<a href="https://www.forbes.com/"></a><a href="https://www.forbes.com/search/"></a>As CEOs cut back on DEI and tell young workers to leave their politics at home, charitable giving, with an employer match, has emerged as a way for employees to bring their own values to work.



<abbr>P</abbr>resident-elect&nbsp;Donald Trump and his appointees are promising a war against woke, with employer diversity, equity and inclusion (DEI) efforts among their targets. At the same time, with job&nbsp;<a href="https://fred.stlouisfed.org/series/JTSJOL" rel="noreferrer noopener" target="_blank">openings</a>&nbsp;down nearly 40% from their 2022 peak, even unhappy employees are less likely to&nbsp;<a href="https://fred.stlouisfed.org/series/JTSQUR" rel="noreferrer noopener" target="_blank">quit</a>. So it’s no surprise that CEOs, who a few years ago embraced social justice in part to appease young subordinates, are now curtailing DEI programs, staying mum about causes, and demanding employees, too, keep their political views out of the workplace. Just last week, Walmart, the nation’s largest private employer,&nbsp;<a href="https://www.forbes.com/sites/siladityaray/2024/11/26/walmart-is-the-latest-major-company-to-roll-back-dei-policies-amid-conservative-backlash/">confirmed it was rolling back</a>&nbsp;its DEI efforts.



After protests over the war in Gaza, workers discovered that&nbsp;<a href="https://www.forbes.com/sites/jenamcgregor/2024/05/06/all-hands-memo-why-activism-at-work-could-get-you-fired/">activism can even get you fired</a>.



But there’s a notable exception to this retreat: charitable giving. In recent years, even as contributions to the United Way have declined, a new type of giving platform has spread that empowers workers to pick their own charitable causes–usually with an employer match.



“Everyone is looking for a way to keep all these young employees who now expect [their employers to speak out] happy, while not putting their organization at legal risk,” says Alison Taylor, a professor of corporate responsibility and business ethics at New York University’s Stern School of Business. “There is this overwhelming sense of caution among senior leaders and C-suite executives about not pissing anyone else off.”



In that context, she adds, “The pivot to giving employees more control over their donations is sensible.”



It’s also a way to accommodate Gen-Z and younger Millennials moved by the human suffering they see on social media and in the news, particularly in places like Gaza.



The dominant player in the giving platform space is Alberta, Calgary-based fintech Benevity, which in 2023 processed $3.2 billion of donations to 265,000 unique causes, from workers at such companies as Adobe, Cisco, Merck, Microsoft, Nike, UPS and Visa. (That total, which was up 14% and is on track to grow again this year by double digits, includes employer matches of workers’ donations. While Benevity has multinational and non-U.S. companies as clients, 84% of 2023 contributions went to U.S. charities.)



In an analysis for&nbsp;Forbes&nbsp;of all employee giving at 826 client companies during the two years ended Oct. 31, 2024, Benevity found the top five recipients were the Red Cross (across all countries and chapters),&nbsp;<a href="https://www.forbes.com/companies/st-jude-childrens-research-hospital/?list=top-charities">St. Jude Children’s Research Hospital</a>, Doctors Without Borders (across all countries),&nbsp;<a href="https://www.forbes.com/companies/planned-parenthood-federation-of-america/?list=top-charities">Planned Parenthood Federation of America</a>&nbsp;and the Palestine Children&#8217;s Relief Fund.



At our request, Jules Dorval, the social data science lead at Benevity, also drilled down on giving by young workers at the subset of 62 companies for which it has data on donors’ age. During the same two year period, the top recipients of money from workers under 30 skewed more heavily to relief groups, particularly international ones. Palestine Red Crescent Society-Al Bireh Branch (serving both Gaza and the West Bank) was No. 1, Islamic Relief No. 3, and Palestine Children’s Relief Fund No. 6, compared to Nos. 11, 14 and 17, respectively, for workers of all ages at those same 62 companies. Rounding out the top 10 for under 30 givers: World Central Kitchen (2), UNICEF (4), Red Cross (5), St. Jude’s (7), Mercy Corps (8), Doctors Without Borders (9) and&nbsp;<a href="https://www.forbes.com/companies/save-the-children-federation/?list=top-charities">Save The Children Federation</a>&nbsp;(10).



