Faux statements and fake love: on performative activism and faux-woke organizations

By Leah Rapleywho’s got fake people showin’ fake love to her straight up to her face 

First, I should define what I mean when I say the rug got pulled out from under us. It means witnessing organizations publicly take a stance against systemic racism — and then, in practice, they do not do any of the things they promised in their public statement.

Cute commitments wrapped in bows ain’t cutting it. The thing that we, as Black people traumatized by shallow promises of systemic change, feared happened.

It turned out that the bold statements over the past year from organizations promising to become antiracist and promising to address white supremacy were just fleeting campaign slogans aimed at not looking like the bad guy. 

At least, this has been true with my experience in the philanthropic space. 

The past year has been hell — to say the least — especially for me as a new Black fundraising professional. In fundraising, you already get a very up-close-and-personal peek into what wealth looks like in this country — and often not in a good way (at least not in a good way for my Black self) — but  grappling with the new exposure to blatant and unapologetic wealth disparities wasn’t even all of it. 

In 2020, in my new job, I also faced all of these newly ‘woke’ organizations making statements about wanting to ‘right past wrongs’ when it comes to racial equity. 

Initially, it all felt exciting. Initially, it was statement after statement after statement, then it was throwing dollars, throwing dollars, throwing dollars. For a while, it felt like I was sitting at a jackpot machine at Dave & Busters, watching all the tickets shoot out, anticipating what it would be like to cash it all in for a massive prize at checkout.  

But in the back of my mind, I kept my side-eye on standby, ready to hit a quick one just in case the rug got pulled out from under. I still desperately hoped it (insert Biggie’s voice) wasn’t all a dream. 

Well, yep. You guessed it. It wasn’t too long before my side-eye needed to come out strong. 

Something ain’t right when we talkin’

So, why is real antiracism work not done in practice?

First, I should define what I mean when I say the  rug got pulled out from under us. 

It means witnessing organizations publicly take a stance against systemic racism — and then, in practice, they do not do any of the things they promised in their public statement. 

The classic example of this is when Starbucks released their statement committing to end systemic racism and then a few weeks later instituted a new dress code policy that forbade their employees from wearing any pro Black Lives Matter paraphernalia. 

Before they were called out, they, like many others, published performative remarks vowing to end racial justice (or pledging dollars to give to BIPOC-led orgs) without an accompanying commitment that addressed the structural racism within their institutions (i.e. policies and procedures that uphold white supremacy culture in hiring practices, their leadership [board included], and other representation). 

Hold on, don’t get too fired up about performative behaviors in the for-profit space — because it’s no different in philanthropy. 

There are foundations that have released public statements about their commitment to standing up for racial equity and to work harder against unjust treatment, that still have all white boards and leadership teams, that continue to implement arduous grantmaking practices, that still prescribe to white-centric metrics. There are still foundations that avoid conversations about race altogether, despite expressing wanting to support programs where race is fundamental, despite expressing wanting to leverage their power to redirect their organization’s strategic focuses. 

All of these behaviors fall under the category of ‘faux woke’ organizations — organizations trying on antiracism for size but always secretly planning to return the outfit before hitting the end of the 30-day return policy (side-eye). 

So, why is real antiracism work not done in practice?

My assessment is that the work is not done in practice because:

  1. These organizations were never comfortable about topics centered around race in the first place. They only hopped on the bandwagon because ‘all the cool people were doing it.’ These types of people and organizations typically display this discomfort by swerving every question or topic about race like it’s a middle school dodgeball game. They respond with unclear statements about how they are still determining the ‘best approach’ (or they switch topics all together). 
  2. They feel guilt and shame, and they can’t handle it. These types of people glorify the language of unity only, but they refuse to converse directly about issues centered around race. They often request that topics related to race be changed because it makes their team uncomfortable. These are the same people that will tell you to play it safe when it comes to racial equity topics so that you can win the money (major side-eye). 

As I continue to confidently (and also kind of reluctantly) enter check-ins and cultivation conversations with donors asking direct questions about their internal antiracist work and equitable grantmaking practices, I have to admit that my once gleaming hope for power shifts and systemic change in the philanthropic space has shattered a little bit (or maybe should I say it got more than a little bit dinged up).

But, it was fake love.

I fell into the fundraising space because I love telling stories, and I love using my skills and talents to be a champion for my people. From my background in international development, I knew of the inequitable practices that exist when providing international aid to developing countries. I learned how the people most affected by inequalities are not invited to the table to decide how they should be supported, by how much they should be supported, and to what extent they should be supported. I know the detriment of this practice, especially when it does not consider the historical context or when it does not have an equity lens applied to the planning and implementation process. 

So I was thrilled to see that, in the United States, those with the money finally saw that it is time to place a mirror on themselves, to evaluate their contribution to systemic racism, historically and presently. I was even more ready to milly rock on any block when I knew this type of internal review (if done properly) could start a power shift that would impact how the wealthy people viewed their new roles in society (hello, reparations) and give up the power. 

But, it was fake love. 

As a Black fundraising professional who often interfaces with white gatekeepers who have a lot of access to money, my exchanges with faux woke organizations feel oppressive. It often feels like getting a carrot dangled in front of my face before it’s snatched right back — to remind us BIPOCs of who still has the power and control. It often feels like these gatekeepers are running around communities of color, in circles, singing, “Nana nana boo boo you can’t catch me.” And it’s okay for them to do that because there is no accountability. 

