After a rough year in the nonprofit job market, I’m finally starting to see full-time research positions popping up regularly. That’s exciting, because I do miss working for an organization. In the ‘before times,’ I would have felt like I knew exactly the right approach to applying and interviewing. But in the before times, I didn’t know that I have an attention deficit hyperactivity disorder (ADHD). And now that I do know, I’m thinking about our working world very differently.
Christine Bariahtaris Archive
Hey, you’re still here! Usually, I say “metrics” and the room clears out. We’re already off to a great start.
After my previous article was published in December, about common pitfalls to avoid when implementing a diversity plan, I started to get questions about metrics. Specifically: How do we design metrics that are actually meaningful to diversity, equity, and inclusion (DEI) plans? The answer is too long and complicated for the comments section, so here we are.
If you’re hoping for a brighter 2021, we need to have an honest talk about your diversity plan. Spoiler alert — it’s not going as well as you think.
I’m telling you this as a prospect researcher, the person whose professional goal is to make fundraising folx confront reality. Diversity plans are hard, and they should be. But we’re making them impossible.