Summary Descriptors of Case Study Foundations

• Leadership is committed to achieving deep diversity
• Leadership works to add diverse trustees on board
• Leadership and staff work to add diverse staff members
• Gender is understood to be a key piece of deep diversity
• Board and staff understand how differences like race, class, and gender “intersect”
• Board and staff use a “gender lens” in grant making
• Leadership allows organization to change to fit new board and staff members
• Board and staff committed to learning new skills to communicate across differences
• Board and staff committed to “institutionalizing” gendered cultural competence
• Board comfortable taking risks
• Staff comfortable taking risks
• Staff partner with grantees where possible
• Leadership seeks external input to grant-making guidelines
• Leadership seeks external input to grant-making decisions
• Leadership committed to “responsive” grant making, fewer requests for proposals (RFPs)
• Staff encouraged to provide core support
• Foundation can fund some grantees longer than three years
• Foundation can fund some grantees longer than five years
• Foundation can fund some grantees longer than ten years
• Foundation works to leverage other funders’ support for grantees
• Staff monitors grantee diversity
• Foundation does internal evaluation of grant making
• Foundation does external evaluation of grant making

• • Philanthropy Defined
  • Why Philanthropy Matters
  • What is Effective Philanthropy
  • Benchmarks for
    Effective Philanthropy
  • Defining "Deep Diversity"
  • "Naming Norm"
  • Summary Descriptors
    of Case Study
    Foundations
  • Gender Benders:
    A Fortune 50
    Email String
  • International
    Philanthropy for
    Women & Girls
  • Youth Programs
• • Why this Book?
  • Table of Contents
  • Conclusion
  • Interview with the Authors