intercultural competency: how to become a better fundraiser within a diverse audience
TRANSCRIPT
INTERCULTURAL COMPETENCY: HOW TO BECOME A BETTER
FUNDRAISER WITHIN A DIVERSE AUDIENCE
Kenneth O. Miles
Assistant Vice-Chancellor of Academic Affairs
Executive Director of Cox Communications Academic Center
for Student-Athletes
LEARNING OBJECTIVES…
• Increase your capacity to recognize microaggressions and the
negative impact experienced by members of the community
• Tap into tools to interrupt exclusionary behaviors effectively
to create greater equity and inclusion
• Deepen your capacity to identify personal bias and stereotypes
— and ways to respond more effectively
• Tap into specific strategies to analyze programs, policies and
practices to identify any embedded bias or unintended impact
on members of marginalized groups
TALKING POINTS…• DATA
• Annual Giving 2015
• State of Louisiana
• Employment Status
• Occupation
• Industry
• Family Income
• Educational Attainment
• Millennials
• VOCABULARY
• Culture Competence
• Diversity
• Inclusion
• Equity
• Privilege
• System of Oppression
• Intersectionality
• Microaggressions
• Colorblindness
• STRATEGIES
• PERSONAL TAKEAWAYS
• PREFESSIONAL TAKEAWAYS
• QUESTIONS
• CONTACT INFO
DATA…
State of Louisiana
Source: U.S. Census Bureau, 2010-2014 American Community Survey
5-Year Estimates via American Fact Finder
An '(X)' means that the estimate is not applicable or not available.
LOUISIANA EMPLOYMENT STATUS
LA EMPLOYMENT STATUS Estimate ME Percent %ME
Population 16 years and over 3,610,029 +/-1,607 3,610,029 (X)
In Labor Force 2,206,928 +/-6,472 61.1% +/-0.2
Civilian Labor Force 2,192,054 +/-6,455 60.7% +/-0.2
Employed 2,002,410 +/-6,653 55.5% +/-0.2
Unemployed 189,644 +/-2,840 5.3% +/-0.1
Armed Forces 14,874 +/-744 0.4% +/-0.1
Not in labor force 1,403,101 +/-6,298 38.9% +/-0.2
LOUISIANA OCCUPATION
LOUISIANA OCCUPATION Estimate ME Percent % ME
Civilian employed population 16 years and over
2,002,410 +/-6,653 2,002,410 (X)
Management, business, science, and arts occupations
638,903 +/-6,357 31.9% +/-0.3
Service occupations 384,169 +/-4,386 19.2% +/-0.2
Sales and office occupations 485,169 +/-4,434 24.2% +/-0.2
Natural resources, construction, and maintenance occupations
244,370 +/-3,280 12.2% +/-0.2
Production, transportation, and material moving occupations
249,799 +/-3,646 12.5% +/-0.2
LOUISIANA INDUSTRY
LOUISIANA INDUSTRY Estimate ME % %ME
Civilian employed population 16 years and over
2,002,410 +/-6,653 2,002,410 (X)
Agriculture, forestry, fishing and hunting, and mining
95,270 +/-2,332 4.8% +/-0.1
Construction 161,201 +/-3,419 8.1% +/-0.2
Manufacturing 160,428 +/-2,462 8.0% +/-0.1
Wholesale trade 52,342 +/-1,722 2.6% +/-0.1
Retail trade 233,981 +/-4,015 11.7% +/-0.2
Transportation and warehousing, and utilities
105,263 +/-2,460 5.3% +/-0.1
LOUISIANA INDUSTRY CONT’D…
Information 31,077 +/-1,386 1.6% +/-0.1
Finance and insurance, real estate, rental, &leasing
103,808 +/-2,799 5.2% +/-0.1
Professional, scientific, management,administrative and waste management services
172,182 +/-3,160 8.6% +/-0.2
Educational services, health care & social assistance
467,620 +/-4,899 23.4% +/-0.2
Arts, entertainment, recreation, accommodation & food services
203,255 +/-4,061 10.2% +/-0.2
Other services, except public administration 103,477 +/-2,720 5.2% +/-0.1
Public administration 112,506 +/-2,806 5.6% +/-0.1
Transportation and warehousing, & utilities 105,263 +/-2,460 5.3% +/-0.1
LA FAMILY INCOME Estimate ME % %ME
Families 1,133,340 +/-5,006 1,133,340 (X)
Less than $10,000 74,734 +/-1,691 6.6% +/-0.1
$10,000 to $14,999 49,868 +/-1,571 4.4% +/-0.1
$15,000 to $24,999 116,605 +/-2,259 10.3% +/-0.2
