Transparency Talk

Category: "Inclusion" (4 posts)

Confessions of a DEI Data Junkie
October 7, 2021

EvaNicoBy Eva Nico

I am going to start with what may seem like a brag and not a confession.

In pursuing our mission to “get you the information you need to do good,” Candid receives and moves vast quantities of digital information in the social sector on more than 1.8 million active US-based nonprofits. As part of that work and over the past 7 years, we’ve been actively and systematically collecting and sharing demographic data – information about race & ethnicity, gender identity, sexual orientation, and dis/ability status. There are now over 22,000 organizations actively sharing demographic information via Candid’s profiles.

The point of these facts isn’t to brag; rather, it’s to show that we have some hard-won experience to share. In fact, I am going to do the opposite of brag. In this blog, I’m going to give concrete examples of a few of our own mistakes and surprises in collecting and sharing demographic data.

Why confess these at all?

We want to share the mistakes we’ve made – so you don’t have to repeat them. We want to share them so you can learn from our experience in collecting this information systematically over the past seven years. We want to share, because we need your help. We ask that your organization advocate for a Gold Seal of Transparency and demographic data via Candid.

There are sensitive and important questions our sector struggles to understand: Who leads and works at nonprofits? Who is served by nonprofit organizations? Which organizations are supported by philanthropy (or not)?

By asking your grantees, members or peers to participate on Candid, you are working toward answers to these important questions. You are also doing so in a way that is respectful of the time and effort organizations need to go through to provide these answers. Instead of hundreds of custom, one-off surveys between foundations and grantees or associations and members– we can work together toward a collective understanding of diversity in the social sector. That’s the real promise of Candid and of “having information you need to do good.”

True Confessions

Confession: We knew asking about identity would be hard – but we underestimated how hard it would be.

Identity is not simple. But to keep the burden of data collection low and to analyze trends easily, the questions about identity and methods for data collection and reporting need to be.  It’s a constant balancing act.

On the GuideStar nonprofit profile, organizations can report on four dimensions of diversity: race & ethnicity, gender identity, sexual orientation, and dis/ability status. Our “How to Collect and Share DEI Data” guide is a resource for the field and has been written with nonprofits who want to start collecting their organization’s data in mind.

The questions and choices of answers have been carefully considered with our expert partners – CHANGE Philanthropy, Equity in the Center, and RespectAbility. We also re-visit the questions based on feedback and by analyzing the data contributed by organizations.

An analysis of data shared by more than 22,000 organizations provides a clear example of how challenging questions about identity can be. We provide an open-response option that invites people to “Please specify” their race and ethnicity. And to date people have specified over 100 ways of describing their identity beyond the structured choices we’ve provided. Some with the intent to educate about their primary identity– by sharing “Middle Eastern” and “Jewish." Some with the intent to protest the question (e.g. by answering “Human”).

So what can you learn?

  • Adopt standards where possible. The Census questions are a kind of standard, as are Candid’s questions shared in the How to Collect and Share DEI Data guide.
  • Consult with experts and evolve the standard. We are open to feedback on Candid’s Diversity, Equity, and Inclusion (DEI) questions and we receive comments through our support channel.
  • Keep the balance. Respect for identity vs. the burden of collection, depth of data vs. utilization.

Confession: We collected data we couldn’t interpret.

When GuideStar (now Candid) launched the DEI data collection, the balancing act was even tougher, as many organizations did not see the need for these questions on the profile. In our attempts to make the data collection simple, we compromised on how the data was collected to the point where it became difficult to make sense of it.

For example, we did not validate that the number of staff or board members identified within a demographic category totaled to the overall board and staff count. In the course of the data collection, we received some feedback from people trying to use the data. Feedback like:  

“Basically … we need further guidance to clean up the data we received. For example, in some cases, the number of staff who checked each category box do not match the total number of staff the organization has.”

