Strategies for Amplifying Your Recruitment of Men of Color

By Dwayne Ashley, Founder and CEO, Bridge Philanthropic Consulting, LLC.

More than ever, recruiting top talent is essential to keeping our sector strong and vibrant for the future. Given the changes in our country’s demographics, the sector must align its recruitment goals to reflect the markets it serves. Particularly regarding Men of Color in fundraising. This disparity offers an opportunity for organizations to enrich their teams with diverse perspectives, experience and access to more talent. Over my 30 years of experience, my lived experience has provided me with a keen understanding of the reasons behind this underrepresentation, its impact, and some insights to address the recruit of more Men of Color.

Understanding the Representation Gap

Several factors influence the underrepresentation of Men of Color in fundraising:

1. Limited Exposure and Awareness:  Many Men of Color may not consider fundraising a viable career option due to limited exposure to the profession. Fundraising is often seen as a niche field and can feel inaccessible without visible role models.
2. Stereotypes and Misconceptions: The stereotype that fundraising is solely about “solicitation” can deter potential candidates who are unaware of the broader skill set required—such as strategic planning, cultivation, management, marketing and communications.
3. Systemic Barriers: structural barriers can affect both entry into the field and career advancement.
4. Non-Inclusive Hiring Practices: Updating hiring practices to ensure they address all demographics especially help to drive talent from Men of Color to apply for recruitment opportunities.

The Importance of Diversity in Fundraising

Diversity in fundraising is not just a matter of fairness or equity; it’s also a strategic advantage. Diverse teams bring varied perspectives, which can enhance decision-making, foster innovation, and build stronger relationships with donors and communities. Specifically, increasing the representation of Men of Color in fundraising can help organizations:

• Connect with a Broader Range of Donors: A diverse team can engage more effectively with diverse donor bases, understanding and resonating with their unique experiences and motivations.
• Foster Inclusive Philanthropy: Men of Color in fundraising can help shape more inclusive philanthropic practices, ensuring that fundraising efforts reflect the values and priorities of a diverse society.
• Promote Organizational Equity: A diverse fundraising team promotes a culture of equity within the organization, demonstrating a commitment to inclusive practices across all areas of work.

Strategies for Recruiting More Men of Color into Fundraising

To address the gap and build a more inclusive profession, organizations can implement several strategies:

1. Increase Awareness and Outreach:

1. • Highlight Success Stories: Organizations should actively showcase the successes of Men of Color in fundraising through newsletters, blogs, webinars, and social media. Highlighting their achievements can inspire others to pursue a career in the field.

• • Partnerships with Educational Institutions: Collaborate with the Association of African American Development Officers, Historically Black Colleges and Universities (HBCUs), community colleges, and other educational institutions to promote fundraising as a career path. Offer workshops, guest lectures, and internships to provide students with firsthand experience.

2. Create Pathways and Opportunities:

1. • Mentorship Programs: Establish mentorship programs that connect aspiring fundraisers with experienced professionals. Mentorship helps build networks, provides guidance, and fosters a sense of professional belonging. One example is the program Ken Miller, an AADO Board Member, has developed to foster mentoring for Black Men in fundraising.

1. • Fellowship and Scholarship Programs: Develop fellowships or scholarships specifically for Men of Color interested in fundraising. These initiatives can help break down financial barriers and attract new talent to the industry.

3. Adopt Inclusive Hiring Practices:

1. • Diversify Recruitment Channels: Use diverse recruitment channels to reach potential candidates. Partner with organizations that focus on Men of Color such as the fraternities, civic organizations and local Men of Color professional networks.

1. • Inclusive Job Descriptions: Craft job descriptions that emphasize the wide range of skills needed in fundraising rather than focusing solely on technical competencies or experience in the field. Highlight the organization’s commitment to diversity and inclusion.

4. Foster an Inclusive Work Environment:

1. • Cultural Competency Training: Provide ongoing cultural competency training for all staff to build an inclusive and welcoming workplace. Training should focus on understanding diverse perspectives and addressing unconscious bias.

1. • Employee Resource Groups (ERGs): Support the formation of ERGs for Men of Color employees and other underrepresented groups. ERGs can provide a platform for networking, professional development, and advocating for organizational change.

5. Build Stronger Community Connections:

1. • Engage with Black, Indigenous, People of Color Communities (BIPOC): Develop authentic relationships with BIPOC communities and organizations. Being present at community events, supporting community-led initiatives, and listening to community needs can build trust and open doors to potential candidates.

6. Leverage Data and Accountability:

1. • Set Diversity Goals: Set specific, measurable goals for diversity in recruitment and retention. Use data to track progress and hold leadership accountable for achieving these goals.

1. • Regularly Assess and Improve: Continuously assess the effectiveness of diversity initiatives and make improvements based on feedback and data. This iterative approach ensures that strategies remain relevant and practical.

Addressing Systemic Barriers

To successfully recruit and retain more Men of Color in fundraising, it’s essential to address systemic barriers within organizations and the broader sector:

• Challenge Implicit Bias: Organizations must actively challenge implicit biases in hiring, promotion, and everyday workplace interactions. This requires a commitment to ongoing education and training for all staff, particularly those in leadership positions.
• Ensure Equitable Compensation: Compensation practices must be fair and equitable across all demographics. Regular compensation audits can help identify and address any disparities that may exist.
• Promote Inclusive Leadership: Leadership must be committed to diversity and inclusion, modeling inclusive behaviors and holding themselves and their teams accountable for creating an equitable work environment.

The Role of Leadership

Leadership plays a crucial role in driving diversity and inclusion efforts. Leaders must be champions of change, setting the tone for an inclusive culture and demonstrating commitment through actions and decisions. This includes:

• Leading by Example: Leaders should be vocal advocates for diversity in hiring and promotion, demonstrating a genuine commitment to cultivating a workplace that embraces diversity and inclusion.
• Building a Diverse Leadership Team: Prioritize diversity in leadership roles within fundraising teams and across the organization. A diverse leadership team brings varied perspectives, driving innovation and better decision-making.
• Investing in Professional Development: Provide access to training, mentorship, and leadership development programs that prepare Men of Color for senior roles within the organization. Supporting professional development reflects a dedication to their growth and success.

Recruiting more Men of Color into fundraising is not just a matter of diversity for diversity’s sake; it is about recognizing the value that diverse perspectives bring to the profession and the organizations it serves. Organizations can build a more vibrant and impactful fundraising profession by implementing strategies to enhance visibility, promote inclusive practices, and foster a supportive culture.

The journey toward a more inclusive fundraising sector requires intentional effort and commitment from all stakeholders. By embracing diversity as a strength and actively working to address barriers, we can build a profession that reflects the rich diversity of the communities we serve and is better equipped to achieve meaningful impact.