New research on representation of gender, race, sexuality and disability from the Institute of Fundraising’s Change Collective aims to underpin a long term equality, diversity and inclusion strategy.
The Who Isn't in the Room report was published yesterday and revealed that that 30 per cent of charities do not have an EDI policy in place at all.
Nearly 7,000 fundraisers responded ot the survey.
The report goes on to say: “The diversity of recruitment channels can affect the diversity of the workforce.”
Some 46 per cent of charities said they recruit fundraisers from personal or professional networks and 17 per cent recruited from a pool of volunteers.
The most popular channels at over 60 per cent of charites recruit for fundraisers through their own website and through job websites.
The equality, diversity and inclusion issue
Peter Lewis, chief executive of the IoF, said: “[The report] shows that although many charities are beginning to address equality, diversity and inclusion as an issue, many are still unable to report accurately on the make-up of their teams, over 30 per cent do not have an EDI policy in place at all and 21 per cent still have unpaid interns.
“The report also gives us as the Institute, and the fundraising community more widely, a clear view of the opportunity to bring a much wider diversity of talent into the profession, to help us inspire even more supporters to give to causes they care about.”
He added: “The report shines a strong light on the current under-representation of BAME and disabled fundraisers in the profession, as well as on the fact that although women comprise over 75 per cent of the fundraising workforce, this is not reflected proportionately at the most senior levels.”
Sufina Ahmad, chair of the expert advisory panel on equality, diversity and inclusion, Institute of Fundraising said: “[The report] gives us much needed clarity on the make-up of the fundraising profession, which will help us better target the work of the Change Collective – our movement to ensure the fundraising profession is more equal, diverse and inclusive and a profession where everyone is the right fit.”
Actions on diversity
The report says many charities did not provide some of the data on gender, sexuality, disability and race as requested.
Not all the charities recorded their data on employee sexuality or gender identity, while some recorded the data but their systems did not allow them to report on it by team or even at all.
The report concludes that charities should:
1. Be able to report on the makeup of their fundraising team using a monitoring process
2. Publish their gender pay gap
3. Have an EDI policy in place and one that is carried out
4. Review job descriptions and ask only for the relevant skills and experience and diversify recruitment channels
5. Not provide internships that are unpaid
6. Review the provision of flexible working to fundraisers
7. Commit to the IoF’s Change Collective