell what that will mean for 2020, such a strong show of support for the charitable sector is an encouraging sign in what otherwise is an uncertain philanthropic environment, thanks to the spread of COVID-19.

Clearly, many Americans view generosity as an important part of their lives. The Giving USA data from 2019 and the philanthropic trends we've seen in past recessions (as reported in Giving USA) can help us understand what we should expect in these uncertain times.

A strong economy in 2019 resulted in more giving by individuals, corporations, and foundations, as well as increases in giving to organizations in all but one of the nine recipient categories tracked by Giving USA — six of which recorded their highest ever giving totals (adjusted for inflation) in 2019. The analysis also found that the growth in giving in 2019 was driven by a jump in giving by individuals, which rose 4.7 percent and logged its second-highest dollar total (adjusted for inflation) ever — and which handily remains the largest single source of charitable giving at 69 percent of total giving. In recent years we've also seen giving by foundations comprising an increasingly larger share of total giving emerge as a trend; in 2019, that share was 17 percent for the second year in a row, the highest on record.

The uncertainty around the COVID-19 situation in the United States makes it almost impossible to predict when and how quickly the economy will fully recover. Giving USA found that in 2007-09, the period immediately preceding and following the financial crisis, foundation giving grew 3 percent, even as overall giving declined 12 percent. And to date in 2020, we've seen foundations increase both the number and dollar amount of the grants they make to help fill gaps created by the virus, as well as accelerated distributions from donor-advised funds.

Dunham + Company's own study found that the oldest donors, regular churchgoers, and self-described conservatives were more likely to say they would maintain their giving at last year's levels or increase it. Many also cited COVID-19 as the main reason they plan to give more. However, the study also found that many donors were anxious about the virus and its impacts, causing a quarter (25 percent) of respondents to say they plan to cut back on their giving. From where we sit, the charitable organizations that have had success since the virus emerged as a public health crisis have pivoted quickly to donor-centric communications that emphasize the challenges donors might be facing while also affirming the relevance of their missions. Indeed, a number of our clients have recorded some of the best daily giving totals in their history over the past few months.

Conversely, the organizations that have struggled are those that have not been able to pivot, for whatever reason, to online giving and/or have not diversified their base of support. I'm particularly concerned for nonprofits in education and the arts, culture, and humanities — organizations that rely on major gifts or do not have large endowments — even though giving to these sectors saw double-digit growth in 2019. If they hope to maintain both their relevancy and viability, it will be important for these organizations, once we're on the other side of the pandemic, to be able to demonstrate that they weathered the storm and are in a good position to continue serving their communities.

Ultimately, donors have an opportunity and a responsibility to make their dollars count on behalf of the organizations and sectors they care about most. We still have time in 2020 to make this a year of solid philanthropic support for the charitable sector.

Rick Dunham_PhilanTopicRick Dunham is the immediate past chair of the Giving USA Foundation and founder and CEO of Dunham + Company. He has spent more than forty years in marketing, fundraising, and organizational development for nonprofit organizations. Giving USA, the longest-running and most comprehensive report of its kind in America, is published by the Giving USA Foundation and is researched and written by the Indiana University Lilly Family School of Philanthropy.

5 Questions for...Rajasvini Bhansali, Executive Director, Solidaire Network

August 14, 2020

Launched in 2013, Solidaire Network is a collective of donors and foundations committed to ending the legacy of racism and anti-Blackness. Through programs such as Movement R&D, Rapid Response, and the newly launched Black Liberation Pooled Fund, network members have moved nearly $18 million since 2013 in support of the Movement for Black Lives and the Black-led organizing ecosystem.

Rajasvini Bhansali, the network's leader since 2018, previously served as executive director of Thousand Currents, where she helped launch a climate justice fund and an impact investment fund and led that collaborative's efforts to expand partnerships with grassroots groups and movements led by women, youth, and Indigenous peoples in the Global South. At Solidaire, she has overseen an evaluation process that resulted in the development of a three-pronged strategy — donor activism, resource mobilization, and driving a paradigm shift — aimed at moving $1 billion over ten years to social change movements.

PND spoke with Bhansali about Solidaire's activist-centered model, the meaning and implications of the reenergized movement for racial justice, and the organization's latest fund.

Headshot_Rajasvini Bhansali_solidaire_networkPhilanthropy News Digest: What kind of donors and foundations decide to become members of Solidaire? And has your membership grown in the wake of the protests that followed the killing of George Floyd?

