Struggling to integrate DEI principles into philanthropy?

Many times the struggles to integrate principles into philanthropy involve the disconnect between principles, policy, and practices. All of these need to be addressed in the equity planning.

A great starting point is integrating DEI principles into your fundraising strategy. Not having a hugely diverse prospect pool is downright dumb. More and more wealth is in the hands of women, people of color, people with alternative lifestyles and other so-called minorities. To strengthen your capacity to discover, cultivate, solicit and steward such diverse prospects, you need to strive to have a diverse staff and board. Of course, you never want to compromise your standards for strongly qualified staff and board members. DEI is another fine example of where doing the right thing is also doing the smart thing. Non-profits have not only mirrored society, but they have led it in the right direction, and should proudly continue doing so.

Diversity, equity, and inclusion (DEI) aren't just terms that sound good in a speech; they are principles that challenge us to be better as a society. Diversity invites us to appreciate the differences that make us unique, from our personal stories to the ways we view the world. Equity goes even deeper: it's about making sure that everyone, no matter where they start from, has the same opportunities to reach their full potential. And inclusion is the genuine act of ensuring that each person feels not just welcomed, but valued for what they bring to the table. DEI is not just a philosophy; it's a real commitment to changing lives, creating spaces where everyone—no exceptions—can thrive.

Aloof to Ally and Ambassador this journey we all take in our life How can we achieve this Education and Awareness: Increase understanding of the benefits of inclusion and diversity. Empathy and Understanding: Develop the ability to see things from different perspectives. Communication and Collaboration: Build strong relationships and work together to overcome challenges. Leadership and Advocacy: Champion inclusion and diversity, and inspire others to do the same.

Developing a DEI strategy means more than a statement on your website. And it won’t happen overnight. It requires consistent training and examination. Include your DEI strategy with concrete goals in your fundraising. Begin with your culture. Begin with your board. How does your board represent the constituents you serve? Diverse boards always demonstrate increased operating efficiency. Consider investing in a program, such as Whiteness at Work. Recognize that white supremacy is baked into our culture and this is a process — a process you need systems for.

Developing a philanthropic strategy that truly integrates DEI principles is much more than just meeting political correctness. It’s a genuine commitment to listen, learn, and act in ways that create real, sustainable change. It means setting clear goals that address not only visible needs but also the deep roots of inequality. Symbolic gestures aren’t enough; it’s about designing actions that break down barriers and promote inclusion at every level. It’s constantly asking: Are we creating a space where all voices are heard? Are we actively fighting against structural inequalities? Only with this kind of mindful and equitable approach can we aspire to create lasting impact.

É comum que causas relacionadas a DEI não sejam vistas como prioritárias por muitas organizações, algo que é bastante frustrante. Para contornar isso, em minhas abordagens busco entender o mercado e integrar componentes que tornem o projeto atraente para potenciais parceiros. Isso envolve adaptar a mensagem de DEI para ressoar com os interesses e necessidades dos parceiros, mostrando como a inclusão pode gerar valor tangível. Essa adaptação ajuda a alinhar os objetivos da causa com as prioridades do mercado, facilitando o engajamento e a colaboração.

Integrating DEI into philanthropy can be challenging, some common hurdles are: * Resistance from stakeholders who are accustomed to traditional ways of operating. * Limited knowledge/ experience in implementing DEI initiatives. * Limited resources/ funding to dedicate to DEI initiatives. * Persistent unconscious biases that can affect decision-making processes. * Difficulty in measuring and tracking the effectiveness of DEI initiatives due to lack of data. * Insufficient engagement with the communities served. * Inconsistent or lack of ongoing commitment from leadership and staff. Addressing these hurdles requires a strategic, committed, and collaborative approach.

This is a critical step. So often Boards of Directors and Nonprofit Leadership will have a goal to implement DEI principles and yet, when it comes to measuring impact, it is largely forgotten at this stage. Being able to hold the organization and leadership accountable to themselves is a key step if your initiative is going to be successful. Multi-year impact measurement is also key as it takes awhile to fully embrace and implement a DEI initiative successfully. It also can’t be just one element such as diversity - the E and the I matter too! I have seen boards discuss wanting to see more diversity within the board and the organization yet they haven’t discussed the equity or inclusion elements or how to implement and measure those.

If we truly want our DEI efforts to make a difference, we need to go beyond theory and measure what’s actually happening on the ground. It’s crucial to create systems that not only track progress toward goals but also reflect the real impact on people’s lives. This means gathering data that speaks to the diversity of the communities we’re supporting, but also listening to their stories, understanding whether our actions are closing gaps or just maintaining them. Measuring impact isn’t just a compliance exercise; it’s the tool that allows us to be accountable, learn from what’s not working, and continuously improve our strategies so that change is tangible and sustained.