Medical Aid for Palestinians, a British non-profit providing healthcare services in Gaza and the West Bank, was the 11th most-donated-to charity for employees aged 30 or younger giving through Benevity, though it didn’t break the top 200 charities for all workers.



New York City-based American Friends of Magen David Adom, which&nbsp;<a href="https://afmda.org/about/" rel="noreferrer noopener" target="_blank">acts</a>&nbsp;as Israel’s representative to the International Red Cross and provides disaster relief and emergency services to Israelis, ranked 18th in the top charities younger workers donated to, but just 78th for all employees–further evidence that whatever their views on the Israel-Hamas conflict, the youngest workers are inclined to express them through charitable giving.



<hr class="wp-block-separator has-alpha-channel-opacity"/>



<abbr>“I</abbr>gave at the office”&nbsp;is a cliche born from a long tradition. In the late 1800s,&nbsp;<a href="https://www.urban.org/research/publication/past-present-and-future-workplace-giving-united-states" rel="noreferrer noopener" target="_blank">local elites attempted to rationalize charitable giving</a>&nbsp;by forming charitable societies to act as umbrella organizations that could weed out the undeserving from the deserving. Increased workplace charitable solicitations during World War II led to the first implementations of payroll deductions for donations. After the war, as other deductions for insurance, taxes and the like spread, so did the payroll giving model, with most of the money going to community chests like the now more than 1,100 U.S. chapters of the&nbsp;<a href="https://www.forbes.com/companies/united-way-worldwide/">United Way Worldwide</a>, which in turn directed the majority of their funds to a&nbsp;<a href="https://www.urban.org/sites/default/files/publication/100731/the_past_present_and_future_of_workplace_giving_in_the_united_states.pdf" rel="noreferrer noopener" target="_blank">small group of big name</a>, mainstream charities, including the&nbsp;<a href="https://www.forbes.com/companies/ymca/?list=top-charities">YMCA</a>,&nbsp;<a href="https://www.forbes.com/companies/american-national-red-cross/?list=top-charities">Red Cross</a>&nbsp;and the&nbsp;<a href="https://www.forbes.com/companies/salvation-army/?list=top-charities">Salvation Army</a>.



At first, workers didn’t have much choice about what their dollars supported, but under pressure from alternative giving campaigns, in 1990 United Way officially embraced the idea of allowing payroll donors to designate where their dollars would go–even to organizations outside of United Way. Still, the percentage of workers participating in United Way campaigns continued to drop, with donations falling sharply during the Great Recession.



In the year ending in June 2024, just $1 billion of the United Way’s $2.5 billion in private donations came from workplace contributions.



Now the spread of online giving platforms is breathing new life into the old tradition of workplace giving–and turning it into an employee benefit, part of a broader package offered by companies to keep workers engaged and satisfied. Some 78% of employees who have workplace giving programs available say that their companies&#8217; values align with their personal ones, compared to just 56% where workplace giving isn’t offered, according to&nbsp;<a href="https://www.fidelitycharitable.org/content/dam/fc-public/docs/insights/giving-in-the-workplace.pdf" rel="noreferrer noopener" target="_blank">research</a>&nbsp;by Artemis Strategy group for Fidelity Charitable, an affiliate of Fidelity Investments. (In 2019, Fidelity Charitable and the big employee benefits division of Fidelity Investments teamed up to start the&nbsp;<a href="https://www.forbes.com/sites/ashleaebeling/2019/03/26/fidelitys-latest-move-into-workplace-benefits-a-new-way-to-donate-to-charity/">Giving Marketplace,</a>&nbsp;a competitor to Benevity.)



Moreover, in the same Artemis survey of 1500 workers, 89% who have workplace giving programs available said they were satisfied with their current employer, 12 percentage points higher than the satisfaction rate for those without workplace giving schemes. Artemis’ findings don’t necessarily show that charitable giving is&nbsp;why&nbsp;more employees are satisfied, but it does suggest that it’s part of a benefits package found at happier workplaces. That’s something employers can’t ignore, since according to Gallup, Millennial and Gen Z workers in particular report&nbsp;<a href="https://www.gallup.com/workplace/349484/state-of-the-global-workplace.aspx?thank-you-report-form=1" rel="noreferrer noopener" target="_blank">feeling more disengaged and stuck in their jobs</a>&nbsp;these days–a reflection of a tougher market for job-hunters that has transformed the “Big Quit” into the “The Great Stay.”



