• Internal Diversity Assessments:  Conducting periodic assessments of board and staff appointments, grantmaking, and contracting to help institutional leaders identify priorities,
  recognize strategic opportunities, and enhance their diversity performance.
• Diversity Plans: Developing and implementing diversity plans to help leaders design specific and concrete steps to expand representation and engagement from diverse communities in their mission and work.
• Field Development and Coordination: Supporting more integrated and coordinated planning, investment, and action to expand the field's overall capacity for change.
• Peer Support: Building peer networks, both formal and informal, to help individuals, their
  institutions, and the larger field achieve greater diversity.
• Periodic Progress Reporting: Tracking progress, communicating accomplishments, and sharing lessons learned to establish field-wide performance benchmarks and enhanced
  transparency and public accountability.
• Public Leadership: Exercising visible leadership by encouraging others to join, publicly
  promoting the benefits of diversity, and identifying new strategies that lead to
  greater effectiveness.

As an individual grantmaker, recognize that your organization can work toward diversity in several ways:  as a funder, as an employer/board, as a civic participant, and as an economic entity.

Diversity as Funders:

• Focus on diversity values: Provide diversity training and promote ongoing learning for governing board members and staff to ensure that internal and external processes and practices are culturally competent.
• Have diverse advisors: Incorporate diverse people, perspectives, knowledge and experience--including subject matter experts or community representatives as speakers at board meetings, on committees or on advisory groups.

Diversity as Employers and Boards:

• Build a diverse board:  Consider the demographics of the area you serve; utilize an advisory board to supplement diverse perspectives
• Use proactive hiring policies: Advertise new positions and board nominations broadly. Utilize traditional forums for advertising positions.  In addition, utilize search firms and groups that specialize in reaching qualified, diverse, multicultural candidates.  Also reach out to national groups such as Hispanics in Philanthropy, Emerging Practitioners in Philanthropy, Association of Black Foundation Executives and Women in Philanthropy, as well as their local/regional networks, to assure the broadest possible pool of qualified and diverse candidates.  

Diversity as Civic Participants:

• Learn from the community:  Invite grantees and other community representatives to help with a periodic review of grantmaking and/or to serve on advisory boards.
• Establish singular initiatives:  Create diversity-focused projects.

Diversity as Economic Entities:

• Leverage monies: Seek diversity in your vendors; and ask grantees, contractors, vendors to sign nondiscrimination forms.
• Fund diverse partnerships: Bring communities together in collaborative efforts.

• SDG Members-Only Diversity & Philanthropy webpage (login required)
• Embracing Diversity: Foundation Giving Benefiting California's Communities of Color (pdf) (Foundation Center Diversity Report commissioned by SDG, NCG, and SCG)
• Diversity in Philanthropy Project
• Philanthropy in a Changing Society: Achieving Effectiveness through Diversity (pdf) (Rockefeller Philanthropy Advisors report)
• COF Resources on Diversity and Inclusiveness
• The State of Research on Diversity in Philanthropy (Foundation Center report)
• Essentials for Diversity in Giving Toolkit (Changemakers)
• Bibliography of Resources Related to Diversity Within the Philanthropic and Nonprofit Sectors (Foundation Center)