This is a six-year initiative (2008-2013) of the Council of Michigan Foundations to increase the effectiveness of organized philanthropy in Michigan by becoming a more diverse and inclusive membership association, increasing member capacity to become more diverse and inclusive, and increasing the diversity of individuals in foundation leadership.

This 2005 guide created by the Inclusiveness Project at the Denver Foundation provides an intentional focus on race and ethnicity, but is adaptable to other dimensions of inclusiveness. It includes detailed steps, worksheets and sample documents for making a long-term organizational commitment to inclusiveness.

This 2000 toolkit by Donors Forum of Chicago, Minnesota Council on Foundations, Northern California Grantmakers, and New York Regional Association of Grantmakers (now Philanthropy New York) provides a framework for grantmaking organizations to address inclusivity in their roles as funders, employers, businesses and community partners. For each role the toolkit gives case examples, questions for discussion and action steps.

In this 2007 guide by GrantCraft, in partnership with the Philanthropic Initiative for Racial Equity, grantmakers explain why a focus on racial equity gives them a powerful “lens” for understanding and advancing their work. Through firsthand experiences, the guide offers advice on promoting and deepening foundations’ commitment to racial equity, both internally and in the programs supported by the organization.

This 2011 assessment tool by Western States Center helps to identify gaps and opportunities to strengthening an organization’s commitment to LGBTQ equality.

The mission statement and theory of change of this private foundation based in Massachusetts demonstrate its commitment to diversity and inclusion.

This 2007 strategic plan by the Akonadi Foundation establishes seven goals to address structural racism and to advance racial justice.

This foundation’s strategic plan has an explicit focus on the elimination of racial and ethnic health disparities as a strategic goal, with two objectives around access, treatment, and patient-provider interactions.

This memo from the Council of Michigan Foundations (CMF) traces the chronology of its Board’s multiple steps toward growing institutional commitment to diversity and inclusion.

This 2009 paper written by the Council of Michigan Foundations in collaboration with the Diversity in Philanthropy Project, synthesizes themes and highlights examples and lessons from the Knowledge Symposium on Diversity and Inclusion in Philanthropy: The Michigan Experience held on March 2‐4, 2009 in Detroit, and pre‐symposium interviews with approximately 20 Michigan foundations and 17 national content experts. This paper captures the ways in which Michigan foundations are working to increase the effectiveness of their organizations while building diversity and inclusion efforts.

The strategic plan of this private foundation based in New York contains an explicit commitment to racial justice and identified funding strategies toward that end.

This brochure by Jessie Smith Noyes Foundation provides a statement of how diversification of the Board and staff has enriched the foundation’s focus and strategies.

The 2012 Diversity Project update by the Rockefeller Brothers Fund summarizes the progress made by working groups in collecting and analyzing data regarding the Fund’s human resources, operations, grantmaking, public programs, and conference activities.

This 2012 toolkit by the Council on Foundations, Imprint Capital and the Greater Cincinnati Foundation provides resources to community foundations looking to engage their donors in an impact investment program. The toolkit provides information regarding the entire process from feasibility to implementation.

This is a six-year initiative (2008-2013) of the Council of Michigan Foundations to increase the effectiveness of organized philanthropy in Michigan by becoming a more diverse and inclusive membership association, increasing member capacity to become more diverse and inclusive, and increasing the diversity of individuals in foundation leadership.

This 2005 guide created by the Inclusiveness Project at the Denver Foundation provides an intentional focus on race and ethnicity, but is adaptable to other dimensions of inclusiveness. It includes detailed steps, worksheets and sample documents for making a long-term organizational commitment to inclusiveness.

This 2011 toolkit, designed around Minnesota Council on Foundations’ Diversity Framework, identifies steps foundations can take to advance diversity, equity, and inclusion relative to hiring, contracting, engaging in the community, and grantmaking.

This guide by Third Sector New England was developed from lessons learned and best practices of organizations that have collaborated with the program in a peer learning community. It includes suggested action steps to establish a framework, integrate the work with organizational goals, and evaluate progress.