Further evidence that giving is now an employee benefit: 70% of employers who use Benevity match 100% of an employee’s contributions (up to a set amount), Dorval reports. In total, he calculates, 65% of all dollars given through the platform get a match. Companies can also use the platform to track days off given to workers for volunteering, or even to make contributions to a worker’s charity account to reward them for volunteering on their own time. Workers can donate through payroll deduction, fund their giving with a credit card donation, or do both. Employees can designate in advance the charities their money will support or accumulate cash in a giving account, and then direct individual donations from that account—just as someone would when using a donor-advised fund. (Benevity uses a master donor-advised fund to hold all the donations.)



The flexibility of the Benevity platform accommodates special fundraising drives and events like Giving Tuesday–the Tuesday after Thanksgiving, Black Friday and Cyber Monday. Charities have pushed Giving Tuesday since 2012 as a way to goose donations at a time when Americans’ wallets are relatively open. During 2023’s Giving Tuesday, Benevity logged $150 million in donations made through its platform, a 22% increase from the year before.



Workplace giving is still just a drop in the charitable bucket–but is growing faster than other giving channels.. The Blackbaud Giving Fund&nbsp;<a href="https://blackbaudgivingfund.org/blog/what-is-workplace-giving-and-why-its-important-for-nonprofits/" rel="noreferrer noopener" target="_blank">estimates</a>&nbsp;$5 billion a year is given at U.S. workplaces. That’s just 1% of the $557 billion in total contributions made in the U.S. in 2023. according to&nbsp;<a href="https://philanthropy.indianapolis.iu.edu/news-events/news/_news/2024/giving-usa-us-charitable-giving-totaled-557.16-billion-in-2023.html" rel="noreferrer noopener" target="_blank">Giving USA’s annual tally.</a>&nbsp;But individual giving was up only 1.6% (in nominal dollars, not inflation adjusted ones) in 2023, according to that report, compared to Benevity’s 14% increase.



By contrast, giving to donor-advised funds, run by community foundations and non-profit affiliates of such financial services powerhouses as Vanguard, Fidelity and Schwab,&nbsp;<a href="https://www.forbes.com/sites/phoebeliu/2024/11/12/charitable-donations-billionaire-donor-advised-funds-tumbled-2023-year/">dropped a surprising 22% last year to $59 billion</a>. (To maximize their tax benefits, wealthy donors will typically contribute highly appreciated stock to DAFs in a lump&nbsp;<a href="https://www.forbes.com/sites/kellyphillipserb/2023/11/20/from-donor-advised-funds-to-qcds-how-taxpayers-can-maximize-charitable-gifts/">when they have big gains</a>, then dribble out contributions to specific operating charities over time. That can lead to more volatility from year to year.)



While Benevity does provide U.S. workers the documentation needed to claim tax deductions, donations by rank and file workers aren’t usually driven by tax considerations–the 2017 Trump tax overhaul reduced the percentage of U.S. filers&nbsp;<a href="https://www.forbes.com/sites/kellyphillipserb/2023/03/03/senators-propose-huge-boost-in-charitable-deduction-for-non-itemizers/">who itemize their deductions (and thus can claim tax benefits) to less than 8%.</a>&nbsp;In fact, contributions to foreign charities are&nbsp;<a href="https://www.forbes.com/sites/kellyphillipserb/2023/10/10/tax-and-other-considerations-for-charitable-giving-abroad-in-times-of-crisis/">typically not deductible at all</a>, but Benevity reports that 67% of its clients allow for international giving. (Benevity has a roster of more than two million eligible organizations, though companies can exclude certain categories–for example, religious organizations–from their match.)



Workplace giving now seems poised to expand further, even as DEI and social activism by CEOs shrink. A new&nbsp;<a href="https://mycecp.cecp.co/s/article/Giving-in-Numbers-2024-Edition" rel="noreferrer noopener" target="_blank">survey of 219 big companies</a>&nbsp;by Chief Executives for Corporate Purpose (CECP) found that between 2021 and 2023, 53% decreased their own community investments (which include direct cash gifts and donations of products and services, including employee time). At the same time, 94% of the companies (up by four percentage points from 2021) offered some sort of charitable matching gift program to employees. Matching programs include year-round matches, matching during annual giving campaigns, donations to reward employees’ volunteer work and the fastest growing category, special drives for disaster relief.