$25,000 to $34,999 113,778 +/-2,291 10.0% +/-0.2
$35,000 to $49,999 149,385 +/-2,520 13.2% +/-0.2
$50,000 to $74,999 201,298 +/-3,097 17.8% +/-0.3
$75,000 to $99,999 152,763 +/-2,767 13.5% +/-0.2
$100,000 to $149,999 166,516 +/-3,139 14.7% +/-0.3
$150,000 to $199,999 57,438 +/-1,572 5.1% +/-0.1
$200,000 or more 50,955 +/-1,523 4.5% +/-0.1
Median family income (dollars) 56,755 +/-524 (X) (X)
Mean family income (dollars) 75,064 +/-461 (X) (X)
MILLENNIALS…
• …are the largest population in American History (80 Millions in US)
• …like to give – 84% made charitable gifts in 2014 according to Millennial Impact Report
• …want to give on their terms
• …support causes that they are passionate about
• …want to volunteer – 2015 Millennial Impact indicated that 77% are willing to give their time &
70% volunteered at least one hour..
• …are impulsive i.e. text messages, e-blasts, store counters, etc.
• …want to know what kind of impact their donations have had
• …are 65% more likely to give if co-worker participates versus 44% if a supervisor does it
• …are more likely to give to crowdfunding sites
• …are more likely to give via mobile apps – Blackbaud Report that 62% of giving happened
through mobile app in 2014
GOFUNDME.COM
VOCABULARY…
Your words matter —
probably more than you realize.
You have a responsibility to make them count.Jeff Goins
CULTURAL COMPETENCE(Y)…
The ability to interact effectively
across various facets of diversity.
Cultural competence is what we need
to be inclusive.
Source: https://naaee.org/sites/default/files/eepro/resource/files/di-vocab-sheet.pdf
CULTURAL COMPETENCY REQUIRES…
Being self-aware of your own culture, assumptions, values,
styles, biases, attitudes, privilege, etc.;
Understanding others’ cultures, assumptions, values, styles,
biases, attitudes, privilege, etc.;
Based on this knowledge, understanding your potential impact
on others and interacting with them in a situationally
appropriate way for greater effectiveness and inclusion.
Source: https://naaee.org/sites/default/files/eepro/resource/files/di-vocab-
sheet.pdf
TAKE AWAY
One must be reflective to better understand
oneself through the journey of the unknown.
Kenneth O. Miles
DIVERSITY…
The unique differences among
individuals in a group based.
Source: https://naaee.org/sites/default/files/eepro/resource/files/di-vocab-
sheet.pdf
TAKE AWAY
A person cannot be “diverse”.
Source: https://naaee.org/sites/default/files/eepro/resource/files/di-vocab-
sheet.pdf
INCLUSION…
Embracing, leveraging, & celebrating
the strengths of our diversity &
ensuring everyone feels welcomed &
valued for who they are.
TAKE AWAY…
Diversity is what we are, and
inclusion is what we do.
EQUITY…
An approach that ensure everyone is given
equal opportunity; this means that resources
may be divided and shared unequally to make
sure that each person can access an
opportunity.
TAKE AWAY…
Equity takes into account that people have
different access to resources because of
system of oppression and privilege. Equity
seeks to balance that disparity.
PRIVILEGE…
The access to resources a person has,
consciously or not consciously, by virtue
of being part of a dominant group in
society.
TAKE AWAY…
…I think whites are carefully taught not to
recognize white privilege, as males are taught
not to recognize male privilege.
Essay “White Privilege: Unpacking the Invisible Knapsack” Peggy McIntosh
McIntosh, Peggy (1988) "White Privilege and Male Privilege: A Personal Account of Coming To See Correspondences through
Work in Women's Studies"
SYSTEM OF OPPRESSION…
Refers to systems of power in society
that advantage certain groups over
others, and include ideologies.