My hope is that the faux woke organizations will soon realize that they have some serious work to do …

However, as much as I would like to end this on a petty note and remain in my side-eye stance, I know taking such an approach — for me — would not result in longevity in this field. I was taught that if you do not like something, find a way to fix it and to boldly occupy spaces that historically were not meant for us. I am not giving up my seat just because I’ve received a few jabs. 

In fact, I feel more motivated to get real comfortable in the seat I am in, to push some seats down to make room for others, and to challenge all the hoarders of the seats. In other words, it’s an infiltration. I feel hopeful because not all organizations are being fake. Some recognize the major power imbalance and how their funding practices have elements of white supremacy. I witnessed these foundations make massive shifts in their grant application processes and genuinely seek feedback to be better. 

My hope is that the faux woke organizations will soon realize that they have some serious work to do, and I hope that my questions in our meetings will spark some kind of man-in-the-mirror moment for them. But even if not, I know that I must continue to have the courage to dust my shoulders off, cling to true allies in this space, and keep collectively fighting the good fight.

Leah Rapley

Leah Rapley

Leah Rapley (she/her) can be found throwing up the ‘Wakanda forever’ sign after submitting another solid grant proposal. As the director of development, her job is to finesse language and words to tell the story of her organization’s vision. She uses her writing to bring about radical change and amplify the voices that have been silenced. Leah is now a Carolina girl but Beyonce’s H-town vicious runs through her veins. She spends the majority of her days dotting her I’s and crossing her Ts, ensuring that the fundraising strategy aligns with the vision. Outside of the office, she’s reading Woke Baby for the thousandth time to her son, trying to recreate the movie Roll Bounce at the skating rink (read: tennis court), or working to become the female Henry Louis Gates, Jr. She loves all things BLACK. She loves her family. She loves her friends. She loves taking on new adventures. She can be reached via email or through her website, Threaded Histories.

The real cost of having a scarcity mindset

By April Walker, nonprofit executive leader

Envisioning an abundant and thriving future illuminates the goalpost but I would venture that we are missing a step. It takes more than a belief in abundance to redistribute wealth.

It is a question we have all been asked at least once. An inquiry designed to awaken the dreamer inside and push you to think outside of the box. The question is big and consequential, often posed during team meetings or maybe as a strategic planning prompt. When asked, you’re told no response is off limits, which manages to inspire and overwhelm at the same time. The bigger your idea, the better. 

What would you do if your nonprofit had unlimited resources? 

This unassuming question actually assumes a lot. It assumes we can envision a world where nonprofit pay is competitive, where infrastructure is solid, and where public skepticism about our operations ceases to exist. 

But scraping by and being the underdog is the only refrain many nonprofits have ever known. Scarcity and ‘lack’ have been as central in our nonprofit experiences as the missions we signed on to serve. 

When we leap outside the box to the world where resources are abundant, we do so with earnest hopes and sincere hearts. But imagining a world where our nonprofit’s mission can thrive uninterrupted is quite the jump, right? The terrain is unfamiliar and uncharted. From under-resourced to over-resourced. From scarce to abundant. 

Envisioning an abundant and thriving future illuminates the goalpost but I would venture that we are missing a step. It takes more than a belief in abundance to redistribute wealth. The onus does not fall to nonprofit agencies alone to imagine a future without low pay and subpar working conditions. The inequity is systemic and it is misleading to suggest that the obstacles facing the sector can be overcome through gumption and optimism. 

The scarcity mindset that has gripped many nonprofit organizations is not without cause. If nonprofits are to move beyond a scarcity mindset, we should reckon with how we got here in the first place. 

We are ‘rewarded’ for the struggle 

In many ways, nonprofit organizations are celebrated and rewarded for making a dollar out of a dime. Dialogue about nonprofit overhead has progressed in recent years but there remains a scrutinizing legacy that questions what it costs to keep the lights on and fill the copy machine with paper. Organizations are lauded for spending 100% of donations on direct services — but at what cost to the employees who make such services possible? 

If you have ever been asked about sustainability or an operational deficit but not about the average wage for your direct service providers, you might know what I mean. Maintaining the bottom line is often at the expense of those who work in helping professions. 

Innovation only comes in crisis 

We rush to embrace the romance of abundance without fully accounting for the costs of scarcity in the here and now. It shows up in organizational culture and low staff morale. It seeps into board meetings and trickles down through the ranks.

Asking under-resourced and overwhelmed nonprofits to innovate sometimes seems like an exercise in futility. Organizations need space to dream and strategize when they are not in crisis, when they are not flying the plane and building it at the same time.

Color me a pragmatist, but I have yet to forget that it took a global pandemic for funders to offer the flexibility and spirit of partnership that nonprofits have been seeking. According to the Center for Effective Philanthropy, 66% of foundations loosened or eliminated restrictions on existing grants in 2020. In other words, a third of funders decided no changes to their existing grantmaking were merited while we donned masks, adapted to virtual service provision, and worked to simply stay alive. Such rigid funding partnerships necessitate short-term and fear-based decision making, and it should come as no surprise that abundance, innovation, and creativity can hardly get a foothold. 

As Catherine Calvo, my friend and Grassroots Development Officer at the United Nations Foundation aptly expressed, “It’s great to think big but hard to do so when there are structures in place within the philanthropic space that keep your reach small.”

