Client Case Study
Developing a Corporate Philanthropy Initiative
How a corporate client's "culture of focus" shaped the corporate giving program
The following account is a true story based on a client’s
experience with Excellence in Giving. Identifying details
have been changed to protect anonymity.
Many corporations offer an employee matching gift
program. Traditionally a company matches dollar-for-
dollar up to a set amount per year to eligible
organizations. Eligible organizations typically need no
more than 501(c)3 status. This “portfolio approach”
did not appeal to our client. In the client's world of
private equity investments "over-diversification"
delivers average results. That is why their company
invests large amounts only in a few carefully-researched
options. They wanted their corporate giving to
employ the company's philosophy of delivering
superior performance through focus.
Corporate Philanthropy Focus
To create a focused corporate giving program the
executive committee had to limit the eligible
organizations. Based on EIG's advice they decided to
select three locally based organizations using a two-
step process. First, the executive committee would
review a list of 10 recommended organizations from
EIG. Second, the employees would vote for 3 from a
reduced list of 6.
The executive committee asked EIG to create a
recommended list of potential charitable partners
using the following goals for their giving program:
(1) to encourage giving and volunteering,
(2) to serve those in desperate situations such as
extreme poverty or crisis, and
(3) to support organizations ignored by corporate
sponsorships.
EIG used these corporate goals to screen dozens of
organizations based on their purpose, results and use
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the joy of generosity
of volunteers. EIG performed additional analysis of
each organization's leadership, finances, and future
plans. The executive committee then narrowed the
field to two organizations in each of the following
focus areas: (a) inner city youth, (b) extreme urban
poverty, and (c) international relief and development.
Employee Participation
All employees were invited to attend 2 lunch-time
briefing sessions designed to introduce the 6 potential
Charitable Partners. The executive leadership even
hired a temp so that the receptionist could also attend.
Each organization presented
their respective programs in a “The executive committee
25-minute time period. EIG wanted their corporate
directed the organizations to giving to employ the
include a video and end with company's philosophy.
Q & A to more fully engage
the employees.
EIG made that possible.”
Following the presentations, employees completed a
confidential online survey to vote for their preferred
organization in each of the 3 focus areas. EIG gathered
the data and informed the executive committee of the
results. The three selected organizations have now
become the company's Charitable Partners. The
employees were educated by the non-profits and
developed a sense of ownership through the selection
process.
To encourage employee involvement, the company
offers a two-for-one match for the first $2,000 given
per employee. One matching dollar comes from the
company and the other matching dollar from the
executive leadership. The employees are also given two
days PTO per year to participate in service projects
with the selected organizations. These policies
demonstrate the executive leadership's belief in the
importance of giving.