We’ve corrected this, of course, in the newest iteration of the data collection launched in August 2019. We also made sure that each demographic question had explicit options to “Decline to state” and for “Unknown” responses (to account for non-responders to surveys of board and staff). These were significant changes that have improved the quality of the collected data tremendously.

So what can you learn?

  • Collect data you can use – by actually trying to use it.
  • Include best practice response options like “Decline to state” (for those who decline to identify themselves explicitly) and “Unknown” (to account for non-responders to surveys of board and staff).
  • Learn from the responses you get.

Confession: We assumed nonprofits had the data to share.

In the early days of DEI data collection, we noticed that adoption among nonprofits was rather slow. There are many hesitations in collecting and sharing this data but one we identified early on was that some nonprofits did not have this data to share in the first place. Or perhaps they did have the data but in different categories and formats.

In response, we created the How to Collect and Share DEI Data guide to take the guess work out of collecting DEI data. The guide includes introductory text, questions and definitions.

So what can you learn?

  • Create resources and offer grant support to help nonprofits collect the data.
  • Build DEI into your application process.
  • Don’t let perfect be the enemy of the good – acknowledge challenges with missing data and move forward with the analysis.

Confession: The variety of reactions and feedback surprised us.

If your organization advocates for the collection of DEI data – be prepared for a variety of feedback. We’ve received many comments over the years both positive and negative.

Some of the feedback will be negative:

“We hire employees based on experience, skills and heart, not to fulfill a social-political agenda.”

“I'm offended at the profile questions.  I am not going to ask employees what their sexual orientation is nor am I going to be made to feel guilty because my staff is all white (because our community is white).”

Some might be heart-breaking, for example when the questions you ask might not do justice to someone’s identity:

“I just wanted to let you know there's a few issues with terminology on the demographics piece for orgs to fill out. As someone [who is] non-binary, I'm not cis but I also don't identify as trans.”

What can you learn?

  • Respond to all and let them know how much you appreciate their feedback.
  • Collect constructive input and consider for the next iteration of revisions.

What’s next?

We started recognizing organizations for sharing demographic data about their leader with a Gold Seal of Transparency in October 2020. Since then, we’ve seen tremendous growth in the number of organizations doing so via Candid’s profiles – from just over 6,000 in October 2020 to now over 22,000 organizations and counting. But there is more we can do together.

With more than 1.8 million active nonprofits and almost 200,000 with at least one full-time employee in the US alone – there is a lot of room to grow participation and we need your help. We ask that your organization advocate with your peers, members or grantees for a Gold Seal of Transparency and demographic data via Candid.

Organizations like the Jessie Ball duPont Fund, the Charles Stewart Mott Foundation, and the David and Lucile Packard Foundation have already done so. In their message to grantees, the Mott Foundation said why: “to promote a just, equitable and sustainable society compels us to strive to do the best we can to promote diversity, equity and inclusion in our grantmaking.”

With the unprecedented level of resources and attention on diversity, equity, and inclusion in our own sector – we are poised to make real and lasting progress – but only if we are willing to work together and hold ourselves accountable to the data.

 

—Eva Nico (she/her) is Senior Director of Profile Management at Candid.

Turning Aspiration into Action
August 10, 2021

A New Report Illustrates Equity in Action at the McKnight Foundation

Na Eng
Na Eng

By Na Eng

As a communication professional, I am often focused on the weight of words and both the hope and expectation they create. Values-based language can be especially challenging—for example, how do we translate virtues like equity and transparency into concrete action steps? In 2018, the McKnight Foundation released the organization’s first diversity, equity, and inclusion (DEI) statement. Since then, the Foundation’s board and staff have held fast to the tenet that we need to back up our words with actions. Aspiration must transform into action because communities deserve more than good intentions.

