Why you shouldn’t send that email after submitting your application if the organization says no calls or emails.
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Living in fear shouldn’t be part of the experience of working in our movement. You can help protect your employees (and your organization) by providing password manager accounts and training; enforcing 2FA and providing free second factor hardware tokens; giving every staff member access to data removal subscriptions; providing holistic security stipends; and creating proactive policies to assist any employee experiencing online harassment.
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There are a lot of ways to lawyer for reproductive justice.
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A report on pay equity in the reproductive justice, rights, and health movement organizations.
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Here's how to approach someone respectfully and appropriately for an informational interview.
Read MoreEconomic justice is reproductive justice but unfortunately the repro movement has a long way to go before we achieve either. We often talk about the need for more diverse candidates and the need to center the leadership of people most impacted by systems of oppression but if organizations continue to be unaware or simply ignore the economic realities that many of us face, the movement will continue to suffer.
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One of the most nerve-wracking parts of the hiring process is the salary negotiations. For a lot of us, it can be uncomfortable to name our labor in terms of a dollar value, and even more scary to wonder what someone else thinks our labor is worth. This is complicated more when organizations don’t say how much a position pays and it becomes a guessing game until the moment we’re offered a position or if they’re basing your potential new salary on your previous underpaid positions. It’s enough to turn anyone into a stress ball.
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Through our work, we’ve come to understand the negative impacts of unpaid internships and be inspired by those who advocate changing institutions that allow them (and yes, sometimes we are our own inspirations). Advocating for fair pay in the workplace when you’re coming in at a disadvantage can be extremely daunting, and that’s why it’s so important for all sectors of the workforce to understand the importance of paid internships.
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We're here to share some lessons we’ve learned to help you on your journey to movement and movement-adjacent work—even if you don’t land one of the reproductive health, rights, and justice movements’ competitive fellowships.
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As women of color research fellows for Pay Our Interns, we advocate for other women of color interns to be fairly and equitably compensated in Congressional internships. So we’re here to push other organizations to do the same. Enough is enough! It’s time to put an end to harmful practices that demand unpaid labor from BIWOC*.
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Together, we can disrupt the capitalist heteropatriarchal system that makes this practice a necessity in the first place.
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Racism and other oppressive -isms in a workplace show up due to organizational leadership and a long-standing fucked up culture, and it is not an individual intern’s problem to solve.
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This year has already been the worst, longest collective year in existence because of this pandemic, why should hiring continue the same practices making it even more stressful?
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How you read a job description to get the most information out of it, and to get hints at what the organization's culture is like, is a honed skill.
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For a lot of people—particularly marginalized folks, first generation folks, and people of color—this process is a mystery shared by mentors and in secret. We hope to demystify this process for everyone and help you feel more prepared as you search for a new position.
Read MoreSo many hiring practices that social justice organizations use don't match their values or their work, and as a result, cause them to miss out on the very candidates they are allegedly recruiting: "diverse" hires.
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The application process is long and stressful. It’s vulnerable and can challenge you mentally, physically, and emotionally. Hopefully, these tips will help you turn in the best application materials you can.
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“Social change requires constant evolution in ourselves, in our organizations, and in our movements. Executive directors cannot be doing a good job if they have no vision for transitioning the organization beyond what they can achieve.”
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