Rajasvini Bhansali: We have over a hundred and eighty members in the Solidaire community, ranging from individuals and families with generational or new wealth to those who have established their own family or private foundation. And what's unique about our donors is that they act as "donor organizers" — working quickly to mobilize others to move critical resources to people and organizations on the front lines — and, in the process, transforming their relationship to power and wealth. Our network isn't about charity or paternalism. The only people we wish to "save" are ourselves, by doing our part to make amends for the generations of oppression and theft upon which current systems have been built.

Supporting Black-led movements and Black liberation has always been at the core of our values and grantmaking strategy. And from the start of the recent protests, our goal wasn't to grow our membership; it was to double down on those efforts. Since June, Solidaire members have committed more than $10 million to the Black-led organizing ecosystem, including the Movement for Black Lives, the Southern Power Fund, and Reparations Summer.

PND: Your Aligned Giving Strategy, which was launched in response to calls for philanthropy to fund the Movement for Black Lives, requires no reports or applications and is based instead on trust and relationships between your members and the frontline groups organizing Black communities. What does that trust-building process look like?

RB: Our goal always is to trust in the wisdom and leadership of grassroots organizers. These leaders know what their communities need and have been telling funders what they need for years, but we haven't been listening. At Solidaire, we don't want movement leaders to have to prove something to us; instead, our job is to get them the resources they need to win now and over the long term. Traditional philanthropy often takes a top-down approach that can replicate unjust power structures. We don't want our process to be another barrier. Our approach is to listen directly to the people most impacted by injustice, understand their lived experience and how current systems have failed them, and share our power and resources to help change those systems.

Our staff are critical to the process. They have a deep understanding of this space, have movement backgrounds, and bring with them relationships and a sense of curiosity about how we can do better to support movements and communities. Our donor members also have a deep interest in organizing their own families and networks to respond to movement funding needs and bring time-sensitive funding opportunities to their peers within the network.

PND: AGS gives donors a choice of four focus areas to invest in: providing direct general support to 501(c)(3) and (c)(4) groups; investing in activist-led efforts to build shared movement infrastructure; helping organizations diversify their revenue streams and achieve financial sustainability; and supporting the efforts of movement groups to translate their cultural influence into policy change and actual legislation. Are you seeing donors gravitate to one area more than others, and if so, why might that be?

RB: We try to show our donors that these issue areas are all interrelated and therefore equally deserving of their attention. What we have seen with COVID-19 is that it has laid bare longstanding inequities caused by systems and policies robbing our communities of the resources they needed to be healthy and resilient — even during less challenging times than these. While some philanthropists and foundations have increased their giving to meet the needs of the moment, many of those initiatives do not address the root causes of how we got here in the first place.

We are heartened to see how deeply our members are committed to working together to eliminate racist attitudes, practices, and policies that harm working people and communities of color. We are also moved to see our donor members working internally and externally — and with humility and courage — with communities on the front lines of social change to provide the long-term, sustained support those communities need to liberate themselves — and all of us.

PND: Launched with the goal of raising $5 million by the end of August to strengthen the Black Lives Matter ecosystem, the Black Liberation Pooled Fund just received a $20 million commitment from the Packard Foundation. How does that commitment affect your plans for the fund, if at all, and what has been the response to date from other funders?

RB: Solidaire has been committed since its inception to supporting Black liberation work by cultivating authentic, just, and right relationships with Black-led organizations and community leaders. Packard's $20 million commitment to the Black Liberation Pooled Fund over the next five years is part of the foundation's five-year, $100 million commitment to improve its grantmaking in support of justice and equity. Solidaire will pool that money with other resources to support the ecosystem of Black-led social change organizations nationally, including groups working to strengthen multiracial alliances, innovate grassroots climate justice solutions, advance the decarceration and decriminalization of Black bodies, build regenerative economic models and community wealth strategies, nurture the leadership and capacity needs of movement organizations, and imagine and create a more democratic, pluralistic, feminist future.

The response to the fund clearly has exceeded our initial goal, but movement leaders are not slowing down, and neither are we. Much more remains to be done, and seven years in, our work is only just beginning. We will continue to push forward while remaining grounded in both the immediate and longer-term infrastructure-building needs of the movement.

PND: Solidaire believes that Black-led social change is not just about justice for Black communities but about broad and deep societal transformation for all. Can you elaborate on that idea?

