By Ephraim Gopin

Hostile work environment. Overtime demands. Pressure to give. Power dynamic. Disproportionately affects the lowest paid employees.

Those are just some of the reasons why nonprofit pros are against employee giving- asking employees to donate to the organization they work for.

After all, many sector employees are underpaid, overworked and underappreciated. Now you’re gonna ask them to donate to your organization as well?!

Actually, it’s not a cut and dry issue. It’s quite complicated. Both sides of the debate- the “oh hell no!” camp and the “heck yeah!” people- have numerous reasons to back up their position.

No matter where you stand, it’s worthwhile to understand both sides of the issue. In this post, let’s explore four reasons why employees should be invited to become donors to the nonprofit they work for.

1. Everyone Is Worthy

Everyone is worthy of participating in philanthropic activity. Everyone deserves the opportunity to feel the joy of giving. Donating is not just for people of means.

Employees should be included in the ask.

If you’re going to ask employees to donate, then make sure your request is similar to how you ask all your donors (or at least I hope you ask this way): In a thoughtful, kind manner. Provide them with a reason to give and offer them the choice to give or not.

If employees are passionate about the cause, let them show it in whatever way they choose.

2. Don’t Judge Other People’s Wallets

Nonprofit employees are earning less than they would in the for-profit sector. Opponents of employee giving programs feel that it’s “double dipping”- we’ll pay you less than you’d get in the for-profit world AND we’ll take money from your paycheck as a “donation.”

But that assumes we know exactly how much money people have or don’t have. For example, C-level employees are compensated better and potentially have more discretionary income. However, we have no way of knowing their financial situation. Do they have a child at home who needs constant care and part of their medications are not covered by insurance? Maybe someone is going through a divorce or has college tuition bills to pay.

As my dad taught me: Never judge someone else’s wallet. The same can apply to asking employees to be givers. Whether they give or choose not to give is up to them. We should not be deciding for them what commitment they can or can’t make.

No one has to know how much they donated and staff donations to your organization don’t have to be the largest donation they give each year. But they can be included in the ask.

3. That Good Feeling

What if staff who were donors had their name on a wall-of-fame at your institution alongside your other donors? How do you think that would make them feel? Happy. Proud. Honored. A feeling of “I’m one of them.”

Yes, there are many things that can provide that good feeling for staff. But think back to the last time you made a donation. That sensation of joy. Why deprive staff members of that opportunity?!

Not every donor has their name highlighted on a website, annual report or has a plaque on your organization’s donor recognition wall. But think how wonderful it would be if every staff member who donated, regardless of how much they gave, received attention and public acknowledgement for their gift.

4. Walk The Walk

Sector authority Claire Axelrad put it best: “If YOU won’t contribute- and you live and breathe the mission- then why would you expect anyone else to do so? This is the same argument we make to nonprofit Board members who shy away from giving. As nonprofit leaders- and you’re all leaders in your own way- it’s up to you to lead by example. If you’re not setting a good example, you’re setting a bad one.”

If you’re going to talk the talk, walk the walk.

A fundraiser who tells donors why they themselves made a gift helps to personalize the story they’re telling. They demonstrate their pride in the work of the organization by also being a donor. In a donor meeting, that can help add commonality and create a sense of a shared experience.

Your Board and senior managers are not the only ones talking to members of the community. Your entire staff are ambassadors for your organization! If they themselves are donors, no matter what level of giving, that sends a powerful message to the community at large.

These are just some of the reasons for considering an employee giving program. However, it’s not just a matter of asking. It matters who makes the ask (not the CEO/C-level/HR staff), how the ask is made (without pressure), whether a certain amount is expected (there should be no amount or participation goal) and staff should never be rated against their giving.

It’s a complicated topic.

Ephraim Gopin is the founder of 1832 Communications, an agency which helps your nonprofit build relationships and raise more money through smart and effective marketing. You can download his free Employee Giving ebook which looks at all sides of the issue, including Board and C-level giving, how overtime affects giving and much more. The ebook is based on a survey Ephraim conducted and follow-up interviews with over 50 sector experts.