It’s easy to get caught up in the end-of-year hustle; if you’re looking for a more meaningful and impactful holiday season, celebrating Giving Tuesday can help you end your year on a high note.

Now in its 10th year, the annual global day of giving takes place on the Tuesday after Thanksgiving in the United States. What started as an idea among co-workers has grown into a trending hashtag and essentially a holiday of its own in the social-impact sector.

This year, Giving Tuesday falls on November 29 (tomorrow!). It’s not too late to participate, and if you’re currently looking for a job, marking the day can also help you in your search.

Because the day results in millions of fundraising dollars for nonprofits to continue carrying out their mission-driven work, knowing about different campaigns and fundraising efforts can help you determine which organizations you’d like to work with and how they operate. Participating in volunteer efforts can also show potential employers that you’re genuinely interested in their mission.

To be clear, we’re not suggesting that donating money to an organization you’d like to work for will help you get the job. Instead, here are three non-monetary ways to celebrate the day that can make you a stronger candidate and help you find the right social-impact job.

1. Learn about Giving Tuesday’s impact on the nonprofit sector

Last year’s national campaign was one for the record books, with donations reaching $2.7 billion—up 9% from the previous year. Being well-versed in an event that has become so important to the nonprofit sector can help you in your job search and interviews. It’s always good to be able to demonstrate that you understand your field, especially if you’re trying to switch from the private sector.

Make a list of the organizations you’d like to work for and research their past campaigns. How big of a fundraising ask do they go for, and do they often meet their goals? Do you have experience with the fundraising platform they use?

If they have a newsletter, subscribe and keep track of their marketing efforts and how they communicate with potential donors. This knowledge is going to be extra beneficial if you’re applying for a development or social media position because you’d probably have a role in the annual campaign.

If you find yourself in an interview, you could suggest ways to improve or build on the organization’s campaign next year. Just be careful when making suggestions because you don’t have all the knowledge about the organization’s goals, capabilities, and procedures. You want to strike a balance between demonstrating your expertise without presuming that you know everything about the organization and can do a better job than them.

2. Follow organizations on social media

Social media is a huge component of Giving Tuesday, uniting people across countries and charitable causes in a global, collective day of giving.

To find out how the nonprofits you’re interested in interact with their online communities, take a look at their profiles across social media platforms. Do they share case studies to show where donations dollars go? If you’re applying for a communications role, it may be your responsibility to collect testimonials for circulation.

Checking out the social media presence of an organization is an easy way to gain insight into how they communicate with supporters, but don’t feel obligated to interact with them. By passively following their #GivingTuesday campaigns, you can find out important information while still maintaining boundaries between your social media presence and that of the organization.

Pro Tip: Following a social media campaign also gives you something specific to reference in a cover letter or interview. Did you like the selfie campaign an organization implemented? Let them know, and explain what you liked about it!

3. Volunteer for an organization that you’d like to work for one day

Much of the narrative around Giving Tuesday is about giving money, but you can also give your time. Volunteering is a great way to gain valuable skills and get to know an organization, and it can even lead to a job opportunity down the road.

Follow these steps to explore how to give your time:

• First, ask yourself what you want out of a volunteer opportunity. Are you looking for a one-time commitment or a longer-term responsibility? Is there a specific skill you’re hoping to learn, or a specific type of work you want to do? There are many different types of volunteer opportunities, and getting clear on your goals before you start contacting organizations can help ensure that the one you choose is the best one for you.
• If you’re not sure where you want to volunteer, search for opportunities on Idealist.
• If you already have an organization in mind, contact the person who manages volunteers and ask about available opportunities. Our Get Started Volunteering guide has a list of questions you can ask when evaluating a volunteer opportunity.

No matter how you choose to mark Giving Tuesday 2022, we hope you find it fulfilling. And if any of these tips helps you land a job, let us know!