A new Equity in Action report documents examples of shifts we’ve taken at the Foundation to tilt toward a more diverse, inclusive, and equity-oriented organization since the DEI statement’s release. In the past three years, McKnight has made changes in how we use our public voice, make grants, invest funds, convene partners, and work with vendors. McKnight’s DEI efforts are a work in progress, and while this work has not always followed a smooth or linear path, the Foundation has indeed made progress.

Impact through Multiple Roles

As a private foundation, we’ve long recognized that we can create impact through multiple roles that include—and extend far beyond—grantmaking. These six identities—as identified in the DEI statement—are funder, convenor, thought leader, employer, economic entity, and institutional investor. The Equity in Action report gives examples of action steps we’ve taken in those areas.

EquityInAction-ReportCoverHere are a few highlights:

$32 Million for a More Equitable Minnesota. Using an inclusive process, McKnight designed an entirely new program focused on building a more equitable and inclusive Minnesota. With a projected annual grantmaking budget of $32 million starting in 2022, Vibrant & Equitable Communities is one of the largest programs at McKnight. In addition, all of McKnight’s programs—whether addressing climate change, supporting working artists, advancing collaborative crop research, or funding innovative neuroscience research—are committed to embedding equity as a through-line in our grantmaking.

Diverse Leadership across the Foundation. As an employer, McKnight has dramatically increased the diversity of its senior leaders and program and operations directors. The Foundation’s board selected Tonya Allen, a longtime champion of equity and inclusion, as president in late 2020. She heads an all-women, majority-BIPOC team with diverse lived experiences. In fact, 10 of the 17 McKnight team members (or 59%) who hold director level positions or above identify as Black, Indigenous, or people of color.

Speaking Up for Justice. As a thought leader, McKnight has increased the use of its public voice to stand in solidarity with our communities, collectively grieve acts of racial violence, and advocate for a more participatory democracy and equitable distribution of federal funds. For example, in the past few years, we have issued or signed on to public statements—including the We Stand for Democracy statement, AAPIP’s Open Letter to Philanthropy, and the Philanthropic Collective to Combat Anti-Blackness and Realize Racial Justice—that stood for our core value of equity, and represented ways we embed an equity approach into all areas of our work.

The Equity in Action report gives numerous examples of inclusive impact investments, convenings on equity topics, and efforts to pay more attention to the Foundation’s purchasing decisions. For example, today approximately 45 percent of our endowment is mission-aligned, and, among other investments, we specifically invest in creating affordable housing, supporting small businesses owned by people of color, and making sure low to moderate income communities have access to renewable energy and efficiency solutions. For our convenings, we created inclusive guidelines that considered ways to create welcoming environments and access, and to lift the contributions of Black, Indigenous, and people of color participants. And the Foundation just adopted a new vendor policy to promote fairness and inclusion, and to increase opportunities for underrepresented groups to provide goods and services to the Foundation.

Aspiration must transform into action because communities deserve more than good intentions.

Joining Together to Set New Patterns for Equity

In her book Emergent Strategy, activist and organizer adrienne maree brown speaks to what it takes to successfully enact change. Using the analogy of fractals—infinitely complex patterns that are created by repeating a simple process over and over—she encourages advocates to understand that the small, consistent practices impact the large. “What we practice at the small scale sets the pattern for the whole system,” she writes.

While some of the steps featured in the Equity in Action report are modest and nascent, even the smallest of these actions creates new precedents and patterns. We still have much more work to do and more to learn. We know the roots of inequity are deep and structural. The Foundation is committed to continuing to learn, listen, reflect, and speak up—with transparency—to advance equity inside and outside the Foundation. Most importantly, we will continue to act.

As more foundations make public commitments to racial equity, McKnight’s leadership hopes that collective and open reporting of our experiences will speed up progress and encourage mutual accountability. Together, we can combine our efforts to enact change and move larger systems.

 

—Na Eng is communications director at the McKnight Foundation, a private family foundation based in Minneapolis.

