Diversity, Equity + Inclusion

Lindauer’s Commitment to Diversity, Equity and Inclusion

Diversity and inclusion are embedded in Lindauer’s identity and practice.

As one of only two organizations in the country – the other a university group out of Georgia Tech – that began to gather diverse professionals in the late 1990s, we have created strong communities of practice and professional support. Lindauer continues to play an industry-leading role in ensuring that nonprofits accurately reflect the populations they serve. Our leaders actively advance diversity as innovators, speakers, and strategists through board service and community engagement across the nonprofit and talent management landscape.

Lindauer demonstrates a clear record of valuing differences in race, color, national origin, ancestry, religion, sex, gender identity, sexual orientation, age, disability, and genetic information. Incorporating an inclusive mindset and principles, and constantly evolving our own team and individual learnings, we ensure that our search processes attract and engage dynamic pools. Strategic sourcing and networking are imperative. In addition to creating a marketing strategy to include advertising on sites that draw diverse professional audiences, Lindauer consultants are dedicated to uncovering, through research and networking, members of underrepresented groups or individuals who are working actively to support underrepresented groups. We work closely with a trusted group of associates, built over 24 years through authentic and humble interaction, and we constantly expand that network with referrals across the country.

Leading candidates, however, are also savvy consumers – they have many choices and will explore both perceptions and realities of any organization these talented professionals consider joining, especially when they will be expected to represent the institution externally. We work actively to bring diverse candidates to every client slate, and we also work to ensure client leaders espouse the values they purport and that the interview process affirms organizational values and commitment.

Proven Experience and Trusted Networks

Lindauer’s broad client roster includes deep experience with Historically Black Colleges and Universities (HBCUs); Hispanic- and women-serving institutions, major Christian, Roman Catholic, Jewish, Protestant, Muslim, Evangelical, and other faith-based organizations; as well as organizations that serve LGBTQIA+, differently-abled, health-related illness, regional, and global interests.

The Lindauer Team has strong relationships with leaders and members, and holds volunteer leadership roles as well, with diverse networking/affinity organizations such as African American Development Officers (AADO), Women of Color in Fundraising and Philanthropy (WŌC), Allies in Action, and the diversity networks of the American Council on Education (ACE), Association of Fundraising Professionals (AFP), Council for Advancement and Support of Education (CASE), and Women in Development (WID) of Boston and New York.

Ongoing Lindauer Practices

  • Advance, gather, listen to, and stay in touch with our trusted networks of diverse professionals. Professionals take our calls because they trust our intentions.
  • Expand our extensive network of diverse leaders and candidates through various forms of engagement with our diverse communities of practice.
  • Convene, present, and facilitate conferences on topics of diversity, equity, and inclusion, engaging actively with leading professionals and influencers; this also helps Lindauer promote compelling roles in person.
  • Provide clients with advertising options in multiple diversity channels and facilitate ad content and placement in client-selected venues.
  • Routinely source, recruit, and present diverse candidates in Lindauer searches.
  • Work with our clients to reduce bias in the hiring process and advance equity and inclusion in their communities. Hiring and retaining diverse leaders is the goal.
  • Support members of our search team to attain diversity recruiter certification.
  • Deploy leading practices to reduce bias in the hiring process.
  • Recognize that leading candidates will explore an organization’s active commitment, work with Client Boards and Leadership, as needed, to recommend resources that develop internal DEI practices.