RB: We have to remember that the exploitation of Black and Indigenous labor, lives, and wealth has gone on in this country for five hundred years. We are way overdue for an end to the fundamental inequities on which all institutions and systems in the United States are based. We also must remember that today's movement activists and leaders are just the newest link in a long chain of freedom lovers, liberation fighters, movement builders, and believers in humanity and a shared future. We are incredibly proud to be building on the work of all those who came before us. Supporting Black- and Indigenous-led social change advances racial and social justice for all people. The Black freedom struggle in the twentieth century resulted in advances for women, people with disabilities, LGBTQIA+ folks, immigrants, and workers of all colors. Today, the work of visionary Black organizers and advocates is making broad systemic change — from defunding the police, to police-free schools, to the call for reparations and reinvestment in community well-being — not only possible but also imminent.

Fourteen years ago, I had the opportunity to serve as a management advisor for a network of polytechnics, acting as a capacity builder with a network of youth-training institutions in rural Kenya. I witnessed first-hand the institutional barriers faced by farmers, teachers, and youth workers, all of whom exhibited tremendous moral leadership, as well as the condescension and harmful top-down interventions of well-intentioned philanthropists who inserted unequal power dynamics into local community processes. I saw how the wisdom, brilliance, stick-with-it-ness, and sustainable strategies of ordinary people working to transform local conditions were rarely acknowledged, let alone honored. And as a result of that experience, I resolved to use my position of privilege to exert greater influence on philanthropic behaviors and attitudes and to truly work in service of the communities that are organizing to change their circumstances. All of that continues to inform my work today with Solidaire.

— Kyoko Uchida

Nonprofits: it’s time to redefine your corporate relationships

August 11, 2020

Rethink your corporate relationshipsNonprofits are looking at one of the best opportunities in decades to redefine their corporate partnerships for the betterment of their constituents.

The public's expectations with respect to the role business should play in addressing social inequities has shifted dramatically over recent years. In this moment, how corporations decide to meet these expectations has enormous implications for nonprofit leaders. Our latest research, The Corporate Social Mind Research Report, includes two findings that argue strongly for a rethink of the nonprofit-corporate funder relationship: 1) these days, Americans expect companies to have an opinion on pressing social issues; and 2) companies actually do influence how individuals act in support of particular causes.

It is our view that both findings create an opportunity, even a responsibility, for nonprofits to help companies successfully engage customers, employees, and stakeholders in taking action on social issues.

Large segments of the American public are hungry for accurate information about the issues they care about and are looking for ways to meaningfully engage in change. And these days they have added publicly owned companies to their list of go-to sources for such information. If your nonprofit hasn’t already redefined its relationships with its corporate funders, it's time to get started.

Here are a couple of things you can do:

Reposition your nonprofit as a subject-matter expert. Nearly half (46 percent) of consumers we surveyed expect a company to know how its products or services are impacting society. This represents a golden opportunity for nonprofits to step up as subject-matter experts. Many nonprofits are well-positioned to provide information about corporate impact at every level of a corporation’s operations, from product design, to supply chain management, to branding and marketing.

In our survey, almost 60 percent of respondents said they believe companies should make clear where they stand on racial equity, social justice, and discrimination, while almost half want the same for the environment/climate change. Again, nonprofits, in their role as experts, can help companies define their positions and craft messaging around their issue. Companies know their business and customers, but a nonprofit is more likely to understand who is (and isn't) affected by an issue and how a business might be impacting its constituents. In other words, nonprofits can educate, inform, and help companies build knowledge about an issue and bring a more authentic, public-focused perspective to its internal conversations.

Partners in change. When we asked, "What actions have you (as a consumer) taken in the last three weeks because a company asked you to get involved in a social issue?" we learned that:

  • 25 percent of those who responded to the survey posted or shared something related to an issue;
  • 21 percent started to or increased their purchases of local products and/or services;
  • 20 percent said they had made an in-kind donation to a charity; and
  • 20 percent said they had made a cash donation to a cause or charity.

In addition, a quarter (26 percent) of respondents think companies should engage their employees in fundraising or volunteering for a social cause or issue. Many nonprofits are well positioned to offer easy and customized access to such opportunities, educating employees about their issue and the company’s role in creating impact while underscoring its commitment to the issue.

Our survey results illustrate the potential of authentically engaged companies to make a difference. Viewed holistically, social issues cut across all segments of society, from companies, to donors, to voters and policy makers, to beneficiaries, consumers, and investors. Social change happens when all of these groups ignore their traditional roles and organizational boundaries and join forces to advance solutions to an issue.