When Numbers Fall Short: The Challenge of Measuring Diversity in a Global Context
January 16, 2020

Athreya profile OSF 2 (2)
Bama Athreya

Bama Athreya is the Gender and Social Inclusion Advisor at the C&A Foundation, a corporate foundation committed to making fashion a force for good and transforming the industry to be more sustainable and provide decent livelihoods.  

At C&A Foundation we believe many of the challenges we seek to tackle are rooted in social exclusion. We are on a journey to deepen our approach to gender justice, diversity, equity, and inclusion. As part of our own effort to learn, we recently undertook a demographic survey of our 60+ employees worldwide to find out how “diverse” we are as an organization and what it might imply for our efforts to create an equitable organization. It was a first for us and we learned far more than the numbers alone revealed.

The process itself was both eye-opening and humbling. It forced us to reflect on what really matters for our global organization when it comes to diversity and it revealed some of our own implicit biases.

"We believe many of the challenges we seek to tackle are rooted in social exclusion."

We worked with US-based consultants to prepare the survey—covering age, sexual orientation, gender identity, nationality, disability, race, religion, and educational status. Unknowingly, the very act of selecting these categories imposed a US-centric world view, particularly with respect to our understanding of race and ethnicity.

For example, the category “Latinx” was used in the initial survey; this category is very relevant in the US, but reductive in Latin America, confusing in Europe, and irrelevant in South Asia. An important category for Europe—Roma—was not available for selection.

So we tried again, re-surveying our country offices in an attempt to create meaningful country-specific data. This proved far more useful in revealing what we should be considering as we seek to foster an inclusive workplace culture.

In Brazil, for example, race is a very salient concept and we are developing a much stronger understanding of why power dynamics around race may be the single most important thing we can address in that context. Less than half the Brazilian population is white —yet, political and economic structures are predominantly controlled by whites.

In Mexico, we need to consider the significant proportion of indigenous people and “mestizos” (mixed ethnicity). Although Mexicans of European descent are the minority there, they too remain a dominant political and economic class. In India, race itself is a problematic construct. Instead, caste discrimination has played a powerful role in reinforcing social group dominance and oppression for centuries. A dizzying array of ethno-linguistic groups suggests diversity but masks the real and sometimes violent social exclusion based on caste and religion. While historically disadvantaged “scheduled” castes and tribes make up around 25 percent of India’s population, they are significantly under-represented in the country’s economic life.

And throughout South Asia, religion is a political and social flashpoint. This applies to Bangladesh, a majority Muslim country where Hindus and Christians face increasing sectarian violence, as well as India, where, as recent events show, laws and policies excluding Muslims reflect rising Hindu nationalism.

Since C&A Foundation always aims to be open and transparent, it is our practice to openly share what we learn from our research, and this exercise was no exception. However, in the end, due to the importance of country and cultural context, the only demographic categories we felt were appropriate to include in our annual report were gender, disability, and migration status. Age is another context-neutral category we might report globally in the future. But for our 60 staff people spread across the world, we realized that inclusive hiring, promotion and retention policies needed to do more than just look at the numbers, even for these categories.

So what did we learn, and what do we suggest to other foundations undertaking similar surveys?

First, generic global surveys aren’t the best way to tackle region-specific diversity and inclusion challenges. Instead, start with a social inclusion assessment that looks at the local context. Who has power? Who is marginalized? From there you can craft context-specific demographic questions for your employees or your partners.

Lesson two: don’t just play the numbers game. With, at most, a dozen staff in any given country office, we found there is limited value in trying to add them all up to some global statistic on diversity. However, it is important to look at who’s not present in your workplace. For example, in Brazil, we’ve taken affirmative steps to recruit more Afro-Brazilians by hiring a consultancy specialized in searching for Afro-Brazilian professionals. And we are looking carefully at how to create more inclusive workplaces for people with disabilities across all of our country offices. For us, this kind of targeting does more to address diversity than a broad-brush effort.

