Diversity in Philanthropy Project
Common Principles & Promising Practices
The following principles and practices originated from the philanthropic sector executives, CEOs, and trustees of the Diversity in Philanthropy Project. They express the unity of our intention while respecting that our approaches may vary.
The principles and practices outlined here are not meant to be prescriptive; rather they represent a collective, affirmative effort to lift our field to a higher standard of operating practice. They can be employed in whole or in part to help philanthropic institutions more effectively achieve their missions.
Our Principles
We seek to encourage all foundation leaders to embrace the following principles intended to promote diversity as a matter of fairness and effectiveness in our profession.
Mutual Respect
Within the parameters of our core
values and charter requirements, we
are committed to diversity, equity, and
inclusion; and we fundamentally value
and respect experiences that are different
from our own.
Freedom and Flexibility
We promote a broad approach to
diversity while respecting each individual
foundation's commitment to address
those aspects most germane to its
mission.
Knowledge and Creativity
By increasing diversity, equity, and
inclusion, we believe we will access more
expansive and varied ideas, information,
and perspectives, making us more
creative, informed investors.
Strategic Approach
To achieve our aims, we believe it is
necessary to be strategic and intentional
in formalizing and pursuing meaningful
diversity goals as central aspects of our
governance and programming.
Transparency
We believe we have a responsibility to
society and our sector to achieve our
goals with honesty and transparency,
regularly reporting progress and lessons
learned along the way.
Promising Practices
We seek to advance field effectiveness by encouraging voluntary diversity practices that have shown potential to enhance philanthropic sector performance – including periodic self-assessments of board and staff appointments, grantmaking and contracting that better enable institutional leaders to identify and act on strategic opportunities to increase their inclusivity and public problem solving leadership. Following are exemplary practices we have identified that more and more private grant making institutions are successfully utilizing in these connections.
Internal Diversity Assessments
Conducting periodic assessments of board and staff appointments, grantmaking, and contracting to help institutional leaders identify priorities, recognize strategic opportunities, and enhance their diversity performance.
Diversity Plans
Developing and implementing diversity
plans to help leaders design specific and
concrete steps to expand representation
and engagement from diverse
communities in their mission and work.
Field Development and Coordination
Supporting more integrated and coordinated planning, investment, and action to expand the field's overall capacity for change.
Peer Support
Building peer networks, both formal
and informal, to help individuals, their
institutions, and the larger field achieve
greater diversity.
Periodic Progress Reporting
Tracking progress, communicating
accomplishments, and sharing
lessons learned to establish field-wide
performance benchmarks and enhanced
transparency and public accountability.
Public Leadership
Exercising visible leadership by
encouraging others to join, publicly
promoting the benefits of diversity, and
identifying new strategies that lead to
greater effectiveness.