Workplace Content Topic Results

This webinar marks the “official” launch of the Transforming the Gender-Based Violence Movement: Increasing BIPOC Representation and Actualizing Accountability Project (formerly named the Women of Color Coalition Leadership Project), led by Arlene Vassell, NRCDV’s Vice President of Programs, Prevention and Social Change and Dr. Nkiru Nnawulezi, Associate Professor of Psychology, University of Maryland, Baltimore County.

This white paper from the Delaware Coalition Against Domestic Violence explores how all local and statewide organizations, corporations, workplaces, and sectors can consider ways to adopt and advance policies that promote economic equity and revamp policies that may hinder success, stability, and safety for employees and communities.

Numerous studies have confirmed the impact of bias on performance assessments and career advancement for women of all races and ethnicities, and people of color. This article offers helpful strategies for disrupting bias and promoting equity in the performance review process.

In order to address white supremacy and racism, movement leadership must recognize the historical contributions of women of color, create supportive equitable work environments that emphasize anti-racist practices, and maintain accountability structures. NRCDV recommends the 11 data-driven strategies listed in this document to further women of color’s advancement.

Gender-based violence organizations have a responsibility and an opportunity to support the survivors on their staff on their healing journey by creating survivor-centered workplaces that help staff stay employed and support their financial security and long-term safety. In the November 2021 TAQ, guest authors from FreeFrom outline actionable recommendations for how organizations can start building survivor-centered workplaces. 

Many nonprofit organizations that provide direct human services are exploring how racial equity and inclusion (REI) and performance measurement collectively inform decision-making and strategies that affect their core mission. Starting from this mission orientation, organizations can benefit from guidance on operationalizing racial equity values within their measurement and evaluation work and acknowledging the systemic barriers that influence client outcomes.

This brief explores how one local partnership in the Generation Work initiative, led by the Goodwill of Central and Southern Indiana (GCSI) and specifically its Excel Center® adult high schools—rolled out racial and ethnic equity and inclusion (REEI) training for its staff throughout the organization as part of its recognition that PYD approaches would have limited reach without more explicit REEI work. 

While there is strong empirical confirmation that effectively recruiting, hiring, and retaining a diverse staff is positively correlated with increased organizational performance, many studies and surveys show that many organizations struggle to do so. This report offers suggestions for a more comprehensive recruitment, interview, and selection processes and provides a primer to think about and redesign the existing structures that impede inclusion and equity in the workplace and to create the foundation needed to sustain diversity.

This fact sheet outlines the ways in which paid family and medical leave helps women remain in the workforce throughout their careers and helps equalize caregiving.

Nearly 20 million people experience domestic violence, sexual violence or stalking by intimate partners every year in the United States. Nearly 1,300 women die from intimate partner violence and nearly two million are injured each year. This fact sheet outlines how a national paid sick and safe days standard would help provide victims and survivors the support and job stability they need to escape and address violence.

This report examines the educational, career, and economic effects of intimate partner violence by presenting findings from a survey of 164 survivors developed by the Institute for Women’s Policy Research and administered at transitional housing programs, shelters, and other domestic violence programs in 11 states and the District of Columbia. 

While this guide was written for organizations in sustainability and environmental fields, the practices and tools provided in this document are relevant to nonprofits and are intended to support organizations in their evolving practices to achieve increased equity, diversity, and inclusion in their offices by addressing historical discrepancies in recruitment, hiring and retention efforts.