"It is important to look at who’s not present in your workplace."

Finally, another value of this approach is that you are leading by example to your grantees since you likely ask them to provide you with their own demographic data. Just as we realize the limitations to what we do with this data, we can understand and respect the variety of approaches that our grantees may take to tackle their own specific diversity, equity and inclusion challenges. At C&A Foundation we see our efforts to address inequality as another means to encourage our local grantees to prioritize and embrace their own equity and inclusion agendas. This is where our broader influence may lie—and offers a further compelling reason to continue our own internal journey.

 

In 2020, C&A Foundation`s work in fashion will become part of Laudes Foundation - a new, independent foundation designed to support brave initiatives that will inspire and challenge industry to harness its power for good. The organization will works both to influence capital so that investment encourages good business practices, and through industry to tackle its deep and systemic challenges.

Laudes Foundation is a part of the Brenninkmeijer family enterprise, next to the COFRA  businesses and the family’s other private philanthropic activities, including Porticus, Good Energies Foundation, and Argidius Foundation.

Invitation Only: Closing the Door to Equity?
November 15, 2019

Clairepeeps
Claire Peeps

Claire Peeps is the executive director of the Durfee Foundation, a family foundation that focuses on investing in extraordinary people who are making a better Los Angeles.

This blog also appears in Candid’s GrantCraft blog.

After more than 20 years of grantmaking in Los Angeles County, you’d think our staff at the Durfee Foundation would know all of the eligible nonprofits in our region. But we don’t.

Not long ago, for example, we got a grant request from a car mechanic who had opened his garage to foster youth in the high desert, a couple of hours north of us. Aaron Valencia, founder of Lost Angels Children’s Project, is now among the most innovative and talented leaders in our grant portfolio. But we would never have met him, had we employed an invitation-only application process.  The lesson to those of us in philanthropy: you just don’t know what you don’t know.

Every time Durfee opens an application cycle, we meet eligible nonprofits that we’ve never heard of before.  It hardly seems possible, but it happens, every time. Even with our lean staffing, we think it’s increasingly important to keep the door open, so let me share with you why and how we do it.

As a generalist funder, our grantmaking lens is as wide and diverse as Los Angeles. These circumstances might explain why it would be hard for us to craft a list of ideal grantee partners. But even if we could, we would still prefer the open application process.  California

No matter how much time we spend on the ground, in the community, we can’t possibly keep up with the goings-on of all worthy, high-performing nonprofits. Plus, we’ve heard from so many of them how much they appreciate the opportunity to put themselves forward, and to state their case directly to us. Nonprofit leaders are active change-makers, and they seek agency over their future.

We also hear rueful complaints by leaders who are frustrated by their inability to get in the line of vision of funders whose mission seems to align with their own.  We field a lot of “do you know anyone there?” calls.

Which makes us wonder—what if we looked at the grantmaking process through an equity lens?

At a time when our field is focused on equity and inclusion, an invitation-only application process seems counter-intuitive. Or worse, it can project autocracy, instead of partnership—a sort of opaque “don’t call us, we’ll call you.” Imagine what it would feel like to stand at the door of a windowless, locked building to which you seek entry, with no bell to ring.  And yet, that’s very often how foundations present to would-be grantseekers. Why?

"At a time when our field is focused on equity and inclusion, an invitation-only application process seems counter-intuitive."

I recognize that sometimes, invitation-only makes sense.  A place or issue-based initiative, with a specific goal and time horizon, might best succeed in a sustained, collaborative model with a set of close, expert partners.  Or, grantmakers in spend-down mode might choose to bring their work to a close in a deliberate fashion with a select few longstanding colleagues. It can streamline limited resources, reduce the demand on nonprofit leaders’ time while increasing their odds of being funded, and reduce the time foundation staff invest in application review.

While all of this seems great for the nonprofits who find themselves in a funder’s favor, what about those who fall outside their line of vision?

