New Faces in Fundraising: An Interview with Robert Cradle

How did you become involved in fundraising?

I became involved in nonprofit fundraising when I decided to raise money from my customers at a barbershop I owned in 2001. I did this to perform haircuts for the individuals who lived in a nearby residential shelter and could not afford regular grooming services. When I noticed that my customers really liked the cause and that I enjoyed raising the funds, I decided to create a nonprofit that would raise money and provide grooming services to additional shelters and agencies. So, presently this organization, Rob’s Barbershop Community Foundation (RBCF), conducts grooming projects at eight different shelters or agencies locally. We do everything from training foster parents to groom different ethnic hair types to sponsoring full-service, in-house barber/styling salons.

How did you become involved with the AFP Maryland Chapter?

I learned about the Association of Fundraising Professionals back in 2002 when I attended a couple of chapter programs. But what really prompted my involvement was a combination of two things: recognition and relationship. In 2003, I received the Shining Star Award from the AFP Maryland Chapter in recognition of my efforts during its annual National Philanthropy Day® event. From there, board member Vince Connelly went out of his way to personally stay in touch with me and let me know of the many opportunities (scholarships, programs, mentorships, etc.) that were available from AFP. He really encouraged me to take advantage of them. However, what kept me involved is that I felt my input could somehow help make a greater impact on the fundraising community. Now, as the diversity chair of the AFP Maryland Chapter, I am able to make a difference for others who are in a similar or the same position as I was and hopefully bring a different face to philanthropy.

Describe your experience with your AFP chapter since joining.

My experience has been great! I really enjoy the fact that the board members work well together and take their roles seriously. This is extremely admirable! They mentored me in a very positive way, mostly by offering me leadership opportunities and then supporting me through the process. They have guided me to a higher knowledge and skill level in the profession through encouragement, advice and moral support. Now I am able to be more effective as a member and development professional.

Being an African-American male from a small grassroots organization, I feel that I have been treated as an equal. That has honestly been the foremost reason why I remain a member. I know that many of my fundraising colleagues are from larger organizations and are further advanced in the profession than I am, but they always treat me with respect.

What are your goals for your chapter’s diversity program?

My first goal is for our chapter to be more responsive to the needs of its members and the broader fundraising community. We hold a free and accessible annual program that is promoted to a very diverse audience. Held at a library or other community venue, these free seminars provide up-close and personal programs that allow diverse audiences to speak with donors whom they may not typically converse with on a day-to-day basis.

My second goal is to improve marketing and outreach for programs and for the organization. We have initiated direct mailings specifically to nonprofits in areas in which we have the lowest membership, highlighting our upcoming programming and events.

Third, and most obvious, my goal is to increase overall membership. For that, the diversity committee will recommend minority fundraisers for member scholarships to join AFP. Also, we provide membership invitations in AFP direct mailings to geographic areas where we have few members.

What are the barriers to more people of diverse backgrounds entering or staying in the profession?

In my estimation, the greatest barrier is the lack of exposure of the profession in minority communities. Fundraising is not a career consideration for many minorities. Therefore, AFP-sponsored programs at minority colleges and even high schools would probably work out well and bring minorities into the profession. Larger organizations that are not diverse may consider creating a search or diversity committee.

Minorities may not stay in the fundraising profession because they usually find themselves at smaller nonprofits that typically can’t offer enough pay for the work that is involved. They subsequently move on. Also, there is a glass ceiling in fundraising. For example, if most of the donors in America who can give significant gifts are Caucasian, I find it hard to believe that an organization seeking such gifts would use any minority as its primary “face person” in fundraising efforts. That means if I chose fundraising as a career, as a minority I would be fighting an uphill battle. We all want to believe that we have the same options as fundraising professionals, but it’s not always true. The upside is that I believe AFP is sensitive to this issue and is addressing diversity in a way that would eventually create a steady flow of new minority professionals, which will improve the profession overall.

What advice do you have for other AFP chapters or members in cultivating diversity in the profession?

Local chapters have to do more marketing that encourages fundraising as a career option, especially toward minorities. That means reaching out to people who are not currently connected with or employed by a nonprofit organization, but who are seeking to enter the profession or change careers. Colleges or employment agencies would be great places to start.

Also, every state government has a minority affairs office, and many minority nonprofits are connected with these offices. This would be a great place to connect with those nonprofits. But the key to cultivating any group is to offer opportunities that really have value. Once they are involved, treat them with respect, no matter whether they are from a large or small nonprofit, whether they are African American or Caucasian or whether they are male or female.