The two most prominent issues in 2020, COVID-19 and Black Lives Matter, are causing many companies to rethink their role in advancing social change. Matching the level of engagement of their customers is likely to be a challenge for many of them, but one well worth the effort. Nonprofits are well-positioned to support companies and help inform their decisions and actions. As companies work to develop more effective and meaningful approaches to urgent social issues, nonprofits have a unique opportunity to redefine the corporate-nonprofit relationship by significantly enhancing the value they bring to it.

Headshot_derrick_feldmann_2015Derrick Feldmann (@derrickfeldmann) is the founder of the Millennial Impact Project, lead researcher at Cause and Social Influence, and the author of the new book, The Corporate Social Mind. You can read more by Derrick here.

What grantees need most — a partner

July 21, 2020

NorthBergen_Healthy_Places_by_DesignFor better or worse; for richer, for poorer; through sickness and health.

You may not associate this vow with your typical funder — unless you've had the good fortune to partner with New Jersey Health Initiatives (NJHI).

Among the many things that make NJHI unique is the value it places on shifting power to communities, making longer-term commitments so that grantees have the time needed to achieve community transformation, and forming authentic relationships with grantees and partners.

NJHI was established in 1987 as a national program of the Robert Wood Johnson Foundation (RWJF). In New Jersey, RWJF's home state, NJHI plays a leading role in advancing the foundation's efforts to build healthier communities through grantmaking and investments. Since its inception, NJHI has supported more than forty statewide funding initiatives encompassing over five hundred grantees across all twenty-one counties in the state, making grants in support of youth-led initiatives, health and well-being, mental health, and community-based capacity development.

Recognizing that the communities it supports are best positioned to create the most impact and sustainable change, the organization strives to be flexible, nimble, and innovative. "We allow community partners to determine the best use of grant funds based on their specific community needs," says NJHI director Bob Atkins. "We have focused our grantmaking on engaging more voices and stakeholders in the communities in which we work, and to have them inform our thinking and approaches to making their communities healthier and more equitable."

As a community-led funder and partner focused on a single state, NJHI can make multiple investments in the same communities in ways that are strategic and complementary, rather than duplicative. "It has been exciting to see past and current grantees weave in elements of what they first received funding for five or ten or fifteen years ago," says NJHI deputy director Diane Hagerman. "We know that changes to health outcomes may not be seen for five or even ten years, so seeing work that was funded in the past resurface in a more current context speaks to the commitment of communities to make lasting change."

NJHI also recognizes that needs and context are not the same across communities, even within a single state. "We've analyzed our approach and become increasingly aware that some of our more distressed communities want help to build their own organizational and collaborative capacity," Hagerman notes. To address those requests, NJHI increased the amount of technical assistance it provides to applicants from distressed communities, many of which don't have a paid grant writer on staff.

More recently, a reimagining of NJHI's approach put greater focus on how it works with communities — as opposed to for communities. "One of the most valuable roles we can play," says Atkins, "is to set the table for grantees and community partners while they decide and create buy-in around what will help them achieve their goals." As such, NJHI leverages its influential role as connector and convener to help its community partners expand their networks and access additional resources, including coaching and collaborative learning and networking opportunities. Such investments provide exceptional returns in terms of building capacity at the community level.

"NJHI not only invests in communities, it invests in leaders and has built a movement across the state of people passionate about health equity," says Mary Celis, director of health initiatives at United Way of Passaic County. "Being a part of the NJHI family means you always have thought-leaders to problem-solve with and learn from."

NJHI's responsiveness during the COVID-19 pandemic provides another example of how it has grounded its investments in relationships. The large number of coronavirus infections and deaths in the state have underscored the important policy and systems work NJHI grantees do to address health disparities in their communities. NJHI was quick, for example, to provide timely funding resources and other critical information to grantees, and it devoted its April monthly Learning Collaborative session to an open discussion about the impacts of the COVID-19 pandemic in grantee communities. It was reassuring for NJHI grantees and partners to hear a funder be transparent about the ways in which the crisis has impacted the work it funds, and that the funder was committed to providing maximum flexibility in terms of its current grants.

The focus on developing meaningful partnerships has been critical to NJHI's efforts to reduce health disparities and create healthier communities in New Jersey. "This work cannot be accomplished alone or in silos," Atkins says. "To be effective in what we are trying to achieve requires partnering with our communities and other organizations. We don't want to simply be seen as 'the funder' — we are their partners, committed to learning from and alongside them."

