When Policies Shape Participation: Religious Considerations in Employee Gift-matching Programs

Corporate gift-matching programs multiply employee generosity — encouraging giving, strengthening community engagement and aligning benefits with employees’ values.

Now a significant part of corporate philanthropy, these programs contribute more than $2.8 billion annually across companies representing over 26 million employees, with 65% of Fortune 500^® firms offering matches.¹

As they grow, however, questions remain about how eligibility guidelines are defined and consistently applied.

The Challenge – When Participation is Uneven

In most cases, companies establish clear criteria for which organizations qualify for matching funds. These criteria often focus on organizational structure, compliance or operational considerations.

In some cases, however, corporate policies extend beyond these considerations. Many programs exclude religious organizations entirely or limit matching to activities considered strictly “secular,” such as food distribution or shelter services.

In practice, this can mean that donations to many ministries or faith-based nonprofits may not qualify — even though they provide important services to their communities through disaster relief, education or health care.

This distinction can create an uneven dynamic. Employees whose charitable interests align with approved categories may fully participate in the benefit. Others may find themselves unable to support ministries or organizations that reflect their sincerely held beliefs.

From a shareholder perspective, this raises a broader question: Do restrictions on matching gifts create inequities for employees with religious charitable interests?

What the Data Shows

Employee expectations around workplace giving are clear.

Nearly 71% of workplace donors prefer employers whose values reflect their own, and 60% of employees say it is imperative or very important that their company supports giving and volunteering.²

In addition, 66% say that a company’s commitment to diversity should include respect for a wide range of religious and political beliefs in and out of the workplace.³

At the same time, participation gaps persist. Nearly 30% of employee donors say they do not give through workplace programs because the causes they care about are not available through their employer’s giving program.²

One factor contributing to this gap is policy design. According to the 2025 Viewpoint Diversity Score Business Index, a majority of companies evaluated either exclude or may exclude religious organizations from employee matching programs (58%) or direct contributions (53%) based on their religious status, practices or advocacy.⁴

Missed Opportunities, Material Risks

Since churches and Christian ministries may be excluded from receiving matching funds, this limits many believers’ ability to maximize the impact of their generosity. When access is restricted, a meaningful opportunity for expanded generosity and ministry goes unrealized.

Policies that exclude faith-based organizations may limit participation for employees whose charitable giving reflects their religious convictions. As companies seek to create inclusive workplace cultures, these policies warrant thoughtful review.

From a corporate perspective, this introduces risk. Companies may face reputational challenges, legal and regulatory scrutiny and reduced employee engagement if individuals feel like their beliefs are not acknowledged and respected.

Engagement in Practice

As a faith-based investor, GuideStone^® wants to see generosity fully realized among fellow believers while also supporting the long-term health of the companies in which we invest, including the well-being of their diverse employee base.

This work reflects GuideStone’s approach to faith-based investing: aligning capital, influence and engagement efforts to advance outcomes that contribute to a world transformed by Christian investing.

We strive to address this issue through our corporate engagement program — focusing on how policies affect employees, corporate risk and long-term outcomes.

• Our engagement process begins with direct dialogue. Conversations with companies emphasize fairness in benefit design, consistency in policy language and awareness of potential risks.
• If additional attention is needed, shareholder proposals may be filed. These proposals often request disclosure, such as a report on potential risks. However, the underlying objective remains the evaluation and improvement of policy.

We believe engagement is most effective when it assumes good intent and seeks collaboration. In many of our conversations, companies noted they had not previously evaluated these policies through a religious discrimination risk-based lens.

Recently, GuideStone has participated in discussions with multiple companies on this issue. These conversations led to several updates to gift-matching policies, reducing restrictions that had previously limited how employees could direct their charitable giving.

Because these companies often operate at a large scale, even modest policy changes can affect sizable employee populations and expand participation in workplace giving programs. As of June 30, 2026, the companies with which we have had successful engagement collectively employ more than 250,000 individuals. These changes create the potential to unlock meaningful generosity among Christians in the workforce, allowing their giving to have a broader and more tangible impact.

Faithful Stewardship in Practice

For believers, generosity is not simply an act of charity, but an expression of discipleship — an opportunity to support ministries that advance the Gospel and serve communities in tangible ways. Gift-matching programs can play a meaningful role in that work, extending the reach of individual giving and enabling greater participation in ministry.

When Christians can fully participate in these programs, they are better positioned to align their giving with their convictions — contributing to ministries that provide care, share the Gospel and meet needs both locally and globally.

Through ongoing engagement, GuideStone seeks to encourage policies that allow these programs to function as intended — expanding participation, supporting employees and creating opportunities for generosity to have a broader and more lasting impact.

As a financial advisor, you can help your clients invest with confidence, knowing their Christian values are expressed not only in what they own but also in how companies are engaged. Contact an advisor consultant today for resources to support your faith-based investing approach with GuideStone Funds^®.

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¹ https://doublethedonation.com/matching-gift-statistics/

² https://www.charities.org/landing-page/snapshot-employee-research-what-employees-think-about-workplace-giving-volunteering-and-csr/

³ https://www.viewpointdiversityscore.org/polling

⁴ https://www.viewpointdiversityscore.org/