In Palpa, Nepal, Ganga Higher Secondary School organized Shreemad Bhagawat Mahayagya, popularly called Mahayagya – an elaborate Hindu ceremony in which the story of Hindu scripture, Purana, is recited in simple terms – from Jan 2 to 9, 2017 to broaden and revitalize the school’s curriculum by adding an aspect of technical education to its existing courses. The Mahayagya raised over 60 Million rupees donation where 67 individuals made Tula Daan of coins, that is donating coins equal to or more than the weight of one’s own body
This project explores what is Mahayagya and Tula Daan? What is the process of Tula Daan? What is driving it? Why do people undergo a complexity of Tula Daan in making donation? And of late, I’d like to explore how it is becoming more of a philanthropic activity rather than just an astrological practice, bringing a major shift in people’s perspective about Tula Daan.
By: Ranjan Khatri
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The objective of this project is to develop the tools, policies, and protocols that will move The Scott Mission into a greater degree of AODA compliance. Considering the limited time frame available, the scope of the project will focus on the following three aspects:
- Development of an evacuation plan for TSM that will specifically outline protocols for the evacuation of individuals with mobility or other physical accessibility concerns. Having such a plan in place is important for TSM in welcoming individuals with disabilities while being compliant with local fire code.
- Recommendations for changes to the physical facilities to make TSM’s headquarters physically accessible, with a focus on creating an environment to allow for the equal hiring of staff and volunteers.
- Accessibility education and training for all staff that will inform the development of policies, practices, and future program and building planning.
By: Claudia Hughes
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Far too often fundraising professionals who are seeking new roles have lamented that it is difficult to know the true colours of an organization where they are interviewing. We hope that our project will aid in mitigating this challenge in several ways; firstly we hope that it will allow us to take the temperature of Toronto’s fundraising sector. By having a minimum of 40 professionals at medium and large sized fundraising organizations fill out our survey, we plan to pinpoint some of the trends and issues facing our sector with regards to diversity & inclusion in the workplace. Secondly, our goal is to provide our peers with the opportunity to voice both negative and positive constructive feedback regarding organizations where they have worked. This will allow them to feel heard and respected for their experience. It will create the foundation for a platform where this information can be shared online via a Glassdoor like platform. And lastly, we hope that in the long term such a ongoing project will hold organizations to a higher standard of accountability when it comes to living up to their living up to their diversity and inclusion goals.
By: Hava Goldberg, Tanya Rumble and Thiviyaa Sehasothy
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“Diversity and inclusion” have increasingly become integrated into the lexicon of the non-proft sector, but what do they mean in the context of non-proft work and in the structure of non-proft organizations? Many organizations recognize the importance of diversity in advancing social change, but how are they implementing practices that promote diversity? How are non-profit organizations creating space for inclusion? What are the emerging and differing perspectives on diversity and inclusion?
This project serves as a vehicle to share perspectives of eight inspiring leaders who have been actively involved in the work of diversity and inclusion in the non-proft sector in the Greater Toronto Area. The stories aim to push past theoretical discussions of diversity to create space for meaningful inclusion and action-oriented change. By sharing both positive experiences as well as challenges that each individual has encountered, this project aims to provide individuals and organizations with diverse perspectives, required to enhance diversity and inclusion and to ultimately inspire action and positive change.
By: Teresa Cheung, Nayeon Kim and Fran Rawling
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According to a recent article published in the Council for Advancement and Support of Education magazine, 9% of the workforce in advancement offices in Canada and in the United States identify as “non-white”. In the context of this article, “non-white” is the description used to describe Asian, Aboriginal, Black, Hispanic, as well as multiracial heritages.
The following paper seeks to follow in the footsteps of AFP’s strategic goal of “connecting communities around the world by promoting diversity to donors, boards and fundraisers”, but with a focus on how this could be practically achieved within the academic setting in Canada.
By: Zaina-Sophie Salibi
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Tides Canada is an innovative national charity that is dedicated to a healthy environment, social equity, and economic prosperity for all Canadians. This project will serve as a resource document to continually improve Tides Canada’s recruitment, hiring and selection practices; the goal being that this document will serve as a resource on how to build on an already robust recruitment and hiring process in order to hire staff that are reflective of the diverse communities Tides Canada works within.
By: Melissa Leite
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Diversity and inclusion are integral to the success of Lutherwood’s mission and a vital key to our growth. Their goal is to build a culturally competent organization where all clients, employees and stakeholders are respected, valued and supported.
To guide them in this process, the organization has formed a Diversity and Inclusion Council with representation from the Board, the Senior Leadership Team and the frontline staff.
Sandra Villarraga has created a draft communication plan, which will evolve as Lutherwood’s diversity and inclusion plan is developed.
By: Sandra Villarraga
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Much has been said about the important role that young people play in philanthropy, as agents of change and participation. Certainly, every day young people have more to contribute in each of the areas of community life. The curious thing is that young people face barriers that prevent their full integration as leaders in philanthropic projects in their respective communities.
The Model that is presented in this project is a three-pronged approach that effectively engages young people in work that challenges them to develop skills, gain critical awareness, and participate in opportunities that are necessary for creating community change.
By: Lissette Teran
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The non-profit charitable sector has two fundamental staff roles that are critical to organizational success: Fundraising and Program Professionals. Both hold a set of responsibilities that in their own distinct way help to advance and ultimately fulfill the missions establish by non-profit organizations. Regrettably, these two stakeholders may sometimes be operating in a dysfunctional or unproductive institutional culture that hinders their efforts. Invisible barriers and team silos can surface and create a divided work-culture and operational gaps that can unintentionally undermine the aspirational goals of these charities.
This project paper was inspired by Jessica’s own journey working on the side of programs, yet always eager to learn from fundraising practices and fundraising colleagues. In this project, Jessica explores five reasons or consequences that may emerge when operating in a ‘Fundraising versus Programs’ organizational environment. She also presents five ideas for building a collaborative mindset and shift towards an inclusive and unified approach of ‘Fundraising AND Programs’.
By: Jessica Farias
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Jannies outlines the process for creating a diversity and inclusion policy and training manual, complete with questions, challenges you may encounter and recommendations.
By: Jannies Le
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