Scarcity is affordable — for those who are well-resourced 

We rush to embrace the romance of abundance without fully accounting for the costs of scarcity in the here and now. It shows up in organizational culture and low staff morale. It seeps into board meetings and trickles down through the ranks. 

To be clear, imagining the ventures and initiatives your organization could explore if money was abundant is a helpful exercise. Asking what you would do if money was not a factor, how you would scale, how programs and services would look is bound to generate solid ideas. 

But let’s also acknowledge the toll it takes when those aspirations routinely fail to manifest — the cycle of planning and replanning, of securing funding but losing the staff essential to execute the work. At best, it’s disheartening. At worst, apathy takes hold. 

Embracing abundance is a powerful strategy to shift the tide but only to the extent that we address the growing inequality that saw a $1.4 trillion increase in billionaire wealth during the same period in which poverty rates doubled for women and people of color. The erroneous belief that there are too few resources to go around is reinforced by our lived experiences and the growing concentration of wealth at the top. 

Mindsets centered on abundance and generosity are to our sector’s benefit, but this adaptation will require patience and a pathway for relearning. The ever common scarcity mindset does not exist for its own sake; it is actively perpetuated, upheld, and passed down. 

Asking what nonprofits would do with unlimited resources is easier than facing the myriad ways these organizations have to manage with less than what is needed.

APRIL WALKER

APRIL WALKER

April Walker (she/her) is nonprofit leader and fundraising professional. Her career in philanthropy spans seven years and includes fundraising, consulting, and grantmaking positions at the American Heart Association, the Boys & Girls Clubs of ChicagoCCS FundraisingVNA Foundation, and Iris Krieg & Associates, a Chicago-based philanthropic advisory firm. Born and raised in Baltimore, April’s background in social service administration informs her commitment to advancing philanthropy rooted in racial equity and social justice. She currently serves as chief development officer for a workforce development nonprofit in Cleveland, Ohio and is a member of the Association of Fundraising Professionals Greater Cleveland Chapter. She also serves on the boards of Progressive Arts Alliance and the Akron Community Foundation’s Gay Community Endowment Fund. Connect with her via LinkedIn or by email.

What working at a flat organization has taught me about white supremacy

By Yolanda Contreras, professional zinester and fledgling fundraiser

Let me just jump right into this and say that white people can’t seem to handle power that is evenly distributed. Why do I bring this up, you ask? Because I have never experienced such blatant white fragility as I have while working for a non-hierarchical, aka flat, organization. 

What’s a flat non-hierarchical/flat organization? 

In my experience, it seems that white people have a hard time coming to terms with power that is evenly distributed because they’re simply not used to that.

We are all familiar with how ‘standard’ businesses, organizations, and nonprofits typically operate. The structure usually resembles a pyramid — the base staff of employees start at the bottom, progress up in status until they reach the top, which usually consists of a CEO and/or executive team. 

But what happens when a business or organization adopts a non-hierarchical or flat structure? Flat structures don’t have a pyramid — there are no levels of management, employees are part of the decision-making process, and everyone typically makes the same amount of money. 

I am currently employed by an organization that adheres to a flat structure for employees. I’d like to add that we’re technically not a nonprofit since we utilize a fiscal sponsor, which is why we can probably get away with being a flat organization to begin with!  Now, while this has mostly been an amazing experience, it has also brought up so many glaring instances of white supremacy and peak white fragility in a way that’s been unnerving. 

In my experience, it seems that white people have a hard time coming to terms with power that is evenly distributed because they’re simply not used to that. I’ve seen them struggle with this because, let’s be real, white people are usually the ones in positions of power. In the absence of bosses, time and again, it’s the white people that try to step up and act like they’re the ones in charge. BIPOC have always been told that we are not the ones to lead, yet white people don’t seem to have any reservations assuming leadership roles. They seem to be unable to let go of traditional harmful practices because they want and need these power structures in place — because it directly benefits them. 

White supremacy rears its ugly head

We all know the stereotypical (and severe) examples of white supremacy out in the world, but what a lot of people don’t realize is that it can also benignly manifest in the workplace. White supremacy within the workplace can show up as power-hoarding, micromanagement and perfectionism. (You can read more about white supremacy office culture here.) 

Nonprofits and flat organizations are not above reinforcing this type of culture because, despite working for a non-hierarchical organization, I can tell you that I still experience intense bouts of white supremacy in the form of micromanaging, a constant sense of urgency, and boundary-crossing, among other things. 

This was never more evident than when I came to work for my current organization, which is admittedly amazing, though not perfect. I thought I would be leaving the corporate, bureaucratic work culture behind, but I was completely stunned to find a lot of the same issues popped up in my shiny, new, flat organization. Let me break it down a bit for you: 

I work in a small department of just two people. I was told when I started that everyone was treated equally and I wouldn’t have a boss. Boy was that so wrong. 

When gathering together to make consensus-based decisions, the loudest and most forceful voices in the room would always come from the white people.

I could feel the familiar grasp of corporate hands tightening around my neck when I realized that my colleague, an older white woman, assumed that she was in control of the whole department. (It seemed that, at her last job, she was the department head, so at this current one, she was having a really hard time coming to terms with the fact that she was no longer the manager or the one in charge.) 

I was constantly undermined, hounded after work hours, and told I couldn’t take time off. Tasks were being constantly delegated to me and always in a demanding way, never asked. It almost led to a mental breakdown — because of the stress, along with the fact that my hopes for an equitable utopia were dashed. It was another instance where,  yet again, a white woman was exerting her dominance over me. That treatment (and so many other problematic instances), led to my flagship essay for Community-Centric Fundraising that goes into the harmful white practices that directly affect BIPOC. 

