Making fundraising an inclusive and diverse profession

I will be building on the article my predecessor, Rebecca Mansell wrote in 2020. Rebecca is a Chartered Institute of Fundraising board member and Chair of their EDI Committee and I would like to congratulate her on her post as CEO at the British Deaf Association. 

I’ve worked in fundraising since the 1990s for a wide range of causes, and never before have I seen such huge, unprecedented shifts in how we live and work. I’m sure you agree that this will continue as we navigate an uncertain future within an hugely challenging environment. 

All this means donors are changing. Their attitudes are changing. So is their giving. More than ever charities need to be able to innovate and adapt. Organisations that embrace and value the diversity of thoughts, ideas and ways of working that people with different experiences and backgrounds bring often see a boost in creativity, improved decision making and increased productivity. More funders are demanding evidence of diversity and inclusion within your charity. So, an inclusive and diverse workforce is necessary if your charity is to thrive. 

The fundraising profession is dominated by white, straight, middle class, non-disabled and CIS people. Like Rebecca, I am in a minority. Just 3% of fundraisers identify as being deaf or disabled, comparing poorly with the commercial sector. I find this shocking considering the main purpose of charities is to address the lack of social justice.  

In the UK, 4.4 million people who are deaf are of working age. The employment rate is 65% compared to 79% of people with no long-term health issue or disability. And deaf people are paid less than hearing people. We also do not have the same level of education, knowledge, training and promotion opportunities as hearing people. Recent estimates show that as a result, the UK economy loses £25 billion per year in lost productivity and employment.  

Deaf people who constantly face and overcome barriers are likely to be creative problem solvers, able to bring new ideas and fresh perspectives. These benefits are recognised by SignHealth where lived experience drives our work and decision-making to end barriers to health and wellbeing for deaf people. We believe in the power of inclusion and representation. 70% of our staff are deaf and this applies across all levels of the organisation including the CEO, leadership team and trustees. We are committed to removing all barriers and this is why we are working towards being an anti-racist organisation.  

In this challenging recruitment climate, this inclusive culture is enabling us to strengthen our reputation as an employer and attract a diverse range of exceptional people. I have recently advertised for a number of fundraising and communication roles, and the response we’re seeing has been incredible.  

And SignHealth’s approach goes beyond recruitment and retention. We believe in opportunities for development and leadership. We provide these through coaching, shadowing, invitations to board and leadership meetings and by being a partner in a cross-sector mentoring scheme with other charities including Sense, Scope and RNIB.  

Our ongoing commitment to breaking down barriers in the workplace means we’re better able to deliver high quality deaf-led services in psychological therapy, domestic abuse and social care, and work to end health inequality for deaf people. 

• Create a culture where lived experience and sign language are welcomed and valued. 
• Develop inclusive and supportive processes for recruitment and retention. 
• Provide accessible coaching, mentoring and training opportunities. 
• Consider access needs such as using qualified BSL (British Sign Language) interpreters or translators and subtitling services. And this goes for social media video posts especially recruitment videos. 
• Be an ally. For example, by boycotting online events, podcasts, webinars and videos that aren’t subtitled and in-person events that do not provide BSL interpreters. 
• Don’t forget intersectionality. Being inclusive of other underrepresented groups will help widen the pool of deaf and disabled people.  
• Follow #ShowTheSalary, #NoGraduatesWelcome, Charity So White, Charity So Straight and Charity So Abled and read the Chartered Instititue of Fundraising’s Guides to Recruitment on how to be more inclusive.