We, as a world, take pride in our data collection abilities and the evolving technologies at our disposal. However, when we look closely, we often realize that especially in our nonprofit sector, the data we have is flawed.
For far too long, we have ignored collecting critical data points, missed creating healthy dialogues around that data, and we have added our biases to all of it — all of it — to perform research operations and take crucial decisions from it. And, while we leveraged this insufficient data to build our research capabilities, a set of analytics-based terms entered our industry – machine learning, deep learning, and artificial intelligence.
Are you a member of a racial justice team at a white-led organization? 
We all know that white men are at the top of the career food chain when it comes to earning power — with white women being a close second. (You need one more sentence, something giving an opinion or more info. Right now, it reads as two separate observations. So you need to supply the “so what” bitty 🙂 )
If your work environment and culture are inaccessible from the get-go, it is unlikely that disabled folks would feel encouraged to apply for or accept a position within your organization. With the continued impacts of the pandemic, our generation will grapple with disability at increased frequency and greater complexity than ever before, relying on already under-resourced and over-burdened support systems that are wholly unprepared for increased demand. This will only be exacerbated by the support needs of an aging generation of Baby Boomers. Accommodating disabled employees may be on your organization’s backburner, but any non-disabled member of your team can become disabled at any time. 
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.
Have you ever wondered what it is that makes art so powerful?
I’ve been working in the nonprofit sector for over ten years. I’ve been a volunteer, an intern, and a staff member. 
Encouraging equal opportunity to the salary negotiation process doesn’t ensure equal outcomes — it only further legitimizes a system that only continues to perpetuate sexism, racism, ableism, and many other -isms. The only way to ensure pay equity is to change the system. 
One of the key principles of CCF is valuing all stakeholder input equally. In this episode, Beyond Philanthropy co-hosts Monique and Valerie explore the nonprofit-stakeholder relationship, with a focus on those who receive services. Historically, this stakeholder group hasn’t been given equal footing at most organizations. Monique and Valerie discuss options for building a more inclusive relationship to those served by your organization and examples of how this is done — both poorly, and very well.