As a co-chair of D.C.’s WIN‘s Nonprofit Network, I was responsible for sharing responsibility for planning a dinner party for the annual Women Opening Doors for Women event. The dinner parties are designed to provide young women in our area the opportunity to meet in an informal setting to discuss professional issues with women who are more advanced in their careers.
The theme for our discussion, "Women in Nonprofits: We are Not Worth Less," emerged largely from a number of discussions among women in our network around salary and professional concerns related to the nonprofit sector, as well as from research around the salary and leadership levels of women within the sector as a whole.
Eleven women gathered for more than two hours–until after 10 p.m.–to hear Elizabeth Lower-Basch, a senior policy analyst with the Center for Law and Social Policy and Lisa Maatz, director of government relations and public policy with the American Association of University Women, discuss their perspectives and learning around careers in the nonprofit sector–and particularly the balances and choices that impact women in the sector.
Questions and discussion centered largely around the tension that surrounds a choice to prioritize doing good over making millions, and why it is often women who often decide to prioritize the former. My sense is that the nature of this discussion–and the level of interest and energy around it (demonstrated through the number and depth of comments Elizabeth received to a blog she posted on the topic and trends and conversations within the sector [more on that later])–raises some important questions about the nonprofit sector and the (by and large) women who are employed within.
Particularly given the recent discussions and research emerging showing startling trends in the nonprofit sector, such as the recent YNPN survey report cited on On Philanthropy, which shows that out of 1,657 nonprofit professionals:
- 82 percent are female
- 15 percent are under 25; 41 percent are 25-29; 22 percent are 30-34, and 15 percent are over 35
- 55 percent plan to stay in the nonprofit sector for their next job. The other 45 percent intend to leave, for sectors such as consulting and for-profit companies.
- The top two factors they cited as drivers for leaving the sector were salary/wages and burnout both indicated by at least half the participants, with burnout the most popular answer.
- 40 percent of respondents indicated that they were neutral or thought it unlikely that they would ever serve as executive directors. Survey respondents cited long hours, the demands of funders, and the demands of boards as the primary barriers to pursuing those positions.
On Philanthropy then asks, "If a significant proportion of these motivated young professionals, many of whom are already serving as second-tier leaders in their organizations, don’t expect to even pursue top leadership positions, who will fill the Baby Boomers’ large shoes? Are we indeed facing a leadership deficit that will cripple our ballooning sector? If so, how can we ensure that the next generation is willing and able to take on leadership roles?"
Begging the question, what can the sector–and particularly those within committed to women’s leadership, economic security and workplace equity and justice, as well as the consistent strengthening of effectiveness, innovation and impact within the sector–do to stem the ever-leaving tide of young talent?
A number of thoughts and concerns expressed at the dinner, as well as within the blogosphere, may lend some answers, or, at least, food for thought:
Debt Driving Decisions
A point made at the dinner was that by and large, the amount of student loan debt someone has will be a great influencing factor in what sector they choose to work in. The proposed Student Debt Relief Act could help address this, however, by providing loan forgiveness for people who enter the public service–including the nonprofit sector. One of the speakers pointed out that, due to the prevalence of women in the nonprofit sector, this would be a large win for women, as well as for the nonprofit sector, which would gain additional recognition and stature as an industry doing service in the public good and have more talent available to it as few were forced to self-select out to pay back loans.
Should Social Change Work Be a Luxury?
Similarly discussed was that the sector, due to its comparatively low wage base, could often be closed off to those who can’t afford to do unpaid internships, get an advanced degree (without assistance from family, the government or scholarships to help pay for it) or are single women (either living alone or heading households–particularly in an economy like D.C.’s). As a result, does the sector then become privy to leadership only from those in the financial position to be willing to work a second job or who are fortunate enough to receive support from a spouse or family?
You Can’t Buy Me…Diversity?
This relates to the discussions that have been taking place between a number of philanthropic thinkers on the ability of those with means to influence the sector moreso than those who may have not. Is the sector, at every level, being closed to those who may have the largest stake in social change? (Note that the survey results cited before indicate that currently the nonprofit sector is primarily white (72 percent), followed by 6 percent African American, 6 percent Asian/Pacific Islander, and 5 percent Latino/a)–perhaps as much an indicator that increasing diversity within the nonprofit sector will depend as much on economic and salary issues as on general cultural competency or diversity awareness.
Women’s Work…Is It Worth Less?
Then there is the piece about what this says about the status of the sector as a whole, and other sectors that are predominantly occupied by women. I met with someone yesterday who made the excellent point that in nursing, a field long-dominated by women, demand always exceeds the number of available positions, and yet like with almost any other employment market, this never drives up salaries. As a result, quality of care declines as the standards drop for the education and skills of those accepted into the field.
This is interesting to consider when framed in terms of the nonprofit sector and the current trends referenced above. Could there eventually be a significant drop in talent, leadership and ability as employment in the sector becomes based far more on financial security than on commitment, drive or professional predisposition?
Negotiations: Taking from, or contributing to the mission?
And finally, there is the personal issue of negotiation–and the difficulty many women express in negotiating for a higher salary in a context of social justice. Or at all, as it well documented in Linda Babcock’s Women Don’t Ask.
While we spent a fair amount of time last night discussing the nuts and bolts of negotiating, this conversation also brought out another issue–that of holding nonprofits to the same standards as their missions, and considering that if the sector is committed to economic security, a living wage and social justice that this must begin "at home" so to speak, with workplace policies, salaries and cultures that reinforce, support and contribute to the very mission they may be promoting throughout their region, country or internationally.
Generally, a lot to think about and an illustration, at least to me, of how a number of the conversations about the nonprofit sector in general–related to retention of talent, fostering young leaders and ensuring a diversity of voices across all aspects, including class and socio-economic background–deserve some serious consideration from the perspective of a gender lens.
And are an illustration, yet again, of how looking at and addressing an issue that may seem, at first, to be about women, is really about the welfare, advancement and effectiveness of everyone concerned.
I haven’t even covered a fraction here of the wisdom of our speakers last night, or the other women who shared their experiences and ideas, and I’m sure there is a ton more here to think about. Let us know your thoughts in comments.
How do you think the nonprofit sector stacks up for women and in general? What can we do to improve things? Does any of this really matter? If so, to what extent? Is the sector–and other similar ones dominated by women–a statement about women’s status in society?
How far has the sector come? How much further do we have to go to make it a win, for women and in general?
