Quick Tips for Cultivating Corporate Support Amidst DEI Abandonment

Dear nonprofits,

Over the past few years, many corporations have publicly committed to Diversity, Equity, and Inclusion (DEI) initiatives, proudly waving their rainbow flags and issuing statements of solidarity with marginalized communities. But as political and social pressures mount, some companies are quietly, and not-so-quietly, retreating from these commitments. The rise in anti-DEI sentiment, legislative rollbacks, and financial pressures have made many businesses wary of openly supporting LGBTQIA+ organizations.

This shift doesn’t mean that corporate allyship is dead—it just means nonprofits need to be more strategic in how they cultivate and sustain partnerships. Here’s how you can secure meaningful corporate support, even as DEI investments waver.

1. Identify Authentic Allies, Not Performative Ones

The companies pulling back on DEI funding may have never been true allies in the first place. Instead of chasing the biggest corporate names, focus on businesses with a proven track record of supporting LGBTQIA+ causes beyond Pride Month.

Quick Tip: Research their history—do they support LGBTQIA+ employees year-round? Have they made meaningful policy changes? Do they invest in long-term partnerships rather than one-time sponsorships? Prioritize companies that demonstrate real commitment. Time for you to abandon those recognizable logos if they ain’t pulling up with the fam every day, all year.

2. Speak Their Language: ROI and Brand Alignment

Many businesses still want to support DEI efforts, but they need to justify it internally. Frame your partnership opportunities in terms of brand value, customer loyalty, and workforce engagement. Data shows that consumers, especially younger generations, favor companies that stand for social justice.

Quick Tip: Present statistics on consumer loyalty to inclusive brands. Highlight how LGBTQIA+ partnerships align with their mission, audience, and business goals. Show them how backing your nonprofit isn’t just about ethics—it’s about good business. 

3. Offer Creative, Low-Risk Engagement Options

If a company hesitates to fund DEI initiatives directly, provide alternative ways to engage. Employee volunteer programs, in-kind donations, skill-sharing, and hosting LGBTQIA+ speakers for internal education are ways to maintain partnerships without requiring significant financial investment.

Quick Tip: Meet them where they’re at. Offer tiered sponsorship models or non-monetary ways to contribute, like sharing expertise, providing pro bono services, or amplifying LGBTQIA+ voices on their platforms. Get them in the door and lead them in when they are ready. Not every corporate partner is going to a loud, radical ally, and that’s OK. Allies come in all shapes and sizes.

4. Strengthen Internal Champions and ERGs

Many companies have Employee Resource Groups (ERGs) for LGBTQIA+ employees. These internal advocates can be your greatest allies in pushing corporate leadership to maintain partnerships and funding commitments.

Quick Tip: Build relationships with ERG leaders. Offer them opportunities to engage with your nonprofit, provide visibility, and advocate from within. If leadership is hesitant, internal pressure from employees can make a significant difference. If you can’t get the corporation as an ally, start with some changemakers on the inside.

5. Leverage Public Accountability and Positive PR

Companies don’t want to be seen as regressive. Publicly celebrating corporate allies who stay committed can incentivize continued support, while the risk of negative PR may deter backpedaling.

Quick Tip: Highlight corporate partners in your newsletters, social media, and events. Showcase success stories, share impact reports, and tag businesses that are making a difference. A little public recognition goes a long way, and there are stories everywhere.

6. Be Proactive, Not Reactive

The best way to combat corporate DEI abandonment is to anticipate challenges before they arise. If you see a company wavering in its commitment, address it early. Offer solutions and alternatives rather than waiting for them to pull out.

Quick Tip: Regularly check in with corporate partners. Keep them engaged with updates on how their support is making an impact. If they start to pull back, offer scaled-down opportunities rather than losing them altogether. Are you already providing impact reports to your individual donors (beyond the annual report)? Add one for your corporate besties.

7. Diversify Your Funding Streams

Relying too heavily on corporate sponsorships makes your organization vulnerable to these shifts—don’t put all your eggs in a single basket! Strengthen individual giving programs, foundation grants, and community-based fundraising to ensure that corporate pullbacks don’t jeopardize your mission.

Quick Tip: Don’t just seek corporate funding—create a culture of philanthropy that relies on broad-based support. Encourage grassroots donations, membership models, and recurring giving programs to build financial resilience. If the recent (failed) government funding freeze taught us anything, it’s THIS.

Final Thoughts

DEI abandonment doesn’t have to mean the end of corporate ally partnerships. By being strategic, focusing on authentic allies, and demonstrating value, LGBTQIA+ nonprofits can continue to build meaningful corporate relationships—even in challenging times.

Now is not the time to retreat. It’s time to double down, strengthen our networks, and remind corporate America that real allyship isn’t just about words—it’s about sustained action.

Sincerely, 

Queers

Queer For Hire provides fundraising support and LGBTQIA+ diversity training for nonprofits, professionals, and corporations.

Learn about our Fundraising Services <here> – we’ll lead or support your fundraising efforts, whether you need general support or want to focus on raising money from and for the LGBTQIA+ community.

Learn about our Fundraising Trainings <here> – we can coach your board, staff, and fundraising team on how to fundraise and how to engage LGBTQIA+ donors.

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