Diversify Your Portfolio: Looking at Human Capital in a Different Way to Ensure Ongoing Support for Your Mission Strategire for securing greater investment in your school by casting a wider net and including people from emerging constituencies in your advancement program as donors, volunteers and staff members.

1. DIVERSIFY YOUR
PORTFOLIO:
Looking At Human Capital in a Different Way to Ensure Ongoing Support
for Your Mission
CASE District I and II Conference
January 23, 2012
Danita Beck-Wickwire ● Marcel Vaughn-Handy ● Charles Wright III

2. Looking at Human Capital in a Different Way
to Ensure Ongoing Support for Your Mission
The Need for New Investment and People to
Secure It
Evident Trends in Demographics
Identifying Assets with Growth Development
Potential and Maintaining Your Holdings
2

3. Institutional
Budgets and
Growing
Populations
Retaining
Individual
Talent
Investment
3

4. Type of
Institution 4-year 2-year
Public $217,117,141 $48,325,708
Private $140,922,980 $830,063
…Instruction, research, public service,
academic support, operation and maintenance
of plant, depreciation, scholarship, auxiliary
enterprise, hospital services, independent
operations, other expenses…
4

5.  39.6% of the 30.6
million 18 to 24-year
olds are in school
 College Enrollment in
recessions increases
3.7x
 Older adults (age 55+)
returning to school
5

6. Year Total Men Women Full Time Part Time Public Private
2012 19,892 8,539 11,353 12,308 7,584 14,663 5,229
2013 20,230 8,624 11,607 12,499 7,731 14,906 5,324
2014 20,709 8,757 11,952 12,775 7,933 15,253 5,456
2015 21,082 8,850 12,232 12,987 8,095 15,522 5,560
2016 21,436 8,936 12,500 13,190 8,247 15,778 5,658
2017 21,779 9,021 12,758 13,389 8,389 16,027 5,751
2018 22,139 9,110 13,029 13,607 8,532 16,291 5,849
2019 22,408 9,184 13,224 13,787 8,621 16,489 5,919
6

7. Individual Giving
43%
Alumni donated to
their schools
(2008-2009 and 13.5% $28 Billion
2009-2010)
Alumni
25% Supporters
7

8. Nearly 1.3 million
charities and private
foundations are
registered with the
Internal Revenue
Service
25% + of US
Population
Volunteer
8

9. 40% would
Turnover leave for
rate 13.8% greater
opportunities
74 Million workers will retire in US
9

10. The Need for New Investment and People to Secure It
10

11. Why Business
Changing The Current
as Usual Will
Demographics State
Not Work
11

12. Constituencies
31% to 40% of the population will be people of
emerging constituencies by 2020; 52% by 2050
Hispanic/Latin
African American Asian American
American
$ in Millions
41.1 65.7 15.5 40.6 48.4 132.8
2020 2050 2020 2050 2020 2050
14% 15% 5.1% 9.2% 16% 30%
12

13. 36%
are students from
emerging
constituencies
146% since late 1990’s
13

14. $3 Trillion
Buying Power
Giving Power
14

15. Messaging
created by
our office
Perception
Perspectives,
of the
ideas and
process
experiences
and those
involved
15

16. Including other/multiracial
Including other
4.5% 3.3% 4.5% 5.6% 7.6% 8.6% 8.8%
1982 1986 1990 1996 2002 2007 2011
16

17. Female Male
White
91.2%
32%
African American 3.0%
68% Asian 1.5%
Multiracial 2.0%
Hispanic 2.0%
Other 0.2%
American Indian/Alaskan 0.3%
17

18. Why Business
Changing The Current
as Usual Will
Demographics State
Not Work
18

19. Expand Your Retention and Private Sector
Network to Identify Advancement Best Practices
People and and Strategic
Partners Planning
19

20. Messaging
created by
our office
Perception
Perspectives,
of the
ideas and
process
experiences
and those
involved
20

21. Career
Center Office of
Student
Affairs
Facebook /
Academic
LinkedIn
Offices
21

22.  CASE
Clarence J. Jupiter Fellowship in Institutional Advancement
Minority Advancement Institute – Reunion
CASE ASAP
 AFP Friends of Diversity
AFP DC, Washington DC Metro Area Chapter, AFP MA, Western
Chapter, AFP Maryland Chapter, AFP PA, Western Chapter
 Hispanics in Philanthropy
 Native Americans in Philanthropy
 Asian Americans/Pacific Islanders in Philanthropy
 Young Nonprofit Professionals Network
22

23. Target Group Formal Effort No Formal Effort
Women 37.0% 32.8%
African Americans 10.5% 4.5%
Hispanic Americans 8.3% 4.6%
Asian Americans 13.2% 11.0%
Native Americans 1.8% 0.0%
Physically Challenged 1.4% 0.7%
23

24. Training
Open Dialogue on Inclusion
Mentoring and Coaching
Provide Challenges, Compatible Assignments
Ensure Growth and Leadership Opportunities
24

25. Clear expectations
Matched interests / worthwhile experience
Training (supervision)
Positive communications
Recognition
25

26. Vacancies cost
30-150% of
employees salary
250% managers salary
Lost continuity
and momentum
6 months to 10 years
to cultivate a gift
26

27. 27

28.  Forbes
 Inc. Magazine
 Black Enterprise
 Hispanic
Business
“Top Companies” Lists for
Magazine
Inclusion  Diversity
Employers
Magazine
 Diversity MBA
 DiversityInc
 Profiles in Diversity
Journal
28

29. Focus on inclusion of people from emerging constituencies,
their experiences and ideas; move beyond integration
–Bank of America
Recognize and reward employees who make meaningful
contributions to inclusion efforts
–Northern Trust
Engage workers from all levels in the conversation and
process of updating the inclusion plan
–American Express
29

30. Developing plans that are so deeply
interwoven into the strategic plan and fabric
of the day-to-day operations that it will be
maintained in good and bad times
–Fannie Mae
The inclusion effort is not one line item, but
part of the budget for every area of
operations
–Denny’s
30

31.  Branding and internal/external messaging
 Identification and recruitment efforts
 Orientation and ongoing training program
 Performance appraisal process (staff and
managers)
 Activities
 Partnerships
31

32. Incentivize efforts
Reward progress
Show progress
and result
“What gets measured, gets done.”
–Peter Drucker
32

33. Expand Your Retention and Private Sector
Network to Identify Advancement Best Practices
People and and Strategic
Partners Planning
33

34. DIVERSIFY YOUR
PORTFOLIO:
Self Assessment
Danita Beck-Wickwire ● Marcel Vaughn-Handy ● Charles Wright III