This publication by the U.S. Business Leadership Network provides insights from companies and leaders as they navigate inclusion of people with disabilities in all aspects of their organizations. It includes a workplace disability assessment tool as well as case examples of successful strategies from the Leading Practices on Disability Inclusion initiative.

This 2011 assessment tool by Western States Center helps to identify gaps and opportunities to strengthening an organization’s commitment to LGBTQ equality.

This 2009 toolkit was created by The California Endowment following the foundation’s internal assessment of its diversity policies and practices. Social Policy Research Associates (SPR) conducted a national scan that included interviews with foundation leaders and reviews of  foundations’ online materials. The results were so innovative and profound that the Endowment believed other funders might also benefit by having the opportunity to reference these materials as tools to deepen their dialogue and engagement around issues of diversity, equity, and social justice.

This tool by Donors Forum of Chicago provides examples of diversity statements and policies from foundations and organizations.

This website by Educational Foundation of America outlines its socially responsible investment policy that seeks to link its grantmaking values with its investments to promote greater responsibility of corporations.

This 2012 report by the Funders for LGBTQ Issues, stems from a campaign to launch a multi-year initiative to increase grantmaking and strengthen lesbian, gay, bisexual, transgender, queer (LGBTQ) and people of color (POC) organizations and communities. This report focuses on the stories of five foundations that have made an intentional commitment to engaging communities living at the intersection of race and sexuality.

This 2001 investment policy update by Jessie Smith Noyes Foundation is designed to align with the philanthropic mission of the organization. It includes details on investment philosophy, spending and goals, guidelines, and exclusionary and inclusionary screens consistent with the foundation’s mission and values.

This private foundation’s vendor policy articulates evaluation criteria which include non-discrimination, contributions to advancing equity, and preference for local vendors.

This website by the Minnesota Philanthropy Partners includes a statement about diversity and equity in the workplace.

This website by More for Mission Investing provides investment policy statements for family, community, and independent foundations.

This 2007 brochure by State Bar of California provides model practices for legal employers to promote a nondiscriminatory workplace for employees who are lesbian, gay, bisexual and/or transgender.  It includes a basic set of definitions, specific recommendations, benefits and training; and outreach, hiring and retention; and model practices or policies used by some employers in California.

This diversity policy by the Tides Foundation is a statement regarding Tides’ commitment to diversity and inclusion.

This year-long experience offered by the Association of Black Foundation Executives (ABFE) is designed to sharpen the skills and strengthen the leadership capacity of foundation staff, donors, and trustees who are committed to assisting black communities through philanthropy.

This 2009 toolkit by the Annie E. Casey Foundation is a collection of tools based on the creation of an internal affinity group named RESPECT. Originally created as an informal place for staff concerned with racial equity to exchange ideas it has evolved to become an integral part of the Foundation’s work in underserved communities. This toolkit highlights the goals and accomplishments of the past 15 years and the growing commitment to equity, diversity, and inclusion.

This 2012 toolkit by the Council on Foundations, Imprint Capital and the Greater Cincinnati Foundation provides resources to community foundations looking to engage their donors in an impact investment program. The toolkit provides information regarding the entire process from feasibility to implementation.

This 2005 guide created by the Inclusiveness Project at the Denver Foundation provides an intentional focus on race and ethnicity, but is adaptable to other dimensions of inclusiveness. It includes detailed steps, worksheets and sample documents for making a long-term organizational commitment to inclusiveness.

Emerging Practitioners in Philanthropy’s (EPIP) Professional Development Fund supports the professional development of young people of color in philanthropy to ensure racial diversity within next-generation work.

This 2007 toolkit by the Forum of Regional Associations of Grantmakers is designed to provide community leaders with the tools and outlines they need to start a racial, ethnic or tribal fund. Each topic– Structure, Capital, and Grants – contains key questions, choices, suggestions, lessons learned, and additional resources.

This 2009 toolkit by the Gay and Lesbian Fund of Colorado offers suggested language for organizational policies and procedures, information employees and employers should know about gender identity and employee discrimination, and definitions of important terms. The goal is for organizations to utilize this information to make meaningful changes in their companies.

