[Image description: Five purple crocus flowers with orange pistils, looking like they’re coming up from the ground. Image by Nennieinszweidrei on Pixabay]
Hi everyone. It is spring in the northern hemisphere. It’s my favorite season and love it as much as we all love MYGOD (multi-year general operating dollars). The days are getting longer and the crocuses and daffodils and tulips are popping up and the cherry blossoms will explode like balls of pink snow and it’s all magical.
The last several years have been one long, bitter winter. With the pandemic, the worsening climate problems, the open embrace of fascism, the rise in hate and violence, the banning of conversations about race, the rolling back of abortion rights, the invasion of Ukraine by Russia, the potential for world war 3, and so many other horrific things, we’ve been living through at least six consecutive years of end times without much of a break.
[Image description: A red panda peeking over a branch, staring at the camera, looking adorable and slightly annoyed. Image by chacha8080 on Pixabay]
Hi everyone, if you follow my ramblings for the past few years, you know that I point out various flaws in our sector. We have a lot of them, from our ridiculous traditional board structure, to the various time-wasting shenanigans of foundations, to the way we’ve been conditioned to appeal to the ego of rich mostly white donors, to how poorly paid many people are, to our propensity to intellectualize and not take action, to our crappy hiring practices, and to our office equipment that is held together with duct tape and bungee cords. And there’s plenty of other things we need to point out and improve on.
However, although it is not always apparent, I really genuinely love our sector. And I criticize it because I see our potential and I am optimistic that we can change and improve. It’s a lot like visiting your relatives and they just point out your appearance and all the stuff you’re doing wrong, but you know that it’s because they believe in you. When mine are like “You’re getting old, why don’t you find a real job or open a business like your cousins, and also you should try putting this eucalyptus oil on your face for your horrible acne,” I know they say all that stuff because they care.
[Image description: A weasel or stoat with a brown coat and white underbelly, crawling halfway out from under a wooden platform. They look pensive. Image by trondmyhre4 on pixabay. I think I may have used this image before. I am not sure. Oh well! Can’t hurt to look at this cute little munchkin again.]
Hi everyone, I had to go to the emergency room for severe pain in my right side, and found out I likely have kidney stones and it may take weeks for it to resolve. I’m on some pain medications. So this post may be slightly cranky and possibly filled with grammatical and spelling errors. Drink lots of water and cut back on sodium. Kidney stones are not fun; 3 out of 5 stars, would not recommend.
A while ago, I wrote about the Rule of One-Thirds when it comes to boards: One-third of boards are helpful, one-third are useless, and one-third are actually destructive to their missions. Of the two-thirds of boards that are useless or destructive, a lot of it can be blamed on the fact that the default board model we’ve been using is archaic and makes little sense. Let’s take a group of well-meaning people who see one percent of the work, who often have little to no nonprofit experience, and who many times don’t reflect the community being served, and give them vast power over the organization. (And while we’re at it, let’s have them conduct business through Robert’s Rules, a set of rules formalized literally 145 years ago, in 1876).
While our sector works to explore new governance models, we need to address other issues with boards, namely that many board members, and specifically board chairs, have warped perceptions of their importance, combined with delusions of wisdom. Board members’ egos can be one of the most aggravating things about working in this field. It is probably one of the biggest drivers of EDs/CEOs quitting their jobs to pursue a career in real estate.
Boards are groups of volunteers who give a lot of time, money, and skills to nonprofits, and should be appreciated. But like funders, you wield enormous power in our sector, which means no one is telling you the truth, and the truth is that many of you are causing a ton of damage. So, if you are a board member, and especially if you are a board chair or will assume this position, please check your egos and remind yourselves of these things:
[Image description: A beautiful sunflower and some leaves, standing against a vibrant blue sky. Image by Couleur on Pixabay]
Hi everyone. With Russia’s invasion of Ukraine, the anti-transgender laws in Texas, the “don’t say gay” bill in Florida, the murders by right-wingers in Portland, the CDC continuing to be OK with letting disabled people die, and other forms of injustice everywhere, this blog post today may not be too polished and probably not very funny.
The reality is that inequity is pervasive. This is why our sector exists. However, because inequity can be complex and not always obvious, it takes intentionality to develop a mindset of equity, one that often runs counter to how we have been trained or conditioned to view the world. The failure to understand and use this mindset, means we often inadvertently perpetuate inequity. I see a lot of well-meaning colleagues defend or perpetuate terrible philosophies and practices in our sector because they don’t use this mindset, and I sometimes also make these mistakes myself. None of us are infallible.
So, let’s talk about some questions we can use to assess the equity implications in any given situation. To illustrate these points below, I’m going to use various examples but will focus on a situation that has been divisive in our sector: The question of whether staff should be asked to donate to their nonprofits. I am passionately against it, and I wrote about it here. And I know some colleagues are strongly for it. But today’s post is not about rehashing the arguments. It’s about assessing the equity around the arguments. It’s gonna be a little meta!
[Image description: Two hands shaking. In the background is a white table with three office chairs. Image by Tumisu on Pixabay. While we put an end to some archaic hiring practices, we also need to stop shaking hands.]
The job market is shifting. People are leaving their jobs everywhere and in great numbers. Employers are scrambling to hire people. More unions are forming. And yet, so many organizations and companies still continue to engage in crappy, inequitable hiring practices as if it were still the 1960s and everyone could smoke and drink whiskey during a team meeting.
On Twitter, someone wrote “So apparently job candidates’ sending a thank you note isn’t a thing anymore? Candidates, pro tip: send a thank you note.” It got several thousand comments and quote tweets saying requiring the follow-up thank-you note is an archaic, ridiculous practice. A colleague (@chanthropology) called it “Victorian performances of white middle class professionalism.” And I agree. It is an unwritten rule steeped in power asymmetry, and it sucks. If employers don’t send job candidates thank-you notes, why should job candidates be expected to do so?
No more post-interview thank-you notes. Employers, stop expecting it, stop favoring job candidates who do it and punishing those who don’t. All job candidates everywhere, you are hereby excused from ever having to write another thank-you email or card ever again! Go! Be free! Reclaim your time! Write a sea shanty! Learn about scrimshaw! Binge all twelve episodes of animated series Vox Machina; it is excellent!