When I expressed clear boundaries to this person, I was gaslighted and told it wasn’t a big deal. Or better yet, my boundary-setting resulted in typical white woman tears that were pretty much about how I was the evil brown girl coming after the well-meaning white woman. 

How many of us BIPOCs have been told this or experienced this same scenario in our lives? 

It was heartbreaking coming to terms with the fact that this job was turning into so many of my past jobs. And my colleague wasn’t the only one guilty of this behavior, either. 

When gathering together to make consensus-based decisions, the loudest and most forceful voices in the room would always come from the white people. Almost every objection to change, complaints, and micromanaging have come from the white people within my organization. 

The proverbial light at the end of the tunnel

This story does have a happy ending though. I have stayed and preservered. My former colleague is no longer a paid staff member, and I have begun the process of healing from that trauma. I am now able to foster a work environment that values rest so we can do what needs to be done. 

My new colleague asked me a question when she first began that so clearly opened my eyes to what I had experienced. She asked, “How do you like to be communicated with?” 

I have never been asked this question in my life. I have always been forced to comply with others’ ideas of communication. 

We had a long discussion and agreed on many ways to ensure a peaceful work environment for the both of us. I knew my organization and I had turned over a new leaf. 

Even if you do not work for a flat organization, I urge you to build the question of how you like to be communicated with into your work and your overall life. 

The lesson here is that white supremacy, as always, is insidious. It invades pretty much every aspect of our lives and no institution, organization, or nonprofit is safe from it. BIPOC have to constantly navigate this in not only our personal lives, but also our work lives. 

Okay, so we’ve talked about why white people seem to have issues with a flat organizational model — let’s chat about some of the benefits and drawbacks of this type of model. 

Benefits of a flat organizational model

  • It’s less stressful. Who would think that not having a boss or leadership board to report to would result in less stress? When someone isn’t constantly nipping at your heels, you can lean into your work to create meaningful change and results. 
  • It’s more transparent.  All employees are involved in the decision making process and given more responsibility to be involved in important conversations.
  • It’s more equitable.  Typically, everyone will make the same amount of money so knowing that removes competition and makes work much more equitable for employees.
  • It improves employee morale. It’s so freeing to be trusted to do your job without having to be micromanaged. Plus, if you need a day off, you just take it! 

Disadvantages of a flat organizational model 

  • It can be murky. Sometimes it can be unclear who you should turn to when you need help or assistance.
  • There can be power struggles. As I’ve previously detailed, in the absence of clear leadership, people will often take it upon themselves to assume those roles.
  • Motivation may not always be there. There can be a lack of motivation since there are no raises or promotions (or other traditional benefits)  to be attained. 
  • Decisions can take longer. Decision-making tends to take a lot more time since change within the organization needs to go through a group consensus process. So if you need something changed right away, that’s not going to happen! 

The benefits of a flat organizational model far outweigh the disadvantages though. The way to navigate it is to learn to trust yourself and your instincts, to be comfortable with being open, and relying on others. In a flat organization, we can name what we need and feel without having to fear repercussions from upper management. Don’t get me wrong, flat organizations can be extremely challenging for those who have become accustomed to traditional hierarchies and power structures. However, I know that it is extremely worth it, especially for white people who need to let go of supposed power and learn to lean into a collective voice that gives BIPOCs an opportunity to flourish just as much as they do. 

I think adopting a flat organizational structure is the future and one that every business and nonprofit should have. If we have to have jobs, why not make them more pleasant? This type of model is not perfect by any means, but it’s a step towards a more equitable future. 

YOLIE CONTRERAS

YOLIE CONTRERAS

Yolie Contreras (she/her) is a Salvi-Chicanx writer, fundraiser and zinester. She is currently based in Tucson, Arizona, although she was born and raised in Southern California. She believes that words and actions matter, and as long as systems of oppression exist, it is our duty to dismantle them. When she’s not working, Yolie spends her time hanging with her husband and their cat, knitting, and perfecting her Animal Crossing island. She can be reached via email or on Instagram @Yolie4u.

How Autostraddle went from the edge of closure toward a robust (and successful!) community-centric donor model, during a pandemic!

By Nicole Hall, A+ and Fundraising Director, Autostraddle

By March of 2020, we were certain we’d have to hold a fundraiser in April in order not to close down.

In July 2019, Autostraddle held a fundraiser to grow their publication and chances at thriving, and one of their fundraiser goals was to hire a director for the membership program and fundraising because they’d never had one. (They’d shared the duties among existing staff.) That’s where I came in. 

Unless you’re queer, you probably haven’t heard of Autostraddle.com. If you’re a queer woman or trans or non-binary person — the likelihood of you having heard about Autostraddle probably skyrockets.

This is why: We’re a community and digital publication, entirely independent, run by and for queer women and trans people of all genders. We publish emerging LGBTQ+ writers — we offer a space where people can see themselves actually reflected in their media, where queerness isn’t a 101 topic and we can dive deep — and we are an often-overlooked force in changing the media landscape. Autostraddle alums have gone on to teach the next generation of writers and editors, to publish books and work in media and entertainment, and to work in or head other publications.