Here’s the kicker: At companies responding to the CECP survey, only 20% of employees, on average, participated in their companies’ employer matches, up one percentage point from 2021. Double Your Donation, which maintains a database of employers’ match programs for its clients (who are charities), calculates 27 million workers now have match programs available and estimates they could be leaving $4 to $7 billion in matching money unclaimed annually. Room to grow.

Diverse volunteers packing donation boxes with canned food in food bank

Charitable Giving In The Workplace Is Back–And Just In Time

You started as a schoolteacher. How did you get into development work?
South Africans of my generation were born into a situation that required us to take a stand. Some of us were lucky to be in communities where there were opportunities for us to be involved in charity and development work. The organization that gave me the first insight about my community was the YWCA, because my mother was a member. She was my role model as she was involved in community work. A lot of women were quietly making a difference. They were ordinary women doing extraordinary things during the apartheid days. They were filling the gap to provide services the system was not providing in black townships. Many of them worked in communities to get women to grasp the fact that spacing children will give them the freedom to be productive citizens, further their education and take time to become leaders.
How much of a challenge is reproductive health today in Africa?
Reproductive health continues to be one of the biggest issues of our time. Many of the girls start their journey to poverty at a very early age. It is usually because of unmet needs of reproductive health, and lack of access to services and in some cases, the challenge of reproductive rights that are violated: it could be rape and denial of services, therefore at an early age, they end up having children they cannot afford to look after. And as soon as that happens, they have signed a contract with poverty forever. They have also introduced poverty in the next generation, as it is most likely that the children they have will also be poor.
At another level is the prevalence of early marriages, one of the biggest challenges we have in the 21st century. They are sanctioned by parents and traditional leaders and we have inadequate response and action by governments. Many of the children who have early marriages are never going to take full advantage of their potential. A young girl who has the capacity to be a great scientist loses all of it, because at age 12, she is married to a 40-year-old. In many situations, the girls are married off to people they don’t know. So their emotional wellbeing is completely ignored.
<img loading="lazy" decoding="async" class="alignleft size-medium wp-image-6226" src="/wp-content/uploads/2017/05/PHUMZA_MLAMBO-NGUCKA_0023TP-1_LARGER-FILE-260x300.jpg" alt="" width="260" height="300" />
What about the missing Nigerian girls?
What has happened to the girls in Nigeria is in many ways a reflection of this crisis. What we are experiencing is modern-day slavery – the trafficking of young girls abducted in their communities. We are doing it to ourselves as Africans, we are taking our own children and abducting them and selling them and all of us who condemn slavery as nations of the world are not there to make sure this practice is not allowed to thrive on our continent or anywhere in the world. We have to find a way of making this a global responsibility, and not just the responsibility of the nation where it happens.
We are establishing a partnership with African Development Bank and will be working in post-conflict countries to support the recovery of women so they have the means to rebuild their lives and the community. The majority of women in Africa work in agriculture. Statistics [reveal] that if we show the same amount of support to women in agriculture, it will positively impact 150 million people on the continent.
What about issues of public health?
In some countries [in Africa], mothers and children die under circumstances that are preventable. Public education and access to public health is growing on the continent, there are many good stories of economic opportunities for women in ecotourism, sustainable development and the knowledge economy. For all these decisions to become public norms, you need all of society to buy into the changing circumstances. You need the man to be a part and parcel of this. For International Women’s Day 2014, our program ‘He For She’ called for men to come out and share their views on why gender equality is important and what they can do about it, in their companies and communities.
What is the global perception
of Africa?
It is by and large negative. We are not hearing enough about women who are breaking the glass ceiling and are change-agents. We don’t hear enough about Rwanda, where the parliament has the highest female participation. There are an outstanding number of women who are passing laws in Nigeria.
More should be done to ensure girls do not stay out of school. The education is also about curriculum, and to produce teachers who do not propagate stereotypes. And [the need] is to have a labor market that has equal pay for men and women.
You have been SA’s Deputy President. Would you ever be keen on making it as its first female President?
There are a lot more capable women.
When it happens, it will be a great day for South Africa and I will be cheering and supporting them.
&#8211; Interviewed by Methil Renuka

‘Take Time To  Become Leaders’

