AFP Alaska Chapter I.D.E.A. definition:

As an inclusive community of fundraising professionals committed to social justice, the AFP Alaska Chapter seeks, embraces, engages, respects, values, and responds to the voices of individuals, groups, and organizations with diverse experiences, perspectives, abilities, identities, thoughts, and cultures as it supports equitable and accessible professional growth within the fundraising profession in communities across our state. 

AFP Alaska Chapter Board Resolution on Inclusion, Diversity, Equity, and Access (I.D.E.A.):

Adopted by the AFP Alaska Board February 17, 2021

WHEREAS the vision of AFP Global is to stimulate a world of generosity and positive social good through fundraising best practice; and,

WHEREAS the mission of AFP Global is to empower individuals and organizations to practice ethical fundraising through professional education, networking, research and advocacy; and,


As an inclusive community of fundraising professionals committed to social justice, the AFP Alaska Chapter seeks, embraces, engages, respects, values, and responds to the voices of individuals, groups, and organizations with diverse experiences, perspectives, abilities, identities, thoughts, and cultures as it supports equitable and accessible professional growth within the fundraising profession in communities across our state.

WHEREAS philanthropy requires a continuous renewal of ideas and perspectives that reflect the evolving needs and diversity of the communities it is embedded in through the equitable participation of its members; and,

WHEREAS the AFP ALASKA CHAPTER recognizes inclusion as essential to the vitality; creativity; innovation; strength; and, impact of any organization; and, that inclusion involves respectful environments intentionally open to all; values and welcomes the contributions and equitable participation of every individual; and, reflects and represents those they serve; and,

WHEREAS the AFP ALASKA CHAPTER recognizes the diverse makeup within and between the communities that we serve and values these differences as integral to our overall makeup, operation and effectiveness as a statewide organization; and,

WHEREAS the AFP ALASKA CHAPTER will be guided by the principle that equity means more than treating people in the same way; it requires creating a level playing field for individuals or groups according to their respective needs, which may include equal treatment or treatment that is different but is considered equivalent in terms of rights, benefits, obligations and opportunities; and,

WHEREAS the AFP ALASKA CHAPTER is committed to fostering attitudes, behaviors, and procedures to facilitate access that promotes equity and diversity, fosters inclusion and allows people to maximize their contribution to our organization and communities they serve; and,

WHEREAS the AFP ALASKA CHAPTER is committed to inclusion, diversity, equity and access in the selection process and criteria for all staff, board and volunteer positions, committees and working groups; and,

WHEREAS the AFP ALASKA CHAPTER Board will set IDEA goals appropriately aligned with their position as a statewide organization; and,

WHEREAS the AFP ALASKA CHAPTER will set IDEA goals, consistent with the overarching AFP Global goals but tailored to meet our unique constituents and stakeholders;

THEREFORE BE IT RESOLVED THAT THE AFP ALASKA CHAPTER will prioritize inclusion, diversity, equity and access by taking continuous, quantifiable actions, dedicated to these goals, throughout AFP governance; leadership and staff; chapters; committees; membership; volunteers; and, programs and activities.

Source: Adapted from the AFP Global Inclusion, Diversity, Equity and Access Board Policy adopted on October 14, 2017.


January 2021 IDEA moment: Pronouns

Resources: https://pridefoundation.org/2015/03/not-just-a-pronoun-how-pride-foundation-is-shifting-cultural-norms/


What pronouns they are: Singular or plural replacements for someone’s name.

She/him, he/him, they/them are the most commonly used. If someone tells you their pronouns, be sure to use them, and correct yourself quickly if you mess up

We use the pronouns that people use for themselves as a sign of respect for their gender identity. When more of us openly communicate our pronouns in everyday life, we normalize the practice of doing so. This makes more normal and more comfortable for those who are not cisgender to share and communicate their pronouns, and reducing instances of being mis-gendered in conversation.  This helps us all to non misgender each other  and fosters a more inclusive environment. Even for those of us who are cisgender, signaling which pronouns we use can help normalize the practice of doing so.


February 2021 IDEA moment: Payscale Information!

Resources: AFP Global message: https://afpglobal.org/news/job-postings-and-equity-profession


Nonprofitaf: https://nonprofitaf.com/2020/09/not-showing-the-salary-range-in-job-postings-is-archaic-and-inequitable-so-why-do-we-keep-doing-it/

Including pay scale, or salary range information, in job postings is an equity issue. BIPOC individuals, especially women of color, are most often discriminated against in pay equity. By sharing the budgeted salary information when we post a job opening, we are making sure that we are being transparent is what we can and will pay for a position.