We’re also primarily reader-supported. With most advertising targeted to the LGBTQ+ community centered on cis white gay men, and Autostraddle’s focus instead centering on queer women and trans people, their advertising revenue has remained inconsistent at best over the years. To sustain the publication, Autostraddle launched their membership program in 2014, long before my time — and then it was new! There were many people who embraced it, some of whom are still members today. Others took to the comments to yell at the staff for daring to ask for support for their work, even as they worked long hours for well-below market pay (something I am sure many in this community are familiar with). 

Today, the landscape looks different. Every media company and their grandma has a membership program. These days, creating content and creating a Patreon go hand-in-hand … all because, frankly, advertising and other sources of revenue haven’t materialized like everyone optimistically thought they would for digital media. 

I’m not optimistic about foundation support, either. I’ve done enough grant-writing and searching and am familiar enough with other publications’ struggles, even nonprofit ones, to know that this isn’t the path, either. (If any funders are into supporting independent queer media, though, let me know!) 

Pandemic fundraiser #1

Autostraddle brought me on part-time in November 2019 as the first development professional that the organization ever had. I soon learned they hadn’t engaged in much communication with supporters from their previous fundraiser, held six months prior. I managed to get a touchpoint, the first impact report, out in early 2020. Still, I knew from surveys, comments, social media, the emails I received — and a sixth sense — that we had some work to do in terms of building up our rapport with our supporters because, previously, no one had had much time to dedicate to stewardship.

When the pandemic hit in March 2020, all the ad deals we’d been working on seemed to evaporate, and it quickly became clear that Autostraddle’s advertising sales weren’t going to be what they were in 2019. In fact, by August of 2020, we’d see that our ad sales had actually fallen 86% compared to 2019. While we received PPP loans, they didn’t come close to covering the entirety of our year over year dip in revenue.

By March of 2020, we were certain we’d have to hold a fundraiser in April in order not to close down.

The pandemic was spreading, countless people across the media sector lost their jobs, many of our writers lost their work outside of Autostraddle, some members of our team had family members contract COVID, and one of our eight senior staff battled a COVID infection that resulted in Long COVID

We were understaffed and overdrawn, the pandemic destabilized many in our readership. Those who hadn’t lost employment instead turned to supporting their friends, communities, family members. That’s a thing we know: our readership gives more, is more involved in community support and mutual aid than the general population. (From our own survey data, compared with the general population.)

Our community members reported to us that when they had the resources, they were spreading themselves thin on direct support during the early days of the pandemic. Some of our readers had to move back in with family members they weren’t out to. Others were in similarly unsafe situations, and they had to cope with remote schooling, childcare, elder care, unemployment, illness.

It was certainly not an ideal time for a fundraiser.

We already thought of ourselves as transparent, but it became clear that there was a gulf between what we thought we communicated as an organization and what our readership had actually internalized.

Add to this mix the fact that people are afraid of being scammed on the internet — not only that, they’ve come to expect it. Plus there’s the fact that LGBTQ+ folks are used to organizations saying one thing and doing another — evidenced by these companies that pay lip service to our community during Pride month but spend far more on advertising with Fox News — and you have a recipe for misunderstanding, mistrust, and fear.

For context, Autostraddle raised approximately $140,000 in July of 2019. In March of 2020, at the start of a pandemic, we needed to raise $150,000 in order to stay open.

Remember, our team was drastically understaffed at this time. We had just gotten started all working together, our supporters were not prepared to receive communications like this from us, and we had very little up-to-date information to help them understand why we needed to fundraise. 

So we attempted a few things that didn’t appear to work well for our audience (a match just was not popular, for example). We managed to raise $132,000 — and it was enough for us to survive.

The need for transparency

After the fundraiser, we dug deep into a post-mortem assessment of it. 

One of the things that came out of that assessment was the need for deeper, or rather, more effective transparency! 

We already thought of ourselves as transparent, but it became clear that there was a gulf between what we thought we communicated as an organization and what our readership had actually internalized. We took note, for example, of the questions readers asked:

  • “Why can’t you get advertising?”
  • “Why aren’t you set after the last fundraiser? I thought that was the last one.”
  • “Why doesn’t a famous lesbian like Ellen DeGeneres donate everything you need?”

We also knew that we would have to fundraise again just a few months later, in August of 2020. So, taking the feedback, between the first fundraiser in April and the second one fundraiser in August, this is what happened:

We paused and sent out a toolkit.

In response to and in solidarity with the uprisings across the US, we paused our normal publishing and moved to publish pieces in our series, “No Justice, No Pride,” during the first two weeks of June, where we focused on work centered on abolition, dismantling white supremacy, and the fight for Black lives and Black futures . This led to a dip in traffic, but we were ultimately able to weather financial consequences of this dip because of reader support, and what’s more, we heard over and over again from our readers that this coverage was vital to them.

We also emailed our members with a toolkit around readings and other materials for our white and non-Black members in their personal work around dismantling white supremacy and with an explanation for the switch to our “No Justice, No Pride” coverage.

We continued reporting to our supporters.

We wanted them to know about the work we were doing, the hires we were able to make even during the pandemic, the ability our reader support gave us to not have to make cuts in payroll, the extended paid time off we gave our team members who needed to spend time caring for family or chosen family or their own health, and the additional funds we set aside as a writer relief fund. 

We kept communicating, we sent out a more in-depth impact report and made it clear that we were funded for only a limited time.

