Nov 21, 2019

Funders for LGBTQ Issues; Emerging Practitioners in Philanthropy; CHANGE Philanthropy;

In 2018, Funders for LGBTQ Issues set out to survey the board and staff of foundations in order to identify how many LGBTQ people worked in philanthropy — which resulted in The Philanthropic Closet: LGBTQ People in Philanthropy. In designing the survey, we realized that we had an opportunity to not only ask about sexual orientation and gender identity but also to inquire about a range of personal identifiers. With the inaugural Diversity Among Philanthropic Professionals (DAPP) Survey, we asked participants to identify their role within their foundation, their age, gender identity, sexual orientation, race and ethnicity, and disability status. This report lays out the results of the DAPP survey in aggregate form. Produced in partnership with CHANGE Philanthropy and Emerging Practitioners in Philanthropy (EPIP), the report and accompanying infographic explore diversity in the philanthropic workforce. Overall, the report finds a statistically significant difference between funders with a social justice focus and all other funders. Social justice funders were much more likely to have higher representation of LGBTQ people, people of color, and people with disabilities. The report finds: People of color accounted for 37.8 percent of people on the staff or board of participating foundations. However, the percentage varied depending on a foundation's focus. People of color made up 45.6 percent of the staff and board at foundations with a social justice focus, while they accounted for 33.0 percent of staff and board at foundations with another focus. While women accounted for nearly 70 percent of the staff and board at all participating foundations, only 44 percent of board members were women. Nearly half of women at foundations with a social justice focus were women of color; only a third of women at foundations with another focus were women of color. Among lesbian, gay, and bisexual people in philanthropy, 43.1 percent of those at foundations with a social justice focus were people of color, compared to one-third of those at foundations with another focus. Among transgender people, 57.1 percent of transgender people at foundations with a social justice focus were people of color, while 25 percent of transgender people at foundations with another focus were people of color. At foundations with a social justice focus, people with disabilities made up 8.8 percent of staff and boards, compared to 4.8 percent at foundations with another focus. Across all participating foundations, 10.3 percent of staff and board were born outside of the United States.

Oct 03, 2019

Association of Charitable Foundations (ACF);

Diversity, Equity and Inclusion: The Pillars of Stronger Foundation Practice is the first report emerging from the Stronger Foundations initiative. It sets out nine characteristics of excellent practice in a foundation, which include collecting data on diversity, implementing DEI practices in funding activities, and making itself accountable to those it serves and supports. 

Sep 18, 2019

Gender at Work;

The purpose of this report is to illustrate current thinking and practices on equity and inclusion in philanthropy and development organisations, to inform C&A Foundation's approach. The report is designed to contribute to continued dialogue, learning and action – within the foundation and with grantees and other stakeholders – around what it takes for C&A Foundation to become a more equitable and inclusive organisation that positively impacts the rights and lives of garment workers.

Sep 12, 2019

Funders for LGBTQ Issues;

This infographic, produced by Funders for LGBTQ Issues in partnership with the Schott Foundation for Public Education, highlights the challenges facing LGBTQ students and analyzes trends, gaps, and opportunities in funding for LGBTQ education issues.

Jun 13, 2019

National Network of Consultants to Grantmakers;

This DEI Toolkit will support your practice and increase your proficiency and knowledge. Whether you're new to DEI work or well on your journey, the resources here provide a valuable asset for strengthening the field of philanthropy and its dedication to diversity, equity, and inclusion.

May 28, 2019

Building Movement Project;

This brief shifts focus to those who have already reached positions as nonprofit EDs and CEOs to explore how nonprofit executives grapple with the real-world demands of leadership when they attain it. The survey data and insights shared through interviews and focus groups highlight key areas where the pressures of executive leadership seem to be increased for people of color. Despite these challenges, nonprofit EDs and CEOs demonstrate remarkable determination and resilience.

Mar 15, 2019

United Philanthropy Forum;

The long, hard work of advancing racial equity is deeply personal work for everyone involved in it. In this video, United Philanthropy Forum members and colleagues share some deeply moving stories of the role that racial equity plays in their personal lives. This is the third video in a three-part Forum video series on racial equity. The goal with these videos is to spark continued thinking and conversations that will lead to action in our field to reduce inequities based on race and ethnicity. 

Mar 13, 2019

Social IMPACT Research Center; Heartland Alliance;

Poverty does not treat everyone equally. Women, children, gender minorities, and people of color are often the hardest hit. And while women in poverty experience the same issues that all people in poverty experience—income inequality, unemployment, poor health, violence, trauma, and more—the odds are often uniquely stacked against them in gendered ways. There are 6.5 million women. and an estimated 50,000 trans people living in Illinois. They are a driving force in our economy and care for our children, sick, and elderly, and yet continue to face discrimination and inequitable opportunities. This year's annual report on poverty in Illinois shows how gender, gender identity, and gender norms shape experiences of poverty for women and gender minorities—and how women who have other marginalized identities experience even more inequity. If we want to dramatically reduce poverty, improving the well-being of women— particularly women of color—would deliver the biggest return.