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Despite the abundance of social media apps and virtual platforms to keep us connected, Americans are more lonely than ever before—and that loneliness is creeping into our professional lives. 

A 2022 survey from Cigna Health shares that professionals who have a poor relationship with colleagues are 10% lonelier than those who have positive workplace interactions. When survey respondents are asked about balancing their professional and personal lives, those who report having poor work-life balance are almost 7% lonelier than those who have positive work-life balance.

The COVID-19 pandemic played a part in this. Although some professionals were fortunate enough to work from home for safety reasons, social isolation from co-workers and friends contributed to feelings of loneliness. Even as more workers have returned to in-person or hybrid operations this past year, the effects of the pandemic are still being felt.

Feeling disconnected from your colleagues or organization can lead you to feel unmotivated or reluctant to carry out your role. With many people spending at least a third of their lives at work, combating workplace loneliness is essential to improving life satisfaction and staving off burnout.

Build bonds with colleagues

It’s important to have boundaries in the workplace, but being professional doesn’t mean you can’t also be personable. By making an effort to get to know your colleagues outside of their role’s responsibilities, you’ll quickly discover more about the people you spend your days with.

Set aside the first few minutes of a meeting to truly check in with your team. Whether it’s celebrating personal accomplishments from the previous week, sharing highlights from the weekend, or asking about the outcome of a co-worker’s rec league baseball tournament, these casual conversations can bolster bonds among colleagues.

If you’re ready to take your workplace interactions a step further, suggest a day of the week to have lunch with your co-workers. Sharing a meal can fast track relationships and increase familiarity. Make it an occasional potluck to find out everyone’s favorite recipes, or take turns deciding where to pick up takeout.

To create community at work, start small. Checking in about personal matters shows investment in more than just the workload or final product; it’s evidence that you care about your co-workers on an individual level, as well.

Show appreciation for others

Everyone likes to feel valued at work, but tight deadlines and packed schedules can make it difficult to recognize colleagues for a job well done. Taking a few minutes to show your appreciation when collaborating with others can foster teamwork and camaraderie.

Carve out a few minutes a week to consider your team's recent efforts. Did one of your co-workers take on extra work while another team member was out sick? Did your boss provide extra support with a new project? Take the time to thank them.

You might kick off meetings with shout-outs for those who went the extra mile, or send at least one "thank you" email or Slack message to a co-worker each week. Building a culture of gratitude at work can combat workplace loneliness by helping people feel valued and connected to one another.

Socialize outside of the office

Building a community in the workplace doesn’t have to happen during working hours. If your office has resumed even partial in-person operations, consider organizing or joining a social activity.

Starting a staff sports league, attending post-work happy hours, or other activities can strengthen your relationships with co-workers. If you can’t join in on the after-hours fun because of a busy home life (or because you need space after a long work day), suggest taking lunch away from the office and putting a moratorium on work-related topics. Adding some casual socializing into your workday can transform acquaintances into potential friends and increase the sense of community in your 9-to-5.

If you’re not comfortable with in-person interactions, or if you’re working remotely, consider virtual ways to get involved with your colleagues. Online staff events don’t have to be a thing of the past if your team was actively engaged and excited about connecting with one another. If you all have Zoom fatigue, then starting a few Slack channels for niche topics or organizing a virtual game league are low-lift ways to have fun with co-workers.

Cultivating moments for interpersonal connection is essential for combating loneliness, and it doesn't have to be limited to your workplace. Joining up with like-minded folks through professional organizations and local events can also improve feelings of isolation while broadening your network.

Combating workplace loneliness as an older professional

For older professionals reentering the workforce after time away or switching fields from the private sector, building community may feel more challenging or daunting. To break down how older professionals can avoid feeling isolated at work, we contacted our friends at AARP Foundation to share tips and guidance.

