Looking At Human Capital in a Different Way to Ensure Ongoing Support for Your Mission

CASE District I and II Conference January 23, 2012

DIVERSIFY YOUR PORTFOLIO:

Danita Beck-Wickwire ● Marcel Vaughn-Handy ● Charles Wright III

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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

Identifying Assets with Growth Development Potential and Maintaining Your Holdings

Evident Trends in Demographics

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Institutional Budgets and Growing Populations

RetainingTalent Individual

Investment

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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…

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 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

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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

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$28Billion

Individual Giving

Alumni donated to their schools (2008-2009 and 2009-2010)

Alumni Supporters

43%

25%

13.5%

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Nearly 1.3 million charities and private foundations are registered with the Internal Revenue Service

25% + of US Population Volunteer

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Turnover rate 13.8%

40% would leave for greater opportunities

74 Million workers will retire in US

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The Need for New Investment and People to Secure It

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Changing Demographics

The Current State

Why Business as Usual Will

Not Work

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Constituencies

31% to 40% of the population will be people of emerging constituencies by 2020; 52% by 2050

41.1 65.7

2020 2050

African American Asian American Hispanic/Latin American

15.5 40.6

2020 2050

48.4 132.8

2020 2050

$ in Millions

14% 15% 5.1% 9.2% 16% 30%

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146%sincelate1990’s

36%

are students from emerging

constituencies

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$3 Trillion Buying Power

Giving Power

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Messaging created by our office

Perception of the

process and those involved

Perspectives, ideas and experiences

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4.5% 3.3% 4.5% 5.6% 7.6% 8.6% 8.8%

1982 1986 1990 1996 2002 2007 2011

Including other

Including other/multiracial

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68%

32%

Female Male

0.3%

0.2%

2.0%

2.0%

1.5%

3.0%

91.2%

American Indian/Alaskan

Other

Hispanic

Multiracial

Asian

African American

White

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Changing Demographics

The Current State

Why Business as Usual Will

Not Work

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Expand Your Network to Identify People and Partners

Retention and Advancement

Private Sector Best Practices and Strategic Planning

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Messaging created by our office

Perception of the

process and those involved

Perspectives, ideas and experiences

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Career Center Office of

Student Affairs

Academic Offices

Facebook / LinkedIn

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  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

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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%

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Training

Open Dialogue on Inclusion

Mentoring and Coaching

Provide Challenges, Compatible Assignments

Ensure Growth and Leadership Opportunities

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Clear expectations

Matched interests / worthwhile experience

Training (supervision)

Positive communications

Recognition

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Vacancies cost 30-150% of employees salary

250% managers salary

Lost continuity and momentum 6 months to 10 years to cultivate a gift

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 Forbes   Inc. Magazine  Black Enterprise  Hispanic Business

Magazine  Diversity Employers

Magazine  Diversity MBA  DiversityInc  Profiles in Diversity

Journal

“Top Companies” Lists for Inclusion

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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

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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

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  Branding and internal/external messaging

  Identification and recruitment efforts

  Orientation and ongoing training program

  Performance appraisal process (staff and managers)

  Activities

  Partnerships

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“What gets measured, gets done.” –Peter Drucker

Incentivize efforts

Reward progress

Show progress and result

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Expand Your Network to Identify People and Partners

Retention and Advancement

Private Sector Best Practices and Strategic Planning

Self Assessment

DIVERSIFY YOUR PORTFOLIO:

Danita Beck-Wickwire ● Marcel Vaughn-Handy ● Charles Wright III