Autostraddle has always moved to operate in alignment with our values, but to do this during the pandemic took more resources than previous situations. Each time, we made the move to do the right things, we explained ourselves — and we had to trust the support would come.

We stayed connected with our donors.

We surveyed our donors and members and learned more about the questions and concerns they had about supporting us — and more about them as people. I personally read every free-written response.

I also led a focus group, which quite a number of fundraisers from our readership joined, to talk through our communications. They were so helpful and awesome!

The work in the interim

With Autostraddle though, we believed that if we were going to welcome new people into our network of supporters, we had to have no barriers to information access.

Over the summer of 2020, we worked to address the common questions and misconceptions our community held about our operations. Without receiving enough information or information that was organized into more easily-understandable packages, our readership had formed their own conclusions about the finances and operations of the publication. So, while we prepared for the fundraiser in August, we also prepared communications that would run parallel and help explain the ‘why’ of the fundraising.

This was a departure from more traditional fundraiser training that emphasizes emotional storytelling as the basis for communication. Heck, as a publication, it was a jump to put together an informational piece about our operations. However, if we were going to truly bring our community in as equal partners, we needed to take this step.

Back when I fundraised for a contemporary art museum and, subsequently, a theater production company, finances were closely guarded — not only that, but behind-the-scenes access to artists was limited and priority was given to higher value donors or long-time volunteers or friends. 

With Autostraddle though, we believed that if we were going to welcome new people into our network of supporters, we had to have no barriers to information access. 

We engaged with a level of vulnerability and transparency during that fundraiser that was not and is not common for a publication. Like, you didn’t need to give us money to learn about our finances. We didn’t withhold insider or behind-the-scenes access for only a select few major donor prospects. We didn’t do away with a human, person-to-person appeal, but we eschewed the advice that we shouldn’t get mired in the numbers. 

We presented our numbers — charts showing our revenue mix and models for the number of members we’d need to be 100% member-funded. We opened up everything we could to our community — and trusted them as we leapt — and they caught us

We met the $118,000 August fundraiser goal on schedule, and by that point, we’d grown by over 1,700 members.

Also, over 70% of our contributions are $50 or less! We raised $118,000 that way! 

The third fundraiser and the long-term work of building community

Autostraddle’s always had a tight-knit community of readers, but our community has grown — we’ve gotten closer, and we’re the better for it.

So many donor communications center the individual, a singular donor as a hero. We’re told to use “you” singular and not “we.” 

We moved away from this. If we used “you” it was plural, or we framed the individual as part of the queer collective of supporters keeping Autostraddle around. Our lowest membership tier is $4 a month, and we emphasize that this does, in fact, work if enough people sign up. We never made it sound like only one person alone had the ability to save us, the emphasis has been on the community.

Along those lines, it has been clear to us that thousands of people had, together, made the collective decision to keep us around. That is powerful. And we told them so.

With the second fundraising campaign, the evidence for this fundraising model grew. It became clear that even though we lost support from advertisers during the pandemic, even though the U.S. government decided to prioritize millionaires over small businesses and workers — even though the still very straight media landscape couldn’t be bothered to acknowledge us — our community could hold our own against forces that seemed hell-bent on sinking us — and we could choose, together, to preserve a publication that mattered to us. 

It was one of the most moving experiences of my life.

Also, with this second fundraising campaign, our internal team found more cohesion. We developed a fundraising rhythm, and a sense of trust in the process that wasn’t present in April. We learned where to lean on each others’ strengths, and the project management styles that worked best for us. Even the most mundane items, from Trello Boards and Airtable … tables, to weekly check-ins developed further. We fostered a whole-team commitment to fundraising and an understanding of each others’ roles in the process — and it showed.

And so, when we went into 2021 — in more financial danger than ever because our reserves had been completely tapped out — we needed to raise $220,000. This time around, we told our supporters that we would run a fundraiser for as long as we needed to to reach our goal. We explained why we were going to do that.

And it took 35 days, but we did it — by $4, by $25, and by $50 increments. At that point, it felt like so much more than sending letters or emails into the ether and hoping that someone would support. By that point, our readers knew what the deal was, they had taken the time to understand our inner workings, and they had been able to make an informed decision about the impact they wanted to have. 

Autostraddle’s always had a tight-knit community of readers, but our community has grown — we’ve gotten closer, and we’re the better for it.

I noticed major differences in the 2021 campaign. We had fewer questions, and when people asked questions in comments or social media that we had answered before, other readers would jump in to answer. They were our teammates, and they had learned the ins and outs and the reasoning and planning behind our actions. Even as I put the final edits into this, I’m also moderating a weekend Discord Server for our members, and this week alone, at least two members have proposed their own ideas for ways to partner in future fundraising and membership efforts. We are paving a two-way street here, is what I’m saying!

Now, as we look to the horizon and can actually see a world where we may be able to fundraise for a smaller goal later in the year — as we recover and build other avenues for revenue, as we are able to invest in what we internally refer to as the “business side” of the publication. In the end, our readers turned the ship around with us. There are no “saviors” or “donors as heroes” here, nor are there “beneficiaries.”

Instead, we’re a team, all with the same goals. We all contributed labor, money, social capital, even tears — and we’re all benefiting from our shared success.

