This content mentions sexual harassment, which some people may find triggering.
As I write this blog it is after a morning of putting the final touches to presentation for Fundraising Everywhere’s Charity Leadership Festival on 21st June (still time to book your place) – where I will be in Room 2 at 12.30pm focusing on how to build your confident leadership.
And sent off the link to CIOF Fundraising Convention event team, that will enable delegates on 3rd and 4th July to book free taster coaching sessions with a team of charity experienced and diverse coaches that I have brought together. Book your ticket for the event to connect with and learn from your tribe, and to have the opportunity to experience coaching.
Ripples create actions with far-reaching effects
This has led me to reflect on how my own network is made up of chance meetings, collaborations, colleagues and friends who have created a ripple effect of connections whose influence reaches far beyond that moment of first meeting. Just like when a pebble hits a puddle and from this one moment ripples are sent out getting bigger and bigger,the actions of individuals can have far-reaching effects.
Today I am offering you a pebble with which you can create your own ripples of change in the charity sector – a tool that you can use within your own organisation to start a conversation about dismantling the structures that discriminate against women, in a sector where 2/3rds of the workforce identify as women.
A blueprint to more equity for female fundraisers
Rogare’s latest research ‘Gender Issues in Fundraising: A blueprint for dismantling patriarchal structures in the fundraising profession’ includes 45 recommendations for how charities can create change and more equity for female fundraisers who end up with the short end of the stick in terms of salary, leadership opportunities, subjection to harassment, and various other forms of systemic barriers to success. This is exciting because the focus is on dismantling the barriers that inhibit individual action, while recognising that change is top down and bottom up.
Some of you will dive right in, read the report from beginning to end, knowing exactly where to focus and get going with using this blueprint for change, in the charity sector.
But I am thinking some, maybe most of you may be thinking, great idea, I am totally on board with the need for change, but where do I start – where is my pebble so I can create ripples?
One of the key recommendations is that charities should look at producing a ‘donor code of conduct’ that stipulates the duties donors have to uphold the rights of fundraisers. In the past I have experienced the impact on individuals because of donor behavior. Where the relationship was one of power being held ‘over’ the fundraiser, a power that fires right at the heard of fundraising, money!
‘Unlike a relationship with a co-worker, a fundraiser can feel obliged to confirm in a way that would not endanger the donor’s gift to their organisation or their relationship with the donor’
Jessica Rose, Gender Issues in Fundraising p.20
The focus here is on major donor relationships, where the cultivation and relationships are built over many months, creating intimacy that can sometimes lead to increased incidences of sexual harassment. Please note here the ‘sometimes’ as I am not suggesting that these inappropriate behaviors are present in each relationship. But I cannot accept ‘sometimes’ is ok, sexual harassment should not be part of the course.
The report outlines three factors that highlight the need for a ‘donor code of conduct’:
- Legitimised power – donors perceived status and their ability to make or withdraw a gift.
- Silencing the organisation – lack of clear policies, open dialogue or recognition of the issue.
- Feeling forced to pander – cultivation can lead to a closer relationship, with a fear not to jeopardise the gift or their job.
You may be feeling outraged at this moment, maybe because it is even being suggested a donor would behave in this way, or an organisation would allow this to happen – believe me it does, and they have. The research from Rogare speaks for itself, I am afraid.
Or maybe it is because you yourself raised your concerns and you were not taken seriously – told it was part of the job, or you need a thicker skin! It is time for change, it is time the sector addressed these issues head on.
When you think about your organisation ask yourself:
How do fundraisers, leaders and the organisation respond to incidences of donor behavior,
and are their sufficient policies in place?
If the answer is NO then I recommend you download the report and turn to page 24 ‘ Donor Code of Conduct’ – use this to start a conversation with your line manager and human resources about how your organisation can respond with empathy, openness and honesty so that fundraisers can be secure in the knowledge of the professional respect they deserve.
I would love to hear from you, talk to you if you prefer about what you think about the Donor Code of Conduct and if I can support you to have the confidence to start the conversations that will create change.
Email me if you would like to share your thoughts, how you would like to create change and if I can help you with this? talk@sarahtitecoaching,com