That strategy serves NJHI, its grantees, and their communities well — and New Jersey is a healthier state because of it.

(Photo credit: New Jersey Health Initiatives/North Bergen Municipal Alliance)

Joanne Lee_PhilanTopicJoanne Lee is collaborative learning director at Healthy Places by Design, an organization that serves as a strategic partner for communities and those who invest in them.

Pay transparency: what it means for job seekers and employer

July 20, 2020

20150319_TransparencypiggybankThere's a growing push for pay transparency in both the for-profit and nonprofit sectors. For those unfamiliar with the concept, pay transparency includes both radical openness about compensation ranges within a company as well as publicly posting compensation ranges in your job descriptions.

Many see pay transparency as a way to close persistent salary gaps that exist between genders and races. The gap affects women of color the most. A recent report from the National Partnership for Women & Families shows that Latinas are paid 54 cents on every dollar paid to white, non-Hispanic men. And across all racial and ethnic groups, women in the United States are paid 82 cents for every dollar paid to men.

Many employers have concerns, however, that a shift to pay transparency would generate internal dissatisfaction and render salary negotiations pointless. A recent LinkedIn Global Talent Survey captures the mixed reception the idea has received. According to LinkedIn's Global Talent Trends 2019 report, 27 percent of HR and hiring professionals say their company currently shares salary ranges with employees or candidates, with a further 22 percent saying they're likely to start doing so within the next five years. But more than half (51 percent) do not disclose salaries or salary ranges.

As executive recruiters serving the nonprofit sector, Koya Leadership Partners has worked with clients on both ends of the spectrum, and many in between. And we've noted that many in the Philanthropic (foundations) and Social Justice sectors have moved toward including salary ranges in their job descriptions as a way to publicly demonstrate their values and help achieve equity compensation in the field. What's more, the move toward pay transparency has picked up speed in the COVID-19 and Black Lives Matter era.

There is some evidence from companies like Buffer, which creates social media tools, that salary transparency policies increase interest from candidates and contribute to greater employee satisfaction and engagement. Buffer uses a publicly available salary calculator to determine salaries for all its employees, and in 2013 it began publishing employee salaries on the Internet for all to see.

Although start-up and tech companies have led the way on pay transparency in the for-profit sector, a number of giants in other sectors have also adopted transparency policies. One of them, Starbucks, has explicitly stated that salary transparency is a tool for achieving gender and racial pay equity, and to that end the coffeehouse chain shares salary bands internally and salary ranges with job candidates who ask. In 2018, the company announced that it had achieved 100 percent pay equity, and the moves it has made on that front have generated a lot of positive press while helping it hire and keep top talent.

So why haven't more organizations adopted transparent pay practices? Compensation can be a charged, highly emotional issue that raises fundamental questions of equity and merit that are not always easy to manage. But in this new era in which we find ourselves, corporate and nonprofit leaders are waking up to the realization that they can and must play a role in creating a more just and equitable society. Creating transparency around pay is one way to do that.

Here are three suggestions for getting started:

1. Conduct an annual compensation audit. Hire a professional to make sure your compensation policies are informed by data and reflect best practices. Identify salary gaps and make a plan for closing them.

2. Leverage the hiring process as a way to begin building transparency. Identify salary bands for new hires before you go to market and communicate them to job candidates, either directly in the job description or through the interview process.

3. Make sure that anyone in the organization in a position to negotiate salaries understands the importance of pay equity and is familiar with best compensation practices — including not asking candidates about their past compensation, which is now illegal in many states.

The trend toward salary transparency seems to be picking up speed and will likely continue to grow as employees demand more from their organizations. Moving toward salary transparency requires organizational change, which is always challenging. But beginning with some of the steps outlined above can help your organization move forward on the path toward becoming more equitable while strengthening your brand and helping you attract exceptional talent along the way.

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. A frequent contributor to Philanthropy News Digest and other publications, Brennan recently authored The Governance Gap: Examining Diversity and Equity on Nonprofit Boards of Directors.

How to work effectively with an outside consultant

July 13, 2020

Working with a ConsultantAs your nonprofit adapts to new realities created by the COVID-19 pandemic, strategic guidance from expert consultants can provide invaluable insights for refining your strategy planning, revamping your brand, or rethinking your fundraising strategy. There are a few considerations to keep in mind, however, to ensure that any relationship with an outside consultant produces outcomes that meet your needs.