What Do Nonprofit Leaders Say?

The opinions above are my own, and I’m a grantmaker. Knowing that we alone shouldn’t be the ones to decide about our process, the Durfee Foundation sent a survey to approximately 100 nonprofit leaders in Los Angeles to ask their opinion on the matter. The leaders surveyed are recipients of the Durfee Sabbatical Award and are arguably among the strongest nonprofit sector leaders in our region.

We asked two questions:

  1. Do you prefer foundation application processes that are open, or invitation only?; and
  2. Do you think “invitation only” processes help or hinder the work of your organization?—and, in both cases, why?

The results were mixed and thoughtful. Overall, 78% prefer open processes, an overwhelming majority.  Not surprisingly, those who tilt in favor of invitation-only represent larger organizations, but even they recognized the challenge of achieving a spot in the inner circle. Almost all acknowledge the dilemma of a Hobson’s choice – invitation-only is always preferable if you are offered an invitation.

“If I’m in,” said one leader, “of course I prefer the invitation-only application because it increases my odds of getting the grants. But if/when I find myself in need of finding new foundations to fund our work, it seems the likely ones are invitation-only, so I’m stuck.”

Other leaders expressed appreciation for the satisfaction they feel when they work in partnership with funders.  “When we are on the ‘inside,’ it’s of course great! The collaboration with a funder is very rewarding.”

Those circling closed shops while looking for entry were incisive and blunt.

“Invitation-only applications further the funder as an all-powerful source,” said one leader. “They exclude small community-based organizations who are doing great work, but don’t have access to the privileged circles big funders run in. My organizations have been in the select group for some of the biggest foundations. It takes years of relationship-building, and the skill and ability to spend time doing that. Often those most impacted by the issues being funded do not have the time or ability to spend in that way. It’s an equity issue.”

“The open process speaks to me about the receptivity of the foundation," said another. “It tells me the foundation doesn’t think they know about everything that’s going on that might be mission-aligned.”

“Invite-only foundations can perpetuate income/gender/racial inequity in the same way as invite-only clubs,” said a third.

In addition to posing a challenge regarding equal access, some see invitation-only as limiting to experimentation: “Invitation-only, it seems, reduces the ability of the nonprofit organization to innovate and move in a new direction. If, say, our board has decided through strategic planning that we need to engage in green infrastructure when we are known for habitat restoration, how can we telegraph that to a funder that funds in this new area?”

So What’s a Funder to Do? Advice on a Hybrid Approach

The survey results yielded lots of practical suggestions, with nuanced perspective.

“More hybrid approaches are needed,” said one leader.  “Open processes should still be focused and targeted. Before applying, I want to know if my organization’s work is a fit for the foundation.  For those that are invitation-only, I would like to see more mechanisms for opening their processes, like polling current grantees for younger, smaller, newer organizations that deserve a ‘look.’ Another idea might be for grantseekers to have an exploratory interaction with the foundation, like an ‘office hour,’ a ‘meet and greet’ or a systematic process by which foundation officers actively seek out new groups to add to their portfolio.”

“I believe that an open process is perceived by the field as being more equitable," said another, “however, I don’t think this is necessarily true. The ways in which the open applications are vetted is where real equity happens or doesn’t. Who’s making the decision? What are the guidelines? These are the real questions when it comes to equity.”

So, my fellow funders, let’s start there—with these simple and complex suggestions that emerged.

Write Clear Guidelines. This may be the most challenging, but essential practice of them all. Clear guidelines may enable a foundation to shift from invitation-only to open application, without opening the floodgates to impossible numbers of applications. Vague or imprecise guidelines generate vast numbers of unsuccessful applications, and waste valuable time for both grantseekers and reviewers. Clear guidelines help nonprofits take agency in determining whether they are a fit for a grant opportunity or not.