March 2021 IDEA moment: Required degree, education



 “Does that Job really Require a Degree?”

Many jobs in professional fundraising either prefer or require at least a Bachelor’s Degree. But why do we do this?  

“In part, the answer lies in “professionalism.” Fundraising is seen as a white-collar activity, and regardless of the nature of the work, white-collar activities require bachelor’s degrees. The idea is, or was, that people with bachelor’s degrees had a higher level of personal sophistication, had better communication skills, and conducted themselves in an appropriate manner so that they could better relate to donors with significant means.”

Are we creating inequitable access to opportunity, as well as missing out on a chance to welcome a more diverse group of passionate people to the fundraising profession, who may have relevant experience and knowledge of our organizations and missions? Even though not all of us are currently involved in developing job descriptions and doing hiring, but if you stay in the fundraising profession long enough, the chances are good that eventually you will be. And even if you don’t stay in fundraising, this same idea can be applicable to many other professional fields. Rather than automatically including a preference or requirement for a degree in our job descriptions, maybe there’s a better, more equitable, less culturally biased way to hire good employees.

April 2021 IDEA moment: Tokenization

Resources: CCF: https://communitycentricfundraising.org/2021/03/08/does-your-board-need-to-be-more-diverse-heres-how-to-do-it/

Bloomerang: https://www.youtube.com/watch?v=bE9zRdF388Y&t=2814s

Adv Phil: https://afpglobal.org/news/community-and-diversity-swept-under-rug-issue-diversity-our-sector

Avoiding tokenizing individuals when trying to diversify your board.

A popular and fairly recent call to action for the non-profit sector is a widespread, strategic effort to create more diverse boards. We look at our historically white, historically male, cisgendered, able-bodied, historically upwardly mobile and wealthy boards and realize we have a problem – that everyone in the room looks the same, and people who could offer valuable insights and experience are not in the room. Many of our organizations serve people belonging to diverse communities and marginalized groups, yet our staff and boards often don’t include people from those very communities. Efforts made to correct this problem are a good thing. However, in our rush to fix the problem, we often fall into a situation where we tokenize people just for the representation they offer. The term “tokenize” means to make only a perfunctory or symbolic effort to be inclusive to members of groups who have been marginalized, especially by recruiting people from underrepresented groups in order to give the appearance of equality.”


May 2021 IDEA moment: Activism

Resource: https://www.ibramxkendi.com/how-to-be-an-antiracist

A quote from Dr Ibram X Kendi’s book “How to be an Anti-Racist” - “Changing minds is not a movement. Critiquing racism is not activism. Changing minds is not activism. An activist produces power and policy change, not mental change. If a person has no record of power or policy change, then that person is not an activist.”


June 2021  IDEA moment: Decolonizing Fundraising Practices

Resources: https://pndblog.typepad.com/pndblog/2020/12/3-ways-to-decolonize-philanthropy-right-now.html




Some of the practices we use in professional fundraising have roots in the practices of colonization – whereby rich countries or rich people choose to direct their philanthropic dollars in a such a way that they believe will solve problems – without first asking if those problems need solving through a Western or wealthy lens and often without the input of the people hopefully being helped. Think about volun-tourism, Tom’s shoes, and donor recognition lists that classify the worth of donors based solely on the amounts of their gifts.

When it comes to the way we talk to donors, the way we solicit, acknowledge, and recognize gifts, we can often reinforce those problematic practices. There are a lot of resources available to help you explore the ways that you can re-frame some of your work with your organization, as they plan how to spend donated funds, and with donors so that we can begin creating more community-driven and decolonized practices when it comes to philanthropy and our donors.  


AFP Global I.D.E.A.

The Association of Fundraising Professionals (AFP) is committed to developing and maintaining a diverse organization that reflects, is responsive to, and embraces the diversity of the communities we serve throughout the world; respecting and valuing all people.

AFP is committed to promoting an inclusive, equitable and accessible organization where every member, volunteer, staff and board member can realize their potential and have their contributions valued.

AFP recognizes that Inclusion, Diversity, Equity & Access (IDEA) are central to its mission. The following are AFP’s Statement of IDEA Principles:

  • Recognizing others as different but equal.
  • Respect and empathy for all.
  • Trust and integrity that facilitates the integration of different and multiple voices in organizational discourse.
  • Demonstrated appreciation for different voices, active listening; open to disparate viewpoints and opinions, and facilitating dialogues among the diverse groups.
  • Practicing and encouraging transparent communication in all interactions.
  • Developing participative decision making; problem solving; and, team capabilities.
  • Exploring potential underlying, unquestioned assumptions that interfere with inclusiveness.

More Information