Here are some tips for working with a consultant or consulting firm:

Don't be stingy with information. Hiring a consultant can provide expertise you may not have in-house, but that doesn't mean you can take a hands-off approach to the project. No one knows your organization as well as you do. To ensure that a consultant fully understands your organization, you'll want to share as much information with him or her as is reasonable. While a good consultant will elicit ideas from team members and pull information together in new ways, he or she will want to review lots of organizational documents and talk to lots of people, from frontline staff to board members. Make sure the relevant documents are ready to go, and be sure to ask key stakeholders to set aside time for a sit-down.

Have a clear process in place. Whether developing a strategic plan or a brand revamp, it's important to know what you're aiming for and how you'll get there. A good consultant will be able to provide a plan for engaging your team that includes stakeholders. That plan should include the key activities, milestones, and outcomes for each step in the process. It should be clear, too, who will be involved in each phase, the decisions that need to be made, and what the deliverables are. Your job is to provide appropriate information, context, and ideas to inform the plan; provide feedback on the work presented; and make the decisions needed to keep the project moving forward.

Understand how decisions will be made. Decisiveness is essential to keeping projects moving forward. Put a plan in place that ensures decisions are made in a timely manner. That means deciding in advance who will give feedback and through what mechanism, who makes the final decision, and how that decision will be made (including considerations with respect to the board's engagement). You'll also need to determine whether key decisions can be made if not all stakeholders are able to present at a critical meeting and what a quorum might look like in such a situation.

Presenting to the board. Even if midstream decisions have been delegated to a committee or staff, keeping the board involved as the project moves forward increases buy-in and will help pave the way for final approval. At Red Rooster Group, our clients have found it helpful to have us make a presentation to the board at key points in the project. Getting information from an outside expert can help busy board members focus on the problem or issue at hand.

There's a flipside to this. For some organizations, the better choice is to have members of the project committee, not the consultant, make presentations to the board, the idea being it will help build trust between board members and staff. Having a board member who has bought into the concept present to the board can also be an effective way to demonstrate stakeholder support for a project. You know your organizational culture and board better than anyone, and a good consultant will defer to your recommendations when it comes to building trust and securing buy-in.

Build your project team. For small nonprofits, a project team may be one or two people. For larger organizations, team members should be drawn from different organizational levels and functions (e.g., executive-level staff, board members, frontline staff members). Members of the team should understand and support the overall goals of the project and be willing to express their ideas and listen to those of others. Meetings and material reviews will take up time, so make sure every team member is given the time needed to do the work.

Designate a point person. At the beginning of the project, decide who will be your organization's liaison to the consultant. The point person may be asked to contact people who are to be interviewed, provide background information and documents, arrange meetings, and make sure that information is shared with key stakeholders.

Establish a schedule. A consultant will need to know in advance about events that may affect the availability of team members. Organizational events, board meetings, vacations, maternity leave, and so on can all affect project workflow and timely feedback and approvals. Working out a schedule in advance will go a long way to eliminating delays and reduce stress for both your team and the consultant.

Have a plan for communicating progress. To facilitate a smooth process, determine who will be included on the project and how you'll communicate with your group — email, phone calls, a project management system, Zoom, Skype, etc. — and how you'll exchange documents and comments on the documents (whether PDFs, Google docs, or Word documents). It's also a good idea to schedule a weekly standing call for quick status updates. This can help reduce the kinds of meeting scheduling problems that often delay the completion of a project.

Avoid stumbling blocks that raise costs. Delaying feedback or reversing decisions can stall or even sink a project. And rethinking or revising decisions that have already been made can lead to additional costs and even undermine a project's viability. This often happens when the plan calls for the executive director to make the decisions but, come time for final approval, board members jump in and start to second guess or reverse decisions made earlier in the process. To avoid those kinds of costly delays, provide the board or a committee with regular updates and lots of opportunities to provide feedback. Any serious concerns should be discussed with the consultant and team so a satisfactory resolution can be reached to avoid costly backtracking later.

The consultant is your partner. Defining how that partnership will work can make it — and your project —more successful.

(Photo credit: Red Rooster Group)

Howard_Adam_Levy_Red_Rooster_Group_PhilanTopicHoward Adam Levy is the president of Red Rooster Group, a brand strategy firm that works with nonprofits, governments, and foundations.