AARP’s charity affiliate serves people over 50 with low income through grants, resources, and programs aimed at tackling senior poverty. By hosting skill-building workshops and coaching sessions aimed at building digital literacy, assisting with the job search, and starting a business or gig work, AARP Foundation helps these individuals find economic stability and address challenges in the workplace. The Senior Community Service Employment Program (SCSEP), in particular, matches people over 55 with local nonprofits and public agencies to increase skills and build self-confidence, while earning a modest income.

When it comes to connecting with colleagues, according to AARP Foundation, older people more often than not face the same challenges as other professionals. For those who work in-person, try bringing up non-work topics during lunch to connect with your teammates. Building up digital skills can also go a long way in fostering healthy relationships, particularly if your work is hybrid or remote.

If you feel like you’re in a different life stage than younger colleagues, asking about their personal lives can reveal some common ground. You may find out a co-worker has a child at the same school as your grandson, or that someone in another department loves the same football team as you. Starting a mentorship program can also help you connect with others by sharing your expertise or learning from those who have useful experience in the social-impact sector.

Most of our perceptions about age and generational differences are not rooted in facts. AARP Foundation shared that some older professionals may be excluded from social activities because they’re perceived as disinterested, even though they want to find a community among colleagues, too. A recent AARP survey found that 62% of adults age 50 and older think older workers face discrimination in the workplace today based on age, which can lead to negative workplace interactions.

By remaining aware of discrimination and dismantling stereotypes of older professionals, your workplace can become a more healthy and inclusive place for people of all ages.

At the very least, your organization should help nurture connections between colleagues. If no work is currently being done in this realm, suggest a few of the above activities at the next staff meeting or check-in with your manager. By asking for everyone’s perspective regardless of title, age, or experience level, you’ll make sure your colleagues feel well-represented in whatever you pursue.  

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Life can be stressful; between managing your day-to-day, juggling work projects, and making time for yourself, it’s natural to feel overwhelmed with what’s on your plate. 

If you feel like stress is starting to take over, then it may be time to take a step back and reassess your priorities. Making gratitude a regular part of your life can help.

A growing body of research suggests that expressing gratitude leads to greater life satisfaction and improved physical and psychological health. By reflecting on all of the things that bring you joy—and thanking the people who act as your support system—you’ll recognize exactly what and who gets you through the tough days.

You’ll also be able to better appreciate how different aspects of your life serve you, building healthier relationships with yourself, your work, and those around you.

Practice self-gratitude 

In order to take advantage of all of the positive effects of gratitude, start by looking inward. How have you helped yourself grow as a person? 

One simple way to integrate gratitude into your daily routine is to start a journal. Spend a few minutes each day writing down three affirmations, no matter how small you think they are. Maybe one day you’re proud of yourself for going to the gym after work, or you’ve started painting as a hobby; whatever you do that brings you joy or allows you to clear your mind, write it down!

Of course, it’s also important to remember that practicing gratitude does not require you to ignore or stifle negative emotions—allow yourself to sit with your feelings and reflect on the larger picture.

For every mishap that takes up space in your mind, challenge yourself to write down one positive outcome that came from it. Maybe you’re disappointed that you haven’t hit a career milestone that you’ve been working toward, but you can recognize that your alternate path gave you relevant work experience or taught you additional skills instead.

You’ll have your fair share of mistakes and disappointments (we all do!), but every experience has made you wiser and more resilient. Being grateful for what you’ve learned through these events can help you bounce back when you’re feeling overwhelmed.

Be thankful in your personal life

Once you’ve started practicing self-gratitude, a natural next step will be to begin looking outside of yourself to those who have supported you throughout your life.

Maybe a parent is always there to lend a sympathetic ear, or one of your neighbors offers to watch your pets when you’re away from home. Once you reflect on how these small but thoughtful actions impact you, express gratitude in a more specific, intentional way. Consider writing your parent a letter to share that you value their support, or baking cookies for your neighbor to show your appreciation.

The practice of saying thank you to your community will also remind you that you have a support system willing and able to help in your time of need. Let them know how much they mean to you by focusing on intention and action.