Nicole Hall

Nicole Hall

Nicole Hall (they/them) is a queer human living on the unceded ancestral lands of the Osage, Adena, Hopewell, Monongahela as well as numerous other peoples (Pittsburgh, PA). They’re the A+ & Fundraising Director at Autostraddle, have fundraised for The Mattress Factory Museum of Contemporary Art, Bricolage Production Company, PearlArts Studio, and others, and have over a decade of experience fundraising and working in the arts and nonprofit sector. They are currently working on both creative nonfiction essays and a YA fiction novel manuscript. Their writing has been published by Autostraddle.com. When not writing, they love getting up to projects with their partner, admiring their senior dog, and cultivating their vegetable garden. You can find them on Twitter and Instagram.

Take your Pride month and shove it

By Carlos García León, Queer, non-binary, Mexican-Statesian, and fundraiser

I do not know when this started, but we’ve all seen it. Corporations and organizations stamp a rainbow on their logo, say “Happy Pride,” sometime during the month, and call it a success for the rest of the year.

It is Pride Month, which of course means that all queer people gain superpowers and are being cared for by the prime lesbian herself, the Moon. (Apologies if you didn’t know that, but it’s true and I don’t make the rules. Mother Nature is gay. Like, why else would there be rainbows?) 

The month of June is also a time to remind ourselves why Pride exists in the first place — to commemorate the fight against police brutality and oppression. (Sounds familiar, huh?) And while there have been many victories since Stonewall (and even before Stonewall), there is still plenty left to fight for. Currently, in the U.S., there are a record number of anti-trans bills being introduced. Outside of the U.S., there are still 69 countries that continue to consider homosexuality illegal. The sheer existence of queer people is still illegal — can you belive that? Let us never forget that. 

When I think of Pride, I always think about the Ancient Greeks and how queerness was way more accepted back in those days. They had queer gods! I mean, Athena was a butch asexual, Artemis a femme lesbian, and Apollo our favorite pansexual.  My favorite story of queerness in Ancient Greece — of which there are many — is of our well-known Achilles and his lover and best friend, Patroclus. 

Now, I’m no historian (just a measly fundraiser with a passion for finding representation in all the places) but what I know of Achilles and Patroclus is through the lovely storytelling from Madeline Miller’s novel The Song of Achilles. If you haven’t read it yet, let me summarize it for you: 

Achilles, an undefeated warrior, is forced to go to war — for what is probably the most fragile hetero-masculine reason ever — to fight against the Trojans. Patroclus joins him because they are inseparable (and for the ‘love of his country,’ I guess). Because of this love, Achilles refuses to step onto the battlefield since  there’s a prophecy that tells him he’ll die once he does. He wants to spend more time with Patroclus, so he tries to stay alive for as long as he can (and it’s part of the reason why the Trojan War lasted 10 years). It’s not until Patroclus goes out into the field himself to end the war and dies that Achilles decides to succumb to fate. 

I mean what else is there for him to live for?

So what does this queer tragic love story have to do with fundraising? 

It tells us that queer people have had to fight so hard for love and acceptance for eons, and we’ve experienced such loss and suffered so many casualities as a result (and the lack of acknowledment of these deaths from any country’s goverment is equally awful). This fight put upon us has its cruel hands in philanthropy, too. 

Here are some things that have been roaming in my head, that have caused me anger and a great sense of wrath this month — I want to start destroying the cruelty immediately, for the liberation of joy and queerness. 

Rainbow Capitalism 

I want true social justice and equity — I want to not only be appreciated, but to be fought for. Fight for my full existence.

I do not know when this started, but we’ve all seen it. Corporations and organizations stamp a rainbow on their logo, say “Happy Pride,” sometime during the month, and call it a success for the rest of the year. 

Every year, rainbow consumer products are mass produced to get queer individuals and allies to buy them, with many of the proceeds not even going to local or even national LGBTQ+ organizations that are truly putting their efforts toward the safety and legality of queer individuals to thrive and live. 

Rainbow Capitalism is just as performative as saying, “Black Lives Matter,” before giving money to developers to displace communities of color for their capitalistic wet dreams of a Trader Joe’s in the neighborhood. It’s metaphorically perfect that these corporations paint their buildings with gentrifying grey and white as their default when the queer community’s colors come from a rainbow. (And it is also metaphorical, that black, a color that represents communities of color, happens to be the result of all colors of the rainbow combined to the max). 

To all of you Rainbow Capitalizers, let me tell you what I don’t want:

I do not want you to replace your logo with a rainbow version of it for a month. I do not want you to just ‘appreciate’ me or my fellow LGBTQuties while you stab us in the back by paying for and supporting anti-trans and other anti-LGBTQ+ laws and regulations in our government, which affect us all on an individual basis. I do not want you to say “Happy Pride” while your boiled-down essence of diversity and inclusion is an illusion that doesn’t erase the continuing battles that queer people, trans, gender non-conforming people, and those living outside of heteronormative ideals face on the daily. It is a dangerous tactic that lets these organizations get away with violent practices and gaslighting against queer people, merely by saying, “But we said, ‘Happy Pride in June!’” 

I want true social justice and equity — I want to not only be appreciated, but to be fought for. Fight for my full existence. 

If you are going to attach a rainbow to your organization or have a Pride grant or event (that you inevitably give to non-LGBTQ+-led organizations who merely have LGBTQ+ staff members or programming — I’ve been watching and seeing this), you better also be giving money to organizations really doing the work. You better ensure that part of the grant strategy is to actually give money to the queer community — not just a program for them. Don’t just throw a party because you think it’ll make money for you and satisfy the community. That is a band-aid idea that doesn’t do anything to the overarching problems that exist. 

