As the population of the United States grows more diverse, educational institutions must make efforts to increase the diversity within their advancement offices, according to a newly published CASE whitepaper.

Facing Advancement's Lingering Diversity Problem, written in the May/June issue of Currents by Ontonio Jackson-Lucas, Lydia Liu and Zach Stepp as philanthropy fellows at Grenzbach Glier and Associates, explores insights on how institutions can prepare for the next generation of advancement.

Here are the three ways institutions can promote diversity in advancement:

Awareness: Higher education institutions are "uniquely equipped" to engage students in advancement, especially as their student bodies become more diverse. "In addition to engaging students in stewardship programs, colleges and universities should continue to expand coursework in philanthropy and related areas," the report states.

Recruitment: Talent managers may be limiting their applicant pool if they aren't thinking creatively about where jobs are posted. "If you are only recruiting at the state or local level, you are less likely to find diverse talent than with a national search. Try reaching out to non-career-oriented organizations, such as cultural networks, sororities, and fraternities," recommends the report.

Culture: Leadership should prioritize and empower a culture of diversity, through training and mentorship programs. "Institutionalized efforts to cultivate mentor relationships can give new hires the confidence and guidance they need to excel in the field."

This article is from the Summer 2018 issue of Diversity and Inclusion Updates.