Pro Tip: Having a community of people who share the same values as you makes it easier to recognize what you’re grateful for. Try volunteering or starting a new hobby to connect with others the next time you’re feeling stressed—taking a step back to do something you love may be just what you need.

Be mindful of professional demands

According to a 2022 report, workplace stress is the most common type of stress, affecting 44% of employees globally. For social-impact professionals, the lines between your personal and professional life may be even more blurred because of deep connections to your organization’s mission, or because you frequently engage in direct service.

But your work is not all stress, so taking a step back to reflect on why you chose your current field can reignite your passion.

If you’re feeling stuck or uninspired, try updating your resume. Even if you aren’t job searching, the act of highlighting your big wins and achievements will remind you of everything you’ve accomplished in this role and help you plan for what’s next.

Even when you feel personally connected to your work, it’s important to set boundaries. Let colleagues know your working hours and pause notifications on Slack and email so you aren’t tempted to answer any after-hours questions. If you’re concerned about missing an urgent message, share your cell phone number with co-workers along with clear guidelines on when they can contact you.

Pro Tip: Read through your employer-sponsored benefits to see if you have access to wellness benefits like a discounted gym membership or meditation app, and always use your vacation days!

It also pays to be mindful of how your colleagues are feeling at work, particularly when you’re all working collaboratively. Make sure to regularly check in with teammates to ask about their capacity for tasks and encourage them to take breaks when needed. In meetings, allow everyone to share their perspective, not just those who regularly contribute or who are the loudest.

Express gratitude frequently and honestly

Gratitude is not only a practice that can help you cultivate greater personal life satisfaction and work-life balance; it also acts as a glue that solidifies relationships.

You can probably think of quite a few people who have helped you with a last-minute task or taken on additional responsibilities when you needed support. Instead of sending yet another “thank you” message on Slack or through email, schedule a lunch or coffee date with your biggest cheerleader.

If you’re on a team, don’t wait until the end-of-the-year review to thank others for their hard work. Make a habit of thanking people regularly for their time, attention, and effort.

Ask your manager to devote the beginning or end of a meeting to shouting out co-workers who went the extra mile that week or helped you with a project. If someone stayed late to make sure a task was finished by deadline, be genuine in your praise and clear about how they made an impact. Recognizing others for their contributions will build a culture of appreciation and ensure everyone feels supported at work.

Gratitude is a simple way to take stock of everything and everyone that makes your life more meaningful (and manageable). Start by verbalizing your appreciation for yourself and others, and soon you’ll notice the relationships in your personal and professional life grow.

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Looking for ways to destress at home and at work? Check out our resources for practicing mindfulness.

Are you thinking about attending grad school?

Maybe you’ve narrowed down which degree programs you’d like to pursue, or perhaps you’ve only recently started to consider if grad school is right for you—either way, we applaud you. Grad school is a big step that can widen your career prospects and deepen your knowledge of your field.

Wherever you are in your grad school journey, one factor you’ll want to consider is whether to pursue a full-time or part-time degree program. That way, when you’re ready to apply and enroll, you’ll know which programs will be the best fit for you and your goals.

For a growing number of individuals publicly identifying as non-binary, the job search and application process can be filled with a lot of unknowns. In addition to preparing for interview questions and wondering if you’ll connect with the hiring manager, you may be concerned about whether your interviewer will understand and respect your gender identity.

“How and when do I introduce my pronouns? What if the name I go by is not the name on my legal documents?” 

While there is not one right answer, a little bit of preparation can go a long way. 

Get a sense of the organization's inclusiveness

Before accepting an interview (or even before applying), do some basic research to see if you can determine if the hiring organization is queer-friendly. Look for reviews of the organization and its leadership, search for any press related to the organization and the LGBTQ+ community, and check their website for anti-discrimination or Equal Employment Opportunity (EEO) policies. You can even get a good (or bad) feeling based on whether the recruiter or main point of contact has their pronouns in their email signature, or introduces their pronouns to you.