If you are a corporation that gives money to both sides to remain “neutral,” whatever that even means — what I know is that you are actually really comfortable making money off of me and making money at the demise and denial of my existence. (The thing is, there is no such thing as neutrality here.) 

And all of your proceeds — yes, ALL OF THEM — better be going to queer organizations. Because if you are going to be visible about supporting the queer community and ‘uplifting us,’ you better be ready to fight with us — not just have a tiny rainbow flag at the entrance of your building. 

So yeah, I do not want your version of Pride Month. I am queer 365 days of the year, 24/7. Yes, even when I sleep because when I sleep it is queer because I am queer, because I am alive, and because if the government had their way — without queer individuals fighting — our government would rather see me dead. 

Binary thinking — not about it 

Black or white. Gay or straight. Man or woman.  Donor or beneficiary. 

Binary thinking has haunted me. It still haunts me. 

Life, as I know it, has always been about putting others in a box that sits on either side of this teeter totter. It’s a mechanism that allows privileged people to feel comfortable, so they can avoid the systemic issues of the world that have allowed their comforts. As someone who lives in the in-between though, it is constantly tiring to feel the pressure of fitting into one or the other. Binary thinking needs to stop because this outlook in the world has created more problems than solutions. 

(A brief tangent: Another type of binary thinking I am over is the idea of we are either nice or we are not. If one more person tells me, “Honey attracts more flies,” I will literally swat them. I never wanted flies in the first place.) 

There is beauty in the in-between. Take a look at gender and sexuality, two concepts that have truly destroyed the notion of binaries, two concepts that thrive within the spectrum of ‘any.’ The solutions to the problems in our world actually exist here — not in the places we have spent untold wealth on (ocean exploration, space exploration, a beyond-immense military budget for deadly weapons). 

The spaces in-between ‘any’ are other realms that we should invest in, not just within ourselves, but also we need to collectively invest in as a system, in order to create solutions for taking care of this planet, humanity, and our future. 

The U.S. also has binary thinking when it comes to race, often utilizing this to pit communities of color against one another. Rather than embracing the plethora of shades of black and brown, it has marked it as one or the other, which is a method of erasure for the many intersecting individuals who are Black and something else, or like me, Mexican and from the U.S., never quite good enough for either Mexico or the U.S. but still my own beautiful mix of being. 

And within the queer community, particularly from my experience in the gay community (here meaning men who sleep with men), there is a ton of misogyny with our behaviors toward women, femme men, and trans women. That’s where binary thinking takes us.  

Our fundraising structures should also avoid these pitfalls of binary thinking. I understand that binary thinking is comfortable for us, but is it the work? We should have learned by now that it is not. 

‘Returning to normalcy’ 

We should not be returning to normal. Normality should never be something we want to do or be for too long.

I’ve been seeing and hearing this phrase in solicitation letters, in fundraising workshops, and among colleagues and friends. Let me just say, that if this is how you feel, no matter the context, you have failed. Period. 

If you, as an individual, an organization, a corporation or foundation, want to return to normal — well, you really did not learn anything from the racial reckoning and the pandemic from the past year plus. 

If you are rushing to feel normal and not do anything different than before — then you truly have not sat through discomfort, and you have not taken into account the privileges that are allowing you to opt out when the world needed to take such a devastating pause. 

We should not be returning to normal. Normality should never be something we want to do or be for too long. While we should take the time to celebrate, to grieve, to experiment with what feels right —  we should also want to improve upon the things we have learned and make new ways of doing things. 

Perhaps when I say this, I am speaking from the many years I fought to be ‘normal’ — from the many years of feeling that I should be the one to change rather than expecting for ‘normality’ to change enough to embrace me. 

While we can appreciate the rising number of vaccinated people, the opening of states, the opening of restaurants and bars and getting to see family and friends again — can we also hold all of that, in tandem, with wanting to change the way we lived. 

Community-centric fundraising is, in essence, a method to change the fundraising we’ve known. However, it doesn’t mean that somewhere in the multiverse, there aren’t many other ways of fundraising that are also more equitable. Do I know all the different forms of what equity can look like? Absolutely not, but I am excited to see CCF grow and to see fundraising change in order to better fight for equity. 

I want to love like Achilles, not fight like Patroclus

I just want to just enjoy life without worrying about the next exhausting day that I’ll have to fight, without agonizing  about whether the next Supreme Court case will change laws that ruin the life I want to have and should be able to have. 

Listen y’all, I just want to take a nap without having to pay a therapist to help me battle the anxiety monsters that keep my sleep angels in a prison. 

As fellow queer poet, Maya Angelou, said, “Do the best you can until you know better. Then when you know better, do better.”

Carlos García León

Carlos García León

Carlos García León (he/they ; el/elle) is a queer, non-binary, Latine, Mexican-Statesian, and fundraiser. They were born in Atlixco, Puebla, Mexico, but currently reside in the stolen land of the Shawnee and Miami tribes, also known as Cincinnati, Ohio and work as the individual giving manager of Cincinnati Opera. Their work, both in the arts and through writing, is driven by a fight for cultural equity, decolonizing the arts, and social justice. Outside of working and writing, Carlos likes to stream TV and movies, read a good book, learn German, take naps under their weighted blanket, drink milkshakes, and look for the next poncho to add to their collection. They can be reached via email or on InstagramTwitter, and other social media platforms @cgarcia_leon.