The annual Cartier Women&#8217;s Initiative Awards (CWIA), launched in 2006, grants $20,000, media exposure, networking opportunities and a year of business coaching to six female-run social enterprises—one from each major region.
A highlight of the Women’s Forum for the Economy and Society is the CWIA ceremony and the glamorous after party. After a week of interviews and pitches to the jury, the 19 finalists of the 2012 CWIA, chosen from 1,000 applicants across 80 countries, put on their finest for the ceremony. The event was hosted by Women’s Forum president, Véronique Morali, and Cartier’s then-CEO, Bernard Fornas.
The award for the Middle East and North Africa went to Iba Masood, whose online career portal gradberry.com caters to young job seekers in the Gulf Region. The youngest winner celebrated her 23rd birthday the next day. The biggest surprise of the night was saved for last: an extra $20,000 was awarded to finalist Michèle Boisdron-Celle of France. Her company, Onco Drug Personalized, has developed means to guard against the toxicity of chemotherapy treatment. The donation will save 600 cancer patients&#8217; lives.
Following the ceremony, hundreds turned out to fête the winners at Deauville&#8217;s seaside casino. The theme of the evening was growth in Africa, also a major focus of the Women&#8217;s Forum. African belly dancers, drummers and singers took to the stage against a backdrop of jungle animals. Partygoers nibbled on roasted swordfish with green beans from Kenya, couscous from the Maghreb and Ugandan peanut soup. They danced to a mix of African and western sounds until the early hours of the morning.
<h4> Sub-Saharan Africa CWIA Winners</h4>
Elizabeth Scharpf, an American management consultant in biotech and pharmaceuticals, and Julienne Ingabire, a Rwandese businesswoman, were CWIA’s sub-Saharan Africa winners. They founded Sustainable Health Enterprises (SHE), which addresses women’s health issues in Rwanda.
“A lack of affordable sanitary pads in developing countries, like Rwanda, puts girls at a distinct gender disadvantage,” says Scharpf, CEO of SHE.
International pad brands are expensive in Rwanda, which means that girls and women from low-income brackets miss school or work to avoid embarrassment. SHE produces low-cost pads from local materials, which are sold by local entrepreneurs. Initial pilots yielded positive results. SHE’s pads will be 35% cheaper than locally-made brands and 70% cheaper than international ones. The company has cut distribution costs by 15% and hopes to slice consumer costs further by lobbying parliament to exonerate sanitary pads from Rwanda’s 18% sales tax.
In 2010, Lindsey Stradley partnered with two students at MIT Sloan School of Management to establish Sanergy. Their first product is the Fresh Life toilet: a hygienic and inexpensive ($200 apiece) individual unit. It offers privacy and collects waste through a water-free system, which is transported to Sanergy’s processing plant to generate biogas and organic fertilizer.
Nthabi Sibanda’s project, Puo Educational Products, produces bilingual books to preserve the continent’s languages and cultures. Sibanda develops African learning material to reconnect children to their heritage and further their language skills.
“We differentiate ourselves by opting for a bilingual medium. Children gain great social and cognitive benefits from speaking two languages,” says Sibanda.
Nominations for the 2013 Cartier Women’s Initiative Awards open in March.

