From Nonprofit Quarterly <[email protected]>
Subject Compensation Equity: Using Data to Drive Change
Date March 16, 2021 5:15 PM
  Links have been removed from this email. Learn more in the FAQ.
  Links have been removed from this email. Learn more in the FAQ.
How Hillel embraced wage transparency, getting paid in the field of reproductive justice, and bridging race- and gender-based wealth gaps.

View this email in your browser ([link removed])
[link removed]
[link removed]

** Leadership Weekly
Data about and approaches to nonprofit compensation are evolving well beyond their historic talent acquisition and retention objectives. In this week’s Leadership Weekly, we share recent compensation studies that address inequity and differences in employee experience by race, gender, and other aspects of identity, as well as an instructive interview with a leader who designed a salary transparency effort at a national organization. Read on!
Today’s Feature
[link removed]

Bitch Better Have My Money: Salaries, Benefits, and Workplace Concerns in the Reproductive Health, Rights, and Justice Movements ([link removed])

ReproJobs ([link removed]) is an online organization focused on improving workplace culture, compensation, and benefits within the reproductive health, rights, and justice movements. Their recent salary and benefits study, Bitch Better Have My Money ([link removed]) , is interesting for a number of reasons: it’s movement specific with a justice point of view; repro staff can add their personal salaries ([link removed]) ; and the design includes questions about identity, on-the-job harassment, and union membership. The report is values-forward, including this recommendation: “Review your benefits to make sure they cover abortion, infertility care, gender confirmation care, etc. If they do not, provide a stipend to cover these costs so employees do not have to do so out of pocket.” Read more...
([link removed])

[link removed]

Salary Transparency: One Organization’s Story ([link removed])
Listen in on a conversation NPQ’s Jeanne Bell had last week with Mimi Kravetz, chief experience officer at Hillel, which serves Jewish students on 550 college campuses. Kravetz outlines the project she led to analyze salary data across the Hillel network. She describes how that data ultimately empowered executives and employees alike and informed the transparent compensation model they now have in place. Listen and read here… ([link removed])

The DonorPerfect Fundraising Benchmarks Report ([link removed])
Discover how nonprofits of various sectors and sizes fared in a pandemic year, along with the strategies your organization needs to thrive in 2021. Access it now!
Data Insights for Growing Nonprofits ([link removed])
[link removed]
Finances, Funding, and the Racial Wealth Gap: Strategies for a More Equitable Future ([link removed])

Building Movement Project ([link removed]) ’s Race to Lead ([link removed]) series has yielded a trove of useful data on racial equity in nonprofit leadership. This month, Research Analyst Tessa Constantine ([link removed]) mined the data to inform a blog called “Finances, Funding, and the Racial Wealth Gap: Strategies for a More Equitable Future ([link removed]) .” What stands out here is the examination of the financial situation, not just the salary, of employees. For instance, they found that 27 percent of millennials of color currently provide financial support to other family members, compared to just 10 percent of white millennials. Read more… ([link removed])

10 Smart Ways Nonprofits Can Diversify Their Fundraising ([link removed])
Learn how you can diversify fundraising efforts and raise more in 2021 by adding virtual and hybrid events and implement best practices in FrontStream’s eGuide, “Ten Smart Ways Nonprofits Can Diversify Fundraising and Raise More.”
Download your copy now ([link removed])
The Weekly Resource
[link removed]

Quantifying America’s Gender Wage Gap by Race/Ethnicity ([link removed]) is a fact sheet from the National Partnership of Women & Families ([link removed]) that concisely captures wage differentials between women of diverse races/ethnicities and white men. Among the facts it contains: The annual median wage gap between a Native American woman and a white, non-Latinx man who each hold a full-time, year-round job is $24,656 per year. Read the fact sheet... ([link removed])

[link removed]

** Twitter ([link removed])
** LinkedIn ([link removed])
** Email (mailto:[email protected])
** Instagram ([link removed])
** Facebook ([link removed])
Copyright © 2021 The Nonprofit Quarterly, All rights reserved.
You received this email because you are subscribed to the <i>Nonprofit Quarterly</i>'s Newswire. You either opted in on our website or subscribed to our print magazine.

Our mailing address is:
The Nonprofit Quarterly
88 Broad Street
Boston, MA 02110
Want to change how you receive these emails?
You can ** update your preferences ([link removed])
or ** unsubscribe from this list ([link removed])
Screenshot of the email generated on import

Message Analysis