Leading in solidarity to reshape the nonprofit ecosystem

July 01, 2020

SolidarityWe are five women of color leading five organizations deeply embedded in the nonprofit ecosystem of Detroit and southeast Michigan. We have five missions, five work styles, and five voices. With mutual intentions and hearts, we have decided to work as a collective that honors the history and resiliency of Black and Indigenous people and communities of color. Together, our work offers nonprofits the critical support needed to advance their missions. Today, we stand in recognition of the privilege and responsibility we have to speak as leaders of nonprofit support organizations.

We embrace the challenge and opportunity presented by this unique moment. Here in southeast Michigan, as elsewhere, the Black community has suffered disproportionately from the COVID-19 pandemic. And we have borne witness to brutal injustices at the hands of police. It has been tough. Some have responded to the moment by issuing statements of solidarity with the Black people of America. Individuals and organizations across the nation are reckoning with their experience of racism and anti-Blackness. But what does solidarity mean, especially in a moment like this? Our humanity demands we recognize ourselves as part of a larger whole, and the nature of our work in the nonprofit sector demands we recognize solidarity as an ongoing practice and process.

As human beings, as organizational leaders, and as stakeholders in the nonprofit ecosystem, we are tired of the neverending effort needed to beat back the stereotype that nonprofits are not efficient or able to survive without constant handouts. Some of our community-based organizations have been serving residents of southeastern Michigan for more than seventy years! (We see you, Russell Woods-Sullivan Area Association.) In this moment, we see an opportunity to rise up, to reimagine our work, and to cultivate a more just and beautiful world in transformative solidarity with others.

Our work together began with a look back at the history of and policies that have shaped the nonprofit sector. The nonprofit universe contains complexities with which all of us need to grapple. Events of the past few months did not create racial and gendered inequities in philanthropic funding. Nor did they shape the failed policies and misplaced public funding priorities that necessitated the creation of nonprofits in the first place. The pandemic and the brutal killings over the last few months of Breonna Taylor, Ahmaud Arbery, Tony McDade, and George Floyd have created a fierce urgency, within us and others, around the need to address the structural inequities that pervade so many of our systems.

Solutions to the challenges our communities face must come from those closest to the issues. And solidarity begins when we recognize that missions, needs, and fate of community-based nonprofits are interconnected. Such a recognition changes our work as nonprofit support providers. In the short term, we’re working together more than ever to address acute needs created by the pandemic; over the longer term we’re committed to addressing chronic needs at the systems level and leveraging our understanding of power dynamics in the sector to shape solutions that are inclusive, sustainable, and grounded in community-based structures and knowledge that already exist.

The most challenging aspect of solidarity is the revolution that takes place in our thoughts and actions when it is embraced. Our leadership practice in this moment disabuses the notion that leadership is the responsibility of a single, heroic figure. The five of us have learned to share leadership, and our work together has challenged us to interrogate the conventional wisdom around capacity building, fund development, data analysis and evaluation, and other nonprofit practices. It also has led us to acknowledge that self-care and the overall well-being of our organizations and staff require tending and attention, even though the dominant structures and culture in which we operate often contest and frustrate that process.

Support is synonymous with "holding up" or "bearing." It's a word we use to describe our function as leaders and organizations in a nonprofit ecosystem. Solidarity has brought us together to make all our internal structures and processes stronger. That scaffolding includes a growing trust in each other and the journey we've embarked on to reimagine leadership. As we continue to push ourselves to grow, we do so with the recognition that our Black and Brown sisters and brothers in nonprofits need more voices like ours to stand up and join with like-minded others to achieve the glorious futures we imagine for our communities.

Allandra Bulger is executive director at Co.act Detroit. Madhavi Reddy is executive director at Community Development Advocates of Detroit. Shamyle Dobbs is CEO at Michigan Community Resources. Yodit Mesfin Johnson is CEO at Nonprofit Enterprise at Work. And Donna Murray-Brown is CEO at the Michigan Nonprofit Association.

Young Americans, racial equity, and the pandemic

June 29, 2020

2020-06-07T082928Z_1842925027_MT1AFL127122807_RTRMADP3_BLM_RALLY_IN_RESPONSE_TO_DEATH_OF_GEORGE-FLOYDRecent events have galvanized tens of thousands of young Americans of all races into becoming active and vocal supporters of Black Lives Matter — a vigorous, positive, can’t-be-ignored movement rooted in the efforts of countless others who have worked hard over decades to address and eliminate racial inequality in American society. The fact that the protests erupted in the midst of a public health crisis that required people to physically distance themselves from others has merely served to reinforce the shared experience of the protestors and made many feel as if they are part of an unstoppable global movement. Most young Americans (ages 18-30) now believe real change is at hand and inevitable.