TAKE AWAY…
…White privilege is like an invisible weightless knapsack of
special provisions, maps, passports, codebooks, visas,
clothes, tools, and blank checks.
Essay “White Privilege: Unpacking the Invisible Knapsack” Peggy McIntosh
McIntosh, Peggy (1988) "White Privilege and Male Privilege: A Personal Account of Coming To See Correspondences through Work in
Women's Studies"
INTERSECTIONALITY…
…is a feminist sociological theory first
highlighted by Kimberlé Crenshaw (1989)
…is a methodology of studying "the
relationships among multiple dimensions
and modalities of social relationships and
subject formations" (McCall 2005)
TAKE AWAY…
“We are the sum total of our experiences. Those experiences – be they
positive or negative – make us the person we are, at any given point in our
lives. And, like a flowing river, those same experiences, and those yet to
come, continue to influence and reshape the person we are, and the person
we become. None of us are the same as we were yesterday, nor will be
tomorrow.”
B.J. Neblett
STEREOTYPE THREAT…
…refers to being at risk of confirming, as a
self-characteristic, a negative stereotype
about one's social group
(Steele & Aronson, 1995).
Steele, C. M., & Aronson, J. (1995). Stereotype threat and the intellectual test performance of
African-Americans. Journal of Personality and Social Psychology, 69, 797-811.
TAKE AWAY…
Stereotypes are often qualified by absolute
terms like NEVER & ALWAYS.
MICROAGGRESSIONS…
…are subtle insults (verbal, nonverbal,
and/or visual) directed toward people of
color, often automatically or unconsciously.
Source: Solorzano, Ceja, and Yosso Critical Race Theory, Racial Microaggressions, and
Campus Racial Climate: The Experiences of African American College Students Journal of
Negro Education, Vol. 69, Nos. 1/2 (Winter/Spring 2000)
TAKE AWAY…
Don’t underestimate the power of language.
Don’t invalidate one’s feelings, emotions,
and/or experiences.
COLORBLINDNESS…
Ignore the existence of race or skin color in
service of seeing past race and just seeing
the person.
TAKE AWAY…
Not seeing a person for whom they are
devalues and deemphasizes their race,
ethnicity, and experiences.
STRATEGIES…
• Establish Objectives
• Define the quantity
• Define the quality
• Define population
• Determine $$$
• Unawareness
• Awareness
• Reputation
• Offering
• Funding & Costs
• Location
• Opportunities Beyond Organization
• Size
• Environment
• Faith
PERSONAL TAKEAWAYS…AWARENESS IS THE FIRST STEP
• Be reflective in your practice
• Be an empathetic listener
• Be authentic
• Be inclusive
• Be aware
• Be inquisitive
• Be proactive
• Be intentional
PROFESSIONAL TAKEAWAYS…DO WHAT YOU’VE ALWAYS DONE, YOU WILL GET WHAT YOU
ALWAYS GOT
• Implement & Assess Strategic Plan
• Review Hiring Practices
• Review Website
• Understand Climate
• Incorporate Human Resource Management Trainings
• Create Partnerships
• Incorporate Ethnic/Cultural Programming
• Cultural Competence Trainings
• Top-Down…Bottom-Up Approach
QUESTIONS…
The biggest risk is not taking any risk...
Mark Zuckerberg
RESOURCES…
• Why Diversity and Inclusion will be a Top Priority for 2016
• The Incredible Impact of Words
• Waiter, is that inclusion in my soup? A new recipe to improve business performance
• Interview: Hamlin Grange on the Need for Inclusion and Diversity in Nonprofits
• Equity, Inclusion, & Diversity Vocab
• Tim Wise: On White Privilege
• Critical Race Theory, Racial Microaggressions, and Campus Racial Climate: The Experiences of African
American College Students
• Demarginalizing the Intersection of Race and Sex: A Black Feminist Critique of Antidiscrimination Doctrine,
Feminist Theory and Antiracist Politics
• White Privilege: Unpacking the Invisible Knapsack
• The Complexity of Intersectionality
• Stereotype Threat An Overview Excerpts and Adaptations
• The Black Male Incarceration Problem Is Real and It's Catastrophic
CONTACT INFO…
Kenneth O. Miles
LSU Cox Communications Academic Center for Student-Athletes
100 Gym Armory
Baton Rouge, LA 70803
225-578-6518