Individuals may have different experiences of sexual harassment based on the intersection of multiple social identities, a report from the Association of Fundraising Professionals finds.

Based on survey responses from AFP members ages 18 and older working in the United States or Canada, the report, The Fundraising Workplace Climate Survey (14 pages, PDF), explored the intersectionality of gender, race, and sexuality in the areas of sexual harassment, bias, hiring, and professional advancement. Conducted in partnership with Ohio State University, the report found that 78 percent of female fundraisers and 64 percent of male fundraisers have experienced sexual harassment over the course of their careers by a co-worker, an external stakeholder (e.g., a board member), or both, and respondents who identified as LGBTQ+ were more likely to report instances of harassment across all demographic categories. In the past two years, 27 percent of female fundraisers and 13 percent of male fundraisers have experienced unwanted sexual attention by either a co-worker or external stakeholder, and in the same timeframe, 43 percent of respondents who identify both as female and Black, Indigenous, and/or people of color (BIPOC), and 46 percent of respondents who identified as LGBTQ+ have experienced sexual harassment behaviors.

The report also found that while 43 percent of respondents agreed with the statement that "the organization where I worked for most of the past two years was successful in recruiting a diverse workforce," 32 percent disagreed with the statement, 19 percent neither agreed nor disagreed, and 6 percent felt they couldn't respond. In addition, 14 percent of all respondents agreed with the statement that "[i]n the organization where I worked for most of the past two years, the opinions and insights of minority employees were often ignored or devalued," with nearly twice the percentage of BIPOC respondents (26 percent) agreeing than those who identify as Caucasian (13 percent), and 32 percent of those who identify as BIPOC and LGBTQ+ agreeing.

"This is an important step for AFP as we look to provide tools and resources for the fundraising profession and the charitable sector in helping to address harassment and bias and increase inclusion and equity," said AFP president and CEO Mike Geiger. "This rich intersectional data allows us to pinpoint where we have serious challenges, especially across different demographics, so we can help our members in the best way possible. The third part of the research will look at organizational policies and their effectiveness and help us gauge the commitment and capacity different charities to have to prevent discrimination and harassment."