This guide by the Gay and Lesbian Fund of Colorado Offers suggested language for company policies and procedures, sample inclusivity and diversity statements, sample nondiscrimination policy, model employment policies, and case examples.

Hispanics in Philanthropy (HIP) provides capacity building to small- to medium-sized Latino-led nonprofits, strengthening areas such as strategic planning, fundraising, staff and board development, technology, marketing and communications strategies, financial management, and program evaluation.

Native Americans in Philanthropy’s (NAP) 18-month leadership-development program designed to enhance and empower Native American leadership in the philanthropic and nonprofit sectors. The Academy engages emerging and mid-career Native American leaders and educates them in the field of philanthropy and nonprofits through professional development, networking, and mentorship opportunities.

A year-long program to cultivate emerging practitioners of color who represent the next generation of philanthropic leaders. This fellowship program offers training, support, and strong community. It places fellows in foundations to work on major projects and collaborate in a learning community.

This initiative launched by the St. Paul Foundation in 2004 is a multi-year campaign aimed at positively changing the nature of personal, organizational and institutional relationships in Minnesota by addressing racism at individual and institutional levels.

The San Francisco Foundation’s Multicultural Fellowship Program aims to increase diversity in the philanthropic and nonprofit sectors by providing young professionals of color with challenging work experiences and leadership opportunities in the areas of grantmaking and community building.

This guide by Third Sector New England was developed from lessons learned and best practices of organizations that have collaborated with the program in a peer learning community. It includes suggested action steps to establish a framework, integrate the work with organizational goals, and evaluate progress.

This publication by the U.S. Business Leadership Network provides insights from companies and leaders as they navigate inclusion of people with disabilities in all aspects of their organizations. It includes a workplace disability assessment tool as well as case examples of successful strategies from the Leading Practices on Disability Inclusion initiative.

This 2012 toolkit by Western States Center provides exercises to examine the barriers that organizations need to overcome to become inclusive of their LGBTQ members. It contains case studies that highlight the successes groups have had in breaking new paths towards inclusiveness and culturally specific engagement.

The Asian Americans/Pacific Islanders in Philanthropy’s (AAPIP) 1st Step Campaign aims to drive and sustain an increase in grantmaking to AAPI communities through research and data collection on public and private investments, and mobilizing funders and key allies to support AAPI communities.

This document outlines ABFE’s framework for effective philanthropy in black communities, including the role that philanthropy should take in constituency engagement, policy change, system reform, program delivery, leadership development, and data collection and research.

This 2009 toolkit by the Annie E. Casey Foundation is a collection of tools based on the creation of an internal affinity group named RESPECT. Originally created as an informal place for staff concerned with racial equity to exchange ideas it has evolved to become an integral part of the Foundation’s work in underserved communities. This toolkit highlights the goals and accomplishments of the past 15 years and the growing commitment to equity, diversity, and inclusion.

This website by the Center for Assessment and Policy Development and MP Associates is designed to provide resources to those who are working for inclusion, racial equity and social justice within their communities and organizations.

This 2005 guide created by the Inclusiveness Project at the Denver Foundation provides an intentional focus on race and ethnicity, but is adaptable to other dimensions of inclusiveness. It includes detailed steps, worksheets and sample documents for making a long-term organizational commitment to inclusiveness.

This tool developed by the Disability Funders Network poses a series of questions for funders to ask in order to determine whether an organization is supportive and inclusive of people with disabilities.

This 2008 guide by Funders’ Network for Smart Growth and Livable Communities is designed to help funders interested in the intersection of race, class and access to opportunity as it relates to growth and development in communities. It offers tools for developing grantmaking programs that work to reduce local and regional disparities, develop leadership opportunities, and advance strategies that simultaneously benefit people and place.

This 2010 action guide by Grantmakers for Effective Organizations and the Interaction Institute for Social Change defines stakeholder engagement as it applies to the work of grantmakers as engaging grantees and other relevant stakeholders in strategy, development and grantmaking practices. This guide provides grantmakers with a variety of options for engaging stakeholders and creating positive impact.

