United Way Global Corporate Leadership

1. United WayGlobal Corporate Leadership

2. Partnering with United Way reflects employee values • Employees want to support their local communities and ensure the place they live and work is strong; United Way is the local community partner. • When asked how important it is for their employer to implement charitable programs/practices, 49% of respondents reported that they highly value their employer’s support for the community.1 • United Way’s focus on education, income and health mirrors the issues people care about. Employees can choose which issue best aligns with their values. • Top issues people think companies should address: Economic development/Financialstability (77%); Health and disease (77%); Hunger (76%); Education (75%).2 • United Way’s call to action – give, advocate, volunteer – lets employees choose how to engage. • 62% of young people (18-26 year-olds) said they would prefer to work for a company that provides opportunities to contribute their talents to nonprofit organizations.3 1 Source: Indiana University Center on Philanthropy, 2010 Next Generation Workplace Campaigns Report2 Source: 2010 Cone Cause Evolution Study 3 2007 Volunteer IMPACT survey by Deloitte & Touche USA

3. Employees want engagement opportunities • Research shows that employees expect their company to be involved in the community and want opportunities to get involved in those efforts. United Way provides a variety of employee engagement opportunities: • Workforce campaigns and volunteer opportunities throughout the year offer leadership development, education about community needs, skills development, increased teamwork, networking, and opportunities to have fun. • An employee volunteer program can be effective in developing employees, improving public perception of the company, and enhancing business operations, and is therefore believed to be helpful in recruiting, retaining, and developing employees.1 Employees want to get involved in their company’s CSR efforts through: Source: 2010 Cone Cause Evolution Study 1HandsOn Network Corporate Service Council, 2010

4. What do donors expect? • What do donors expect? • Acknowledgement that their gift was received and put to work as intended with results (92%). • When done, 87% would give again; 64% would give more; 74% would give indefinitely1 • 46% of donors stop giving due to charities' "failure to communicate”2 • How should the ask be made?3 • An employer asking for donations leads to a higher incidence of giving • 77% vs. 57% when asked by a friend • Being asked by a friend/coworker results in the highest donation amounts • $309 vs. $134 when asked to give by employer • Use both corporate asks and peer asks • Stress that giving is a personal choice – feeling pressured to give will erode trust in the company, United Way and the nonprofit sector • Email is preferred(more than 30% of respondents), but in-person asks yield the highest likelihood to give at a high amount • Utilizing more than one method to ask for donations results in higher incidence of giving and larger gifts 1 Results based on research from Fidelity and Public Opinion Poll2 Burke, Penelope. "What Donors Want." Donor-Centered Fundraising, June 2003. Web.

5. We know what’s working • United Ways that use Community Impact areas outperform others by over 25% • When using 2 or more focus areas – Education, Income and Health: • Trust in United Way increases from 71% to 90% • Incidence of donation increases from 18% to 28% • GCL outranks UW network with campaign only down -1.5% (versus network -4.5%) • Affinity groups outperform network growth: • Women’s Leadership Council revenue grewby 12%and Young Leaders by 13.7% • Most United Way Women’s Leaderships Councils have chosen one issue to focus on. Focusing on one issue improves engagement results. • People who volunteer donate an average of 10 times more money to charity and 2 times higher median gift to United Way* *Results based on research from Fidelity and Public Opinion Poll

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