How They Help

One of the sweetest sounds of reconciliation in a troubled land could soon fade.
Eighty-four teenagers, from all walks of life, with one common denominator: a love for music. This is the South African Youth Choir (SAYC), made up of youngsters between the ages of 13 and 18 who embody the rainbow nation through song. Most of them come from disadvantaged backgrounds, most have little but their voices—all sing in harmony with choristers of all creeds and color.
<img loading="lazy" decoding="async" class="alignleft size-large wp-image-905" src="/wp-content/uploads/2012/07/MG_4854final-1024x683.jpg" alt="" width="474" height="316" />
“These children make Madiba’s dream a reality,” says SAYC events coordinator Anél King, using former president Nelson Mandela’s clan name, the man whose vision it was to create a peaceful, multi-cultural, non-racist South Africa. In many ways, this choir is that.
Since its launch in 2004, SAYC’s musical director, André van der Merwe, has been touring the country every October in search of new talent, visiting cities, small towns, townships and villages. Competition is tough. From several hundred teenagers who audition, between 20 and 25 are selected.
“I look for a good voice and good ears, but also for personality, charisma, energy and resilience,” Van der Merwe says.
At a recent concert in Cape Town, Van der Merwe told the audience: “This is the real South Africa, not the one you read about in the papers.”
Most choir members come to live in a hostel in Durbanville, 25 kilometers outside of Cape Town, where they receive not only musical education—training in pop, rock, jazz and classical music—but also free accommodation, meals and tuition at the nearby high school.
“It’s much more than a choral group. It’s an upliftment program for disadvantaged youth,” say Cecile and James Horne, a retired teacher couple who run the hostel and see themselves as the ‘parents of the choir’.
“We practically offer them a new life.”
<img loading="lazy" decoding="async" class="alignleft size-large wp-image-907" src="/wp-content/uploads/2012/07/MG_4649final-1024x683.jpg" alt="" width="474" height="316" />
The teenagers confirm this. “Being in the choir has opened a whole new world to me. For the first time in my life, I feel I have options,” says Teboho Mashiya, a 15-year-old chorister who grew up in rural Phuthaditjhaba in South Africa’s Free State.
Mashiya and his peers belong to what South Africans like to call the “free generation”: those born after apartheid. But as the country’s democracy comes of age, South Africa’s youth continue to face a difficult future due to poor education, high unemployment and persistent poverty combined with the slow recovery of the economy from the global financial crisis.
The SAYC wants to be a place where talented youths find hope and opportunity.
“We teach them tolerance and social skills so that they become responsible, confident, well-balanced young adults,” says James Horne.
The recipe seems to work: since its inception eight years ago, all choir members have passed their high school exams, most with good enough grades to secure a university bursary. Many have moved on to careers in music, human sciences or business.
But for the current SAYC members, the dream of a better future might get a rude awakening. A streak of bad luck with sponsors, worsened by the economic downturn, has seen the choral group run out of funds. The first sponsor was the ill-fated financial management firm, Fidentia, which folded in 2007. For almost a year, the choir lived on a shoestring budget, surviving on once-off donations from individuals and small businesses.
The situation brightened at the end of that year when a Cape Town firm, Steeledale Reinforcing, came to the choir’s aid, sponsoring a year’s costs and a trip to Canada’s Kathaumixw Choral Competition, where the SAYC won first place in several categories. A year later, national oil company PetroSA took over, funding the group for another three years. But since then, money has dried up and the SAYC faces closure.
“After PetroSA didn’t renew funding, it’s been bleak. We have applied to other institutions, but so far, nothing has come through,” says SAYC chair André de la Harpe.
“Our coffers are empty. Soon we will have to close down. It’s a harsh reality that would destroy the children’s future.”
The choir, which has performed with singers like Katherine Jenkins and Sibongile Khumalo, is trying to make money by offering lessons in piano, voice and music theory as well as regular concert performances and CD sales. But income from these efforts is a drop in the ocean, says De la Harpe. Basic running costs are pegged at about half a million dollars or $580 per month per child. Ensuring long-term sustainability over four years at full budget would require $4 million.
<img loading="lazy" decoding="async" class="alignleft size-large wp-image-903" src="/wp-content/uploads/2012/07/MG_4668final-683x1024.jpg" alt="" width="474" height="711" />
Until now, the commitment from those involved with the choir has been remarkable. The entire staff—from the conductor to the hostel parents, cooks and cleaners—has been working without pay since the beginning of March. Rent for the hostel is in arrears. So are school fees. As the rumor of the choir’s potential closure spread through the hostel, the children went into shock, says Cecile Horne.
“It’s like a sword hanging over their heads,” she says.
Tears well in the eyes of Chanté Petersen, who joined the choir in Grade 8 and will graduate from high school this year. The 18-year-old, whose parents are unemployed, knows only too well that her chances of making it out of Elsies River, the poverty-stricken, crime-ridden township she grew up in, are slim if she returns without a matric certificate.
“The choir means everything to me,” she says.
For others, like 17-year-old Daniel Meaker from Pretoria, the future doesn’t look much brighter. “Money is pretty tight at home. I am very worried about the choir disbanding. I don’t know what I’d do,” he says.
For now, all will sing for their supper.

Tag: Charity

FORBES AFRICA SOCIAL MEDIA

Charitable Giving In The Workplace Is Back–And Just In Time

‘Take Time To Become Leaders’

How They Help

Singing For Survival Is Such Sweet Sorrow