Deviré Robinson, Vice President, Philanthropic Advancement, Foundation For The Carolinas and Former Board Chair, North Carolina Center for Nonprofits
As Early Voting is underway in North Carolina, I want to use my position as the Center’s Board chair to highlight the Board’s unanimous decision to adopt a written policy allowing all Center staff to take paid time off to vote.
Staff and volunteers' good state of mental health and emotional wellbeing is highly necessary for carrying out your nonprofit's mission, yet workplace stress can easily lead to mental health challenges. A workplace wellbeing program can aid individuals working on behalf of your nonprofit with issues ranging from the normal need to find an appropriate work-life balance to preventing the extremes of developing unhealthy coping mechanisms like substance use. Below are tools to implement changes at your own organization.
In this session, you will gain insight on the hot topics of attracting, recruiting, and retaining top talent within nonprofits. This session is designed for staff responsible for the talent and growth of their organization. Learn how culture impacts each of these verticals and what other organizations are seeing and doing that are producing positive results!
Learning Outcomes:
Children, and therefore their caregivers, have been overwhelmed by stress and anxiety driven by the COVID-19 pandemic. In fact since the pandemic, emergency department visits for attempted suicide have risen 51% among adolescent girls, and studies show that students are 5 months behind in math and 4 months behind in reading when compared to students prior to the pandemic.
The Public Service Loan Forgiveness (PSLF) program was established by the federal government in 2007 with the intent of forgiving the remaining balance on federal student loans after borrowers had made 120 months of qualifying payments while working in certain public service jobs, including positions with governments and 501(c)(3) nonprofits.
The work of the Executive Director and CEO position can seem unending and perhaps even isolating. But on the horizon, nonprofit leaders may be able to decrease burnout through careful consideration and implementation of shared or collaborative leadership models. For example, one executive may be responsible for overseeing the programmatic and fundraising aspects of the organization, while the other executive may oversee operations and technical administration.
Discussions of racial and gender-based quotas in the workplace or higher education have been going on since at least the 1970s, and likely earlier. Quota systems may be based on race, gender, people with disabilities, military/veteran status, and other identity categories. Diversity quota systems are strategies where under-represented groups (typically those who have been historically excluded, marginalized, or discriminated against) are sought to fill positions at an organization as part of a numerical view of diversity in the workforce.
Hiring a nonprofit Executive is a crucial step for your organization, therefore it is critical to ask the correct questions to prevent making a hiring mistake and maybe avoiding future issues. By asking the right questions, you can ensure that you locate the ideal person who will commit to your organization for the long haul.
Not all forms of diversity are visible identities. In the case of neurodiversity, the differences between people stems from variations in cognitive functions around sociability, learning abilities, and other intellectual processes.
Tracy Careyette, Chief Financial and Operations Officer, North Carolina Center for Nonprofits