An honest conversation with a Black fundraiser
Dear Diary,
If I could offer you anything in the world, I believe a different outlook on the nonprofit field, fundraising, race, diversity, and prospect research, would be an amazing gift. So, today, I share with you an honest and necessary conversation with a Black fundraiser, Isaac, who works in a leadership role in Development at a large doctoral research university.
Q: From your experiences in fundraising and philanthropy, what is it like to be a Black fundraiser?
Isaac: Sometimes, it’s frustrating to be the only Black person on the team. Previously, I worked at a Historically Black College and being in the majority was easy. However, in my current role, it is much more challenging. But having also worked at Predominantly White Institutions (PWI) in the past, has prepared and groomed me to be able to insert my thoughts around diversity and inclusion, for example, because I have a lens that others cannot see through.
Q: Following up, does race matter in this field?
Isaac: Yes. I receive immediate acceptance from Black donors. These donors are often extremely successful, but have never been asked to invest in the institution and have felt marginalized to a point where their experience with the university has been mainly transactional. Most often these donors want to unload their university experience with me and give to causes that are in support of people who look like them or who most likely will or are having the same experience.
Our Black donors want to support or create need-based scholarships that support African American students and causes. They also want to support cultural centers that are sanctuaries in the school or fraternities and sororities that they were a part of.
Q: Describe Black giving, and the misconceptions that surround the capabilities of Black people as donors. What is the truth? And what is a lie?
Isaac: The truth: Black people have a huge capacity to give, but are largely uneducated about the tools of giving and are most often not courted as strongly by organizations that don’t have a diversity lens.
The lie: Black people don’t give. Black people are never asked to part with their discretionary income. Similar to finance companies like JP Morgan and Morgan Stanley etc., organizations would be at a higher advantage if they embraced diverse communities because donors become advocates when they have a great experience and are stewarded properly. Universities must continue to focus on how to turn fans and friends into patrons and promoters.
Q: I am a prospect researcher, and I have discussed prospecting for intentional diversity on my blog and with fundraisers because it is important to me. But realistically, in your opinion, does it matter? Could Diversity (inclusion of women, lgbtq+, disabled, and all people of color) change anything in the nonprofit sector?
Isaac: It is really important for prospect researchers to find people of color. I currently work with a prospect researcher who constantly makes me aware of African American alumni who are doing well that I may want to connect with. I deem it absolutely necessary to keep a diverse portfolio.
I’m in the major gifts business, so, it’s important for me to make sure that those donors have major gift capacity and a consistent giving history. That’s a good framework to build a relationship on because there is some affinity for the institution. Even if they are not ready to give a large gift with upfront cash, planned giving dollars are one of the easiest ways to have a large and lasting impact as a donor. For instance, a donor can leave a $250,000 gift in the form of life insurance to the university for a policy premium of about $50 or $60 a month in certain circumstances and become a major donor. That education process is crucial to our alumni who may or may not know that a blended, long-term gift of cash and insurance can have an immediate and long-lasting impact. While this is true, Black donors have to trust us enough to feel like this is an option. Loyalty is earned not expected.
Diversity is essential in the nonprofit sector for various reasons. One reason is that you need a variety of voices and perspectives available (and at your disposal) to carry out your mission. Without diverse vantage points and input, organizations tend to lack innovation.
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Many thanks to you Isaac for sharing your experiences and insight with readers. I leave you with an emphasis on one of Isaac’s powerful statements, “Without diverse vantage points and input, organizations tend to lack innovation.” Proactively create opportunities for those in marginalized communities, so your organization can grow and actually reflect the world around it.
Until next time, March 15th!