This 2011 toolkit, designed around Minnesota Council on Foundations’ Diversity Framework, identifies steps foundations can take to advance diversity, equity, and inclusion relative to hiring, contracting, engaging in the community, and grantmaking.

This 2013 guide by TrueChild is designed to help funders address gender norms and gender equity in their grantmaking. The guide covers basic language, concepts, and background, as well as the challenges ahead and specific suggestions for program officers.

This toolkit by U.S. Administration on Aging is designed to help funders in aging, aging agencies and their partners to discuss how to provide better services for diverse older communities. It includes an organizational assessment, ways to identify community knowledge for organizational capacity-building, questions to guide inclusive service design and effective evaluation.

This 2011 assessment tool by Western States Center helps to identify gaps and opportunities to strengthening an organization’s commitment to LGBTQ equality.

This 2011 guide by Western States Center provides a framework to establish key issues and priorities to help workshop participants recognize disproportionate impacts for LGBTQ people of color in areas such as employment, education, and housing due to individual, cultural, and institutional prejudice and discrimination.

This 2009 toolkit was created by The California Endowment following the foundation’s internal assessment of its diversity policies and practices. Social Policy Research Associates (SPR) conducted a national scan that included interviews with foundation leaders and reviews of  foundations’ online materials. The results were so innovative and profound that the Endowment believed other funders might also benefit by having the opportunity to reference these materials as tools to deepen their dialogue and engagement around issues of diversity, equity, and social justice.

This 2007 report by the Council on Foundations highlights the work of community foundations that are at the forefront of building democratic, equitable, and inclusive communities in partnership with their residents, civic leaders, and institutions. It also offers practical examples of how these innovative community foundations have begun to use their reach, influence, and resources to help their communities face difficult challenges together.

This 2009 corporate responsibility report by Dell describes the creation of a Global Giving Council made up of executives from China, India, the United Arab Emirates, Mexico, Western Europe, Brazil, and the U.S. to guide giving efforts and ensure that they are applied in targeted areas.

This 2012 report by the Funders for LGBTQ Issues, stems from a campaign to launch a multi-year initiative to increase grantmaking and strengthen lesbian, gay, bisexual, transgender, queer (LGBTQ) and people of color (POC) organizations and communities. This report focuses on the stories of five foundations that have made an intentional commitment to engaging communities living at the intersection of race and sexuality.

This report by the Greenlining Institute documents supplier diversity in the telecommunications and utilities industries in California. This publication offers ideas for creating report cards in this area of DEI focus.

This website describes the Pride Foundation’s shareholder advocacy work which has expanded equality for 2.9 million workers by convincing companies to update their non-discrimination policies to include sexual orientation and/or gender identity and expression.

The 2012 Diversity Project update by the Rockefeller Brothers Fund summarizes the progress made by working groups in collecting and analyzing data regarding the Fund’s human resources, operations, grantmaking, public programs, and conference activities.

This 2009 publication is the third in a series of publications on diversity and inclusion by Rockefeller Philanthropic Advisors and the Council on Foundations. This publication features foundation CEO and trustee reflections on the impact of a broad array of diversity and inclusiveness efforts within organizational missions and program goals.

This 2010 Foundation Review article by Vicki Rosenberg, Lynn Perry Wooten, Mary McDonald, and Kimberly Burton provides a step-by-step description, including logic model, of the Transforming Michigan Philanthropy project to advance diversity and inclusion.

This website by Society for Human Resource Management provides sample materials related to diversity and inclusion tools and resources.

This 2007 brochure by State Bar of California provides model practices for legal employers to promote a nondiscriminatory workplace for employees who are lesbian, gay, bisexual and/or transgender.  It includes a basic set of definitions, specific recommendations, benefits and training; and outreach, hiring and retention; and model practices or policies used by some employers in California.