The research initiative I lead under the Cause and Social Influence banner has been tracking the actions of this cohort in real time since the pandemic began, so when the first protests broke out after the killing of George Floyd, we were able to quickly add research questions specific to the issue of racial inequality. The result is four Influencing Young Americans to Act 2020 reports that reveal the kinds of actions young people have taken since Floyd’s death, as well as some of the other factors that have influenced young people since March.

Here are five key takeaways from the reports:

1. Charitable giving by young Americans is up. At the end of 2019, we asked young Americans what action they preferred to make when they supported social issues; only 9 percent said making a charitable gift. That number had inched up to 10 percent by the time a pandemic was declared in March, and ticked up again, to 12 percent in April, where it stayed in May. We expected this number to continue to tick up as social distancing guidelines remained in place in populated urban areas. Instead, as the protests sparked by George Floyd’s death grew in intensity in late May and early June, we began to see proof of what we have long believed and shared with our readers: passion drives participation. Indeed, during the first week of the protests, one-fifth (20 percent) of survey respondents who self-identified as either white, black, or a person of color made a charitable gift. And the passion we are seeing around the issue has sparked support beyond financial donations, including higher levels of volunteerism and advocacy.

2. Interest in online influencers is up. In the initial stages of the pandemic, family and friends were the major influencers in terms of how young Americans perceived and responded to the public health threat. By mid-April, young Americans were more likely to take their cues from local government, while 60 percent of members of this cohort said they were not looking to celebrities or online influencers/content creators for virus-related information. That started to change in mid-May, by which time the percentage of respondents who aid they were not relying on celebrities or online influencers/content creators for COVID information had fallen to 48 percent. The Black Lives Matter protests drove that number down further, especially among young Black Americans. During the first week of June, the percentage of respondents who said they weren’t turning to online influencers/content creators for information had fallen to 33 percent; broken down by racial group, we found that 43 percent of white respondents and 58 percent of young black respondents were looking to social influencers for news about race-based discrimination, racial inequality, and social injustice.

3. Young Americans trust nonprofits and distrust Donald Trump. As the protests were spreading in earnest in early June, nearly 50 percent of young Americans said they felt President Trump was not addressing racial issues “well at all,” with only 16 percent of white/Caucasian respondents saying he was handling the situation “moderately well.” Majorities of both white and black respondents also said they trust social movements and nonprofits more than the president or government to do what’s right with respect to racial inequality, race-based discrimination, and social injustice — a change from the early days of the pandemic, when local government and nonprofits garnered the highest trust rankings.

4. Purchases and companies can influence change. Over a decade of research, we have watched young Americans use their purchasing power to influence companies and brands to support the causes and social issues they care about. But how and where this cohort spends its money became much more obviously intentional after the 2016 presidential election. In the weeks after the election, we found that more than a third (37 percent) of young Americans had shifted their purchasing patterns in significant ways to align more with their positions on social issues. By 2018, a majority of this group believed their purchasing decisions represented a powerful form of activism, and by this spring, as shutdowns and stay-at-home orders became the rule, young Americans were focused on the economic sustainability of local businesses and the things they could do to help business owners. At the same time, eight out of ten (80 percent) young Americans believe companies can influence public attitudes with respect to behaviors that can help limit the spread of the virus. The same belief is reflected in our June survey, with 74 percent of respondent saying companies can have “a great deal” or “some” influence in addressing race-based discrimination, racial inequality, and social injustice.

5. Young Americans are creating new channels of influence. Younger millennials and Gen Z are the most educated young Americans the country has ever seen, and thanks to technology they have the kind of reach that activists in the past could only dream about. With those tools, we see them working to bring about change by petitioning political representatives, mounting advocacy campaigns, and turning out like-minded voters. They also are supporting brands that embody their values, calling out brands that only give lip service to those values, and directing more money to local and small-business owners. And they are giving to the causes they are passionate about.

The coronavirus pandemic and the nationwide protests sparked by the death of George Floyd are showing us how rapidly a fundraising and marketing strategy can be turned upside down. How well nonprofits respond in the months to come will depend on their familiarity with and connection to their audiences and their willingness to adjust their fundraising tactics and appeals to meet the moment.

(Credit: Keiko Hiromi/AFLO)

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. You can read more by Derrick here.

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    — Franklin D. Roosevelt, 32nd president of the United States

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