# Committing to diversity – reflections as we embark on a journey

- Link: https://fundraising.co.uk/2018/02/05/committing-diversity-reflections-embark-journey/
- Published: 2018-02-05T13:51:07+00:00
- Author: Howard Lake

**We took a big, and quite daunting, step for the Institute last week, setting up
our new [expert advisory panel](https://fundraising.co.uk/2018/02/05/iof-creates-panel-advise-making-fundraising-diverse-inclusive/)
on equality, diversity and inclusion. **

Its remit is to advise us on how we can meet our strategic objectives in relation
to “developing fundraising as a respected profession that attracts and retains talent
from diverse backgrounds” and “working with all types and sizes of charity by growing
our reach into the fundraising community, ensuring we support and develop excellent
fundraising in all types and sizes of organisations.”

It is both big and daunting because we have a long distance to travel, and a lot
to learn, both as the Institute and as a profession as a whole. Fundraisers in charities
around the UK are disproportionately white. Women are in a majority, but this is
not reflected at the most senior levels of the profession. There are very low numbers
of disabled fundraisers. And there is no reason why this should be the case.

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**Why** do women not dominate the top fundraising jobs in greater numbers?

**What** **prevents** disabled people from engaging fully in our profession?

**Do we know** how many LGBT+ fundraisers there are; and do they feel able to be
themselves within the organisations they work for?

We also know that there is a strong giving tradition across all of our faith communities.
People of all races and ethnicities raise money within their communities, and for
other great causes both here and abroad.

So **why** do so few Muslim fundraisers feel they can transfer their skills and 
experience into the ‘mainstream’ fundraising sector?

**Why** are there so few Black, Asian and minority ethnic fundraisers in our community?**
So few** BAME fundraisers as delegates or speakers at our events? And **how** can
we ensure the Institute’s governance structures – at Board, Committee and Group 
level – are inclusive, reflecting the diverse communities we serve? And **does**
the term “fundraising” in itself exclude those whose roles might embrace skills 
in addition to raising funds for the causes they work or volunteer for?

## We, as an Institute, need to do better

These were just some of the questions raised and discussed by our expert advisory
panel as they met for the first time on Friday.

And some of the messages back to the IoF were clear. We, as an Institute, need to
do better.

If our governance structures do not produce diverse boards or committees we need
to be prepared to take positive action to encourage and co-opt people from diverse
communities with diverse experiences onto them. It can only make us stronger. We
need to do the same across our events and conferences, and within our national, 
regional and special interest groups too. We need to walk the talk on all aspects
of diversity and inclusion in order to be credible on these issues.

## Embracing diversity will strengthen the profession and charities’ sustainability

[The panel](https://fundraising.co.uk/2018/02/05/iof-creates-panel-advise-making-fundraising-diverse-inclusive/)
were adamant that if the wider sector and profession does not embrace diversity 
we will be weaker for it. Without diverse and inclusive fundraising teams, how can
our organisations expect to attract the best and most diverse group of volunteer
fundraisers to support our causes? How can we demonstrate true impact to funders
and supporters? And without understanding a more diverse group of potential donors
how can our organisations be sustainable to meet their missions?

## Priority actions

The panel were absolutely clear that this was the beginning of a long journey and
that we need to take time to develop a coherent, evidence based strategy, with a
theory of change to inform it. But they were also clear that some common practices
act as obstacles to recruiting a diverse workforce and can be tackled as a priority:**
unpaid internships** restrict entry to only those who can afford it; and **setting
prior academic qualifications as essential in role profiles excludes many** who 
could be fantastic fundraisers.

Opportunities were floated to engage more student fundraisers into the profession,
more people from public fundraising teams, and to develop targeted bursary programmes
to attract people into fundraising, and develop them within it.

For me it was a really powerful initial discussion. Fundraisers and equality, diversity
and inclusion specialists shared personal experiences and professional insight. 
It was not always a comfortable discussion for me as CEO of the IoF, nor should 
it have been. We as an Institute have much to learn and do. As does the profession
we serve.

It is the start of what I hope will be a journey to become a better, more diverse
and more inclusive profession. Like many journeys, I am sure there will be bumps
on the way. But it is a journey that we are committed to take; a journey that we
will all learn a lot from, and one that will make us stronger as a profession.

 

![Peter Lewis, Institute of Fundraising](https://wfay6x.infiniteuploads.cloud/2016/
03/peter-lewis-iof-2016-800-300x225.jpg)

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