This 2012 report provides an overview of the W.K. Kellogg Foundation’s Cultures of Giving grantmaking strategy to build the field of identity-based philanthropy through capacity building, network building, and donor engagement and offers lessons learned, including the importance of trust and transparency.

This website by the Annie E. Casey Foundation provides resources that support research, promote understanding, and share data around issues of disparity that continue to result in opportunity and achievement gaps in low-income communities of color and ethnic diversity.

This foundation’s website offers a comprehensive overview of inequities in the Central Appalachia region.

This foundation’s website describes its commitment to being an anti-racist organization, both internally and in its grantmaking strategies and processes.

This foundation’s website offers a comprehensive definition of social change that guides its work in Appalachia.

This statement by the Arcus Foundation requires all organizations seeking funding to have in place a board-approved Equal Employment Opportunity (EEO) Policy that specifically includes and lists sexual orientation and gender identity, and requires compliance with all other applicable federal and local EEO laws. Organizations with non-compliant EEO policies will not be considered for funding.

The website of this private foundation contains an explicit statement of commitment to diversity, equity, and inclusion, with grant guidelines that demonstrate an understanding of ways that inequities are produced and maintained.

Grantmaking guidelines for this family foundation based in New York include furthering ethnic, gender, and other forms of equity to achieve systemic change.

Grantmaking guidelines for this community foundation based in New York include making the links between different but related forms of oppression, being led by and for the communities they seek to serve, and representing traditionally marginalized or disenfranchised communities.

This 2009 report by the Philanthropic Initiative for Racial Equity (PRE) and the Applied Research Center documents lessons learned from a pilot program of the Racial Justice Grantmaking Assessment which was designed to help foundation staff and leaders understand the benefits of being explicit about racial equity, and to determine the degree to which their work is advancing racial justice.

The Pride Foundation’s Racial Equity Initiative is part of a national effort spearheaded by the Funders for LGBTQ Issues that addresses the funding inequities that LGBTQ organizations have faced historically, employing three key strategies to strengthen these organizations —build a supportive cohort, provide relevant training and skill building, and provide funding to implement what they have learned.

The 2012 Diversity Project update by the Rockefeller Brothers Fund summarizes the progress made by working groups in collecting and analyzing data regarding the Fund’s human resources, operations, grantmaking, public programs, and conference activities.

This 2009 publication is the third in a series of publications on diversity and inclusion by Rockefeller Philanthropic Advisors and the Council on Foundations. This publication features foundation CEO and trustee reflections on the impact of a broad array of diversity and inclusiveness efforts within organizational missions and program goals.

This press release announces Verizon’s grants (2009) to Massachusetts-based nonprofits that use technology to support people with disabilities.

This 2009 toolkit by the Annie E. Casey Foundation is a collection of tools based on the creation of an internal affinity group named RESPECT. Originally created as an informal place for staff concerned with racial equity to exchange ideas it has evolved to become an integral part of the Foundation’s work in underserved communities. This toolkit highlights the goals and accomplishments of the past 15 years and the growing commitment to equity, diversity, and inclusion.

This 2005 guide created by the Inclusiveness Project at the Denver Foundation provides an intentional focus on race and ethnicity, but is adaptable to other dimensions of inclusiveness. It includes detailed steps, worksheets and sample documents for making a long-term organizational commitment to inclusiveness.

This website by the Center for Assessment and Policy Development and MP Associates provides a series of resources for conducting evaluations that take into account issues of racism, power, privilege, and oppression. It serves to further community efforts to achieve racial equity and justice through evaluation.

This 2011 project by the Social Policy Research Associates (SPR) was The California Endowment’s (TCE) first internal organizational assessment of the foundation’s diversity and inclusivity policies and practices. This assessment, which produced the TCE Diversity & Inclusivity Report Card, was a voluntary effort to increase the institutional effectiveness of The Endowment’s grants portfolio and institutional operating practices.

The 2012 Diversity Project update by the Rockefeller Brothers Fund summarizes the progress made by working groups in collecting and analyzing data regarding the Fund’s human resources, operations, grantmaking, public programs, and conference activities.