EDI Perspective: How Diverse is the Pool of Talent within Fundraising Teams in the UK?

In recent years, UK charities have taken meaningful steps to address Equity, Diversity, and Inclusion (EDI), working to create more equitable environments within their organisations. Over the past few months, I’ve been investigating a key question: just how diverse is the pool of talent within fundraising teams? Many medium to large charities now include EDI policies in their organisational statements, as encouraged by the Charity Commission, which promotes transparency and diversity in governance. Smaller charities are also beginning to introduce EDI policies, a trend that has gained momentum over the last two years and reflects an increasing awareness of the benefits diversity brings across all areas of charity work, especially in fundraising.

Fundraising teams have traditionally faced challenges in achieving diversity. Conversations with fundraising professionals reveal an imbalance: fundraising roles are largely female-dominated at the managerial level, while director roles are more often held by men. This demographic consistency highlights gaps not only in gender diversity but also in varied backgrounds and experiences. However, some organisations are taking inspiring actions to bridge these gaps by recruiting from diverse talent pools through volunteer programmes and internships, bringing new perspectives and skills into fundraising.

 

Case Studies: Science Museum, Action Tutoring, and Youth Adventures

Three charities making strides in diversifying their fundraising talent pools are the Science Museum, Action Tutoring, and Youth Adventures. Each organisation is taking innovative steps to welcome individuals from varied backgrounds into fundraising roles through entry-level opportunities.

The Science Museum Group has introduced a programme called “Black Internships,” which offers young people from Black communities the chance to gain internship experience. This programme serves as an inclusive entry point for individuals who might not otherwise have access to, or consider, fundraising roles. Interns gain practical experience, developing the interest and skills needed to pursue full-time roles within the sector. By welcoming interns from underrepresented backgrounds, the Science Museum is embedding diversity within its talent pipeline.

Similarly, Action Tutoring is increasing diversity by promoting volunteers through its internal pathways. Volunteers who join at entry levels can progress within the organisation, eventually transitioning into permanent fundraising roles. This approach enables individuals with little to no prior experience to enter the field and develop valuable skills, while also enriching the team’s cultural diversity. By actively promoting from within, Action Tutoring not only cultivates future fundraisers but also exemplifies inclusive hiring practices.

Youth Adventure Trust takes a unique approach when hiring for trust fundraiser positions, focusing on potential over prior experience. During recruitment, the organisation prioritises candidates’ written abilities and any volunteering experience, rather than requiring a formal fundraising background. For Youth Adventures, seeing potential is the focus. Candidates with a knack for communication and a commitment to volunteering are welcomed into the role, with on-the-job training provided to help them thrive. By nurturing talent in this way, Youth Adventures ensures that new perspectives and diverse experiences enrich their fundraising team.

 

Increasing Entry-Level Inclusivity to Address the Diversity Gap

For fundraising teams, diversity efforts often begin at the entry level. When charities recruit for roles such as fundraising officers or assistants, adopting flexible requirements can expand the candidate pool and bring fresh perspectives into the team. Many charities, particularly in trust fundraising, struggle to recruit when adhering to narrow job specifications that may call for specific fundraising experience. Broadening these criteria to consider transferable skills from fields like bid writing, research, or copywriting can attract diverse candidates with unique strengths and creativity.

 

The Benefits of Hiring Bid Writers, Copywriters, and Researchers into Trust Fundraising Roles

Stronger Communication Skills: Copywriters and bid writers are trained to craft compelling narratives and present information clearly and persuasively. These skills are crucial in trust fundraising, where writing convincing grant applications is key to securing funds. Professionals from these fields can effectively convey an organisation’s mission, impact, and need for support, enhancing the quality of funding proposals.

Enhanced Research Abilities: Researchers bring strong analytical skills, with the ability to dive deep into background information, analyse trends, and compile data-driven arguments. In trust fundraising, where understanding the priorities and history of different funders can improve proposal success, researchers can help create targeted, informed applications that resonate with specific grant-giving organisations.

Adaptability and Fresh Perspectives: Professionals from outside traditional fundraising backgrounds often offer fresh insights, creativity, and alternative problem-solving approaches. This can lead to innovative approaches to fundraising, where traditional strategies may benefit from revitalisation to remain effective.

Increased Capacity for Grant Writing: Bid writers are accustomed to working to strict deadlines and submitting high-quality applications in competitive environments. This experience makes them well-suited to the rigorous demands of trust fundraising, where the pressure to meet deadlines and secure funds can be intense. Their ability to manage these pressures can enhance the productivity and efficiency of fundraising teams.

Improving Team Diversity and Reducing Turnover: By looking beyond traditional spaces for talent, charities can diversify their teams both in skills and backgrounds, which often improves team morale and job satisfaction. New perspectives and skill sets help create an inclusive environment, attracting talent from underrepresented groups and reducing turnover, as employees feel valued for their unique contributions.

By opening up recruitment to skilled individuals from bid writing, copywriting, and research backgrounds, charities can effectively increase the diversity of their fundraising teams. This approach not only brings fresh perspectives into trust fundraising but also builds a team with varied skill sets, strengthening the organisation’s ability to communicate, research, and strategise for long-term success. Through training and development, these individuals can grow within the charity sector, creating a stronger, more inclusive future for fundraising.

 

Moving Forward

While certain organisations are setting a high standard, the sector as a whole has room to grow in achieving diversity within fundraising teams. Recognising and addressing historical imbalances is a positive start, but taking tangible action is essential. Through EDI initiatives, such as internships and volunteer-to-staff promotions, charities can make fundraising teams more inclusive and bring in a wider range of perspectives that drive innovation and engagement.

The journey towards a more diverse fundraising workforce is ongoing, but with examples like the Science Museum, Action Tutoring, and Youth Adventures leading the way, the future looks promising. As more charities embrace the value of EDI within their core fundraising teams, the sector will likely see a more balanced, dynamic, and successful pool of talent, strengthening the charity landscape for years to come.

take the next step

Find a job
Hire talent