Workplace giving plays a critical role in determining which nonprofit organizations are able to grow, sustain impact, and remain visible within philanthropic ecosystems. This reality matters even more for Black-led and BIPOC-led nonprofits, which continue to receive a disproportionately small share of charitable funding despite addressing some of the most persistent and complex community needs.

National data consistently shows that Black-led nonprofits receive less than 2 percent of philanthropic dollars. Many operate with annual budgets under $500,000, limiting their ability to invest in staff, infrastructure, evaluation, and long-term planning. These funding gaps are often framed as capacity issues, but in reality, they are access issues. Too many community-based organizations are excluded from the systems that determine visibility, eligibility, and sustained support.

Workplace giving helps address this imbalance by creating structured pathways for nonprofits to be discovered, supported, and sustained over time.

How Workplace Giving Expands Access

Workplace giving programs allow employees to support nonprofit organizations through their employer’s established charitable infrastructure. This may include payroll giving, matching gifts, volunteer engagement, and vetted nonprofit directories. For nonprofits, inclusion in these systems increases credibility, discoverability, and long-term funding potential.

Unlike one-time donations or short-term campaigns, workplace giving offers continuity. It allows organizations to build predictable support, deepen relationships, and plan beyond the next funding cycle. However, access to workplace giving programs is not automatic.

Many community-based organizations, particularly Black-led nonprofits, are excluded unless there is internal advocacy or a corporate partner willing to sponsor or nominate them for inclusion. Without that advocacy, organizations doing meaningful work can remain invisible within corporate philanthropy systems.

That reality makes employee-led initiatives and internal champions especially important.

The Role of Employee Resource Groups

Employee Resource Groups, or ERGs, play a powerful role in shaping corporate philanthropy by bridging internal systems with community needs. When ERGs advocate for organizations rooted in lived experience and community trust, they influence where resources flow and which causes receive visibility.

During October Giving Month, Black at Microsoft Houston selected The AIP BIPOC Network as one of three nonprofit organizations supported during the month. That distinction mattered.

Beyond the financial contribution, this selection created access. Through the support of Black at Microsoft Houston, The AIP BIPOC Network was approved for inclusion in Microsoft’s workplace giving system, Benevity.

For many Black-led nonprofits, entry into corporate giving systems is difficult to obtain without internal champions. In this case, one ERG’s decision opened a door that would not have otherwise existed. What began as targeted support became long-term access to a broader giving ecosystem.

Why This Matters for Black-Led Nonprofits

For Black-led nonprofits, funding is not just about delivering programs. It determines whether organizations can hire staff, build internal systems, measure impact, and remain sustainable over time.

Workplace giving helps shift philanthropy from one-time donations to ongoing support. It also allows employees to direct resources toward organizations that reflect their values and lived experiences, helping to address long-standing disparities in nonprofit funding.

When Black-led organizations gain access to workplace giving systems, they gain more than donors. They gain legitimacy within philanthropic spaces that have historically overlooked them. This legitimacy influences future partnerships, funding opportunities, and long-term stability.

From Visibility to Sustained Access

Inclusion in workplace giving systems increases visibility, but visibility alone is not the goal. Access is.

Now that The AIP BIPOC Network is listed on Benevity through Microsoft’s system, employees at other companies that use the same platform can also find and support our work through their employer’s giving programs. What began as a single month of support created a pathway for continued engagement beyond one company or one campaign.

This is how workplace giving functions at its best. It transforms individual acts of generosity into durable systems of support.

Employee advocacy and corporate partnerships play a critical role in this process. They shape which organizations are visible, eligible, and positioned for long-term sustainability.

Why This Moment Matters

Workplace giving is not just about generosity. It shapes who has access to resources and who is positioned to lead.

When employee groups and companies intentionally include Black-led nonprofits in workplace giving systems, they help address structural funding gaps that have existed for decades. These actions strengthen the nonprofit ecosystem by ensuring organizations closest to community needs have the resources to build, grow, and sustain their work.

We are grateful for the role Black at Microsoft Houston played in expanding access to workplace giving for The AIP BIPOC Network. Their support demonstrates how employee-led advocacy can create meaningful, lasting opportunities for Black-led nonprofits.

To learn more about The AIP BIPOC Network or support our work through workplace giving, visit:
https://causes.benevity.org/causes/840-922526059

Frequently Asked Questions

How do companies decide which nonprofits are included in workplace giving programs?
Inclusion often depends on internal review processes, compliance checks, and employee or ERG advocacy. Many community-based nonprofits are not automatically included and require sponsorship or nomination to gain access.

Why are Black-led nonprofits often excluded from corporate giving systems?
Many corporate giving systems rely on existing networks, large institutional partners, or historical relationships. Smaller Black-led nonprofits may lack the visibility or internal advocates needed to be added, even when their impact is strong.

What makes employee-led advocacy effective in corporate philanthropy?
Employees and ERGs understand both corporate systems and community needs. Their advocacy helps bridge gaps by identifying credible nonprofits and pushing for inclusion where barriers exist.

Is workplace giving only about donations?
No. Workplace giving can also include volunteer engagement, skills-based support, and long-term partnerships. These non-monetary contributions can be just as valuable for nonprofit sustainability.

How does access to corporate giving differ from traditional philanthropy?
Traditional philanthropy often relies on competitive grants and foundation priorities. Corporate giving allows individuals inside organizations to direct resources, which can diversify funding and reduce reliance on a small number of institutional funders.

Can workplace giving support smaller or grassroots nonprofits?
Yes, but only if those organizations are included in the system. Once listed, workplace giving can be especially impactful for smaller nonprofits by enabling recurring support and broader exposure.

Why does sustained corporate support matter more than one-time campaigns?
Sustained support allows nonprofits to plan, retain staff, invest in systems, and scale impact. One-time campaigns provide short-term relief, but long-term access creates stability.

How can corporate leaders improve equity in their giving programs?
Corporate leaders can review inclusion criteria, support ERG-led recommendations, diversify nonprofit partners, and ensure community-based organizations have pathways into workplace giving systems.