Invite a Letter of Interest. Even if your foundation prefers to work with nonprofit partners by invitation only, offer a letter of interest option or an online platform for nonprofits to introduce themselves, and to get in your line of vision.  Acknowledge that you have received the communication, and let them know what you will do with the information.

Explain Your Selection Process. If you are invitation-only, take the time to explain why. Whether you are open or by-invitation, let grantseekers know how decisions are made, by whom, by what timeline. If there are set opportunities to invite newcomers and expand your portfolio, share when and how.

Durfee uses a peer review process for most of its programs. We’ve found this an excellent way to expand the expertise of our small, generalist staff, and to offer some transparency to our process. Our peer panelists, usually alums of our award programs, bring deep community knowledge to our decision making, and subsequently serve as ambassadors in the field, clarifying and demystifying the foundation’s process to their peers.

Be Available by Phone. In our digital age, this practice might seem old-fashioned, but we’ve found it’s incredibly valuable at Durfee for building relationships. One compassionate, articulate staff person on the phone can right-size an applicant pool by helping applicants determine if they’re a fit. When they’re not, we find we can often point them in helpful directions, offer feedback, and provide a heartfelt thanks for the organization’s work. This really can go a long distance. Regardless of the outcome, the cost of this simple strategy yields dividends in goodwill.

List Board and Staff. All grantseekers deserve to know who has decision-making authority at foundations, which are, after all, tax-exempt public entities. It’s reasonable for nonprofit leaders to consider who’s in the room before investing time in an application, so board and staff should always be listed on a foundation’s website or in print materials.

Acknowledge Funder Fragility. Let’s face it, it’s a real thing. Whatever prompts funder fragility—uneasy power dynamics, concern about being overwhelmed by requests, disinclination to express rejection, deference to our boards, fear of criticism—we often work behind a buffer that separates us from the sector we serve. Most of our decision-making takes place behind closed doors, out of public view.

For those who truly seek anonymity in their grantmaking, a donor-advised fund might be a more appropriate giving vehicle than a foundation.  Indeed, a more honorable one. If you choose to hang out a shingle—if you seek and are awarded IRS status as a private foundation—you owe it to the public to make your grantmaking process reasonably accessible and transparent. That’s also one of the reasons that Durfee was an early adopter to participate in Candid’s GlassPockets transparency initiative to encourage greater openness in philanthropy. We hope our profile there signals our ongoing commitment to working in a trusted and transparent manner.

"If you choose to hang out a shingle—if you seek and are awarded IRS status as a private foundation—you owe it to the public to make your grantmaking process reasonably accessible and transparent."

Build Trust. According to Southern California Grantmakers, only about 30% of its members currently offer an open, accessible application process. Let’s collectively inch that number higher!

I’m hopeful that we are trending in that direction. The recently-launched Trust-Based Philanthropy Project, a national initiative spearheaded by the Whitman Institute, the Robert Sterling Clark Foundation and the Headwaters Foundation, seeks to rebalance power in philanthropy by promoting trust-based relationships between nonprofits and foundations. Being responsive, streamlining paperwork and seeking and acting on feedback from nonprofits are among the pillars of best practice that they recommend. Other important endeavors, like California’s Full Cost Project and LA’s Nonprofit Sustainability Initiative, prize clarity and candor in nonprofit and funder exchange, and strive to put more strategic decision making in the hands of nonprofit leaders.

It takes two to tango, as they say. But a trusting relationship between nonprofits and funders shouldn’t begin on the dance floor, after funders have chosen their dance partners. It needs to begin much earlier, as they explore shared interests and skills.

And access to the dance floor? The building that houses it needs windows, and a front door with a bell that rings. Or better yet, an open door to a standing invitation.

--Claire Peeps

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  • Transparency Talk, the GlassPockets blog, is a platform for candid and constructive conversation about foundation transparency and accountability. In this space, Candid highlights strategies, findings, and best practices on the web and in foundations–illuminating the importance of having "glass pockets."

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