If you have an initial screening call with the recruiter or HR, this can also be a good time to ask about the organizational culture and policies.

Share your pronouns when you feel comfortable

When it comes to introducing your pronouns, there is not a one-size-fits-all approach. Some people display their pronouns next to their name on their resume, while others worry that the resume is too prominent a place for their pronouns. Some people have their pronouns on their website or LinkedIn, while some choose to include their pronouns only in their email signature. And of course, when an application explicitly asks for pronouns, it may feel safer to offer them.

In the actual interview, some people introduce their pronouns immediately after saying their name. For others, it doesn’t feel natural or fluid to bring up pronouns right away, especially if the interviewer dives right into questions without much space for introductions. If interviewing remotely, pronouns can be included next to your name (such as when you enter your name on Zoom). However you choose to introduce your pronouns, do so in a way that makes you feel comfortable.

And if you don’t use your legal name during the application process, the best approach may be to mention this during the first screening or interview to avoid complications down the line.

Ask about workplace initiatives that support LGBTQ+ people

Remember that the interview is just as much a time for you to ask questions about the organization as it is for the interviewer to ask questions about you. And don't be afraid to probe! If you feel like you’ve established a good rapport with the interviewer, it can be a great idea to float by some LGBTQ+-related talk to get an understanding of the workplace culture.

Above all, be yourself—the most authentic, capable, professional, and confident version of you!

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Equity, negotiation, counter-offers, wage gaps, cost-of-living … the list goes on! Considering the breadth of topics and frequently asked questions that fall within the “salaries” category, it seems like it’s always a good time to discuss compensation. 

And here at Idealist, we’re not just talking about salaries; we’ve also been developing an entire toolkit—think data, resources, and brand new functionality—to help inform all of your salary decisions. So whether you’re wondering about pay equity, negotiation, counter-offers, closing the wage gap, or cost-of-living, it’s our goal to provide you with the data and the power to make the best salary decisions for you.

What is Idealist Salaries?

Idealist Salaries is our free all-in-one compensation product developed specifically for social-impact professionals (or aspiring social-impact professionals) like you. Here’s what’s included:

Salaries survey

If you’ve worked full time (35+ hours/week) at a nonprofit in the United States within the last three years, we want to hear from you! Our nonprofit salary survey asks for a few pieces of key information—like title, salary, years of experience, location, and optional demographics. 

We use this aggregated information to help nonprofit professionals like you learn what you could be paid in another city, or in a different role, or at an organization of a different size. Try it out! → 

Explore Salaries

Our salary calculator tool allows nonprofit professionals to see salary ranges across titles, and to filter by specific parameters—job title, location, years of relevant experience—and get even more detail. Try it out! →

Salary transparency and shared data = pay equity

In the Salaries survey, we ask idealists to (optionally) share important information such as race and ethnicity, gender identity or expression, veteran status, disabilities status, and age. We understand that these aren’t minor details; in fact we take your data—and your data protection—very seriously. 

But how does Idealist use this information? And does it really benefit social-impact professionals?

As many of us in the workforce know, pay inequity is real. One need only look at things like this post on the wage gap to get a sense of the issues that exist. We’re already seeing some of these disparities reflected in early data that has come in through the Idealist Salaries survey, especially as it relates to gender identity and expression. The more details we’re able to collect from you and your fellow social-impact professionals, the more holistic the salary story becomes, allowing us to share rich and well-informed data and resources with our community. 

Ultimately, we hope that our unique ability to celebrate instances of equitable pay in the sector, as well as shine a spotlight on where employers can do better will benefit everyone, from new grads to seasoned professionals. And where there’s an opportunity to do better, we always strive to be a ready resource in that work, so you can expect plenty more from us in the way of pay equity and transparency. Watch this space!

On March 15 of this year, people across the U.S. marked Equal Pay Day, the symbolic day each calendar year when a woman’s earnings “catch up” to a man’s earnings from the previous year. Because white women on average earn 80 cents on the dollar compared to men’s earnings, it takes a woman almost 16 months to earn what a man earns in just 12.

But that 80-cent statistic is not an average for all women, compared to men. For many women, Equal Pay Day doesn’t come until much later in the year. Compared to white, non-Hispanic men—who are used as the benchmark because they are the largest group in the workforce—women of color often experience a much larger pay gap. For example:

• Black women earn 58 cents for every dollar earned by white, non-Hispanic men, which means Black Women’s Equal Pay Day occurred on September 21, 2022.
• Native and Indigenous women earn 50 cents on the dollar, which means Native Women’s Equal Pay Day will take place on November 30, 2022.
• Hispanic or Latina women earn 49 cents on the dollar, making Latina Equal Pay Day take place on December 8, 2022.

The point of marking each of these Equal Pay Days is to draw attention to the various pay gaps and prompt discussion about what’s behind them—and how to end them.

Understanding the gender pay gap

There are many ways to slice and dice the data, but no matter how you cut it, women’s earnings typically lag behind men’s. The American Association of University Women (AAUW) finds a gender pay gap in every state, in every age range, and for women of all education levels.

There are several factors that contribute to the pay gap. One key cause is occupational segregation: women often work in fields that pay less, such as education and administrative support, while men are more heavily represented in higher-paying fields like science, technology, engineering, and math (STEM).

Occupational segregation is rooted in gendered perceptions and stereotypes of what men and women are “good” at. It makes a clear divide between “women’s work” vs. “men’s work.” From early years in school, many girls are unconsciously steered into certain fields, and unfortunately, those fields often pay less.

But even within the same occupation, women tend to earn less than men. After controlling for other factors besides industry that can affect pay, economists attribute 38% of the gender wage gap to the effects of discrimination. Although gender discrimination in employment is technically illegal, it still happens, either blatantly or unconsciously, due to implicit bias.

Why women of color experience larger pay gaps

The larger pay gap that women of color experience is a textbook example of intersectionality. As women, they face the structural barriers and gender-based discrimination described above. And as people of color, they face additional structural barriers and race-based discrimination, which exacerbates their pay gap.

An intersectional lens, like the one used by the Building Movement Project in its report Race to Lead: Women of Color in the Nonprofit Sector, sheds light on how race and gender interact to produce a larger pay gap and make it harder for women of color to advance to higher-paying jobs. For example, the report survey found that women of color were more likely to face barriers to career advancement and be relegated to lower-level roles (which tend to be lower-paying), relative to white women and men of color. This trend remained even when survey respondents reported that they held advanced degrees or had pursued additional training.

“[There is] often an assumption that a person of color is supposed to be working in an administrative role, and so I was automatically dissuaded from applying to managerial positions (despite having a master’s degree),” said one multiracial women who responded to the survey, illustrating that the same stereotypes that drive occupational segregation by gender also segregate women of color into lower-paying fields.

The research also found that women of color reported less access to mentors in their organizations and were less likely to receive regular feedback on their work—two things that can be critical to professional development and advancement.

“When the senior leadership identifies and grooms a colleague they think would be an impactful ‘face’ for this organization, that person is white, male, and heterosexual,” said one Black woman. “In one instance, I have far more experience and education, yet am not being groomed in this way.”

What you can do

If there are many contributing factors to the larger pay gap for women of color, then there are just as many opportunities to intervene and interrupt the status quo. Even one person can start to shift the culture and break down the barriers that allow the pay gap to persist.

1. Share your salary

One thing you can do right away is share your salary with your peers, especially with women of color in your field. If you’re not comfortable sharing the exact number, you can share a range or your starting salary. “Ask A Manager” expert Alison Green reminds us that employers can’t legally prevent nonsupervisory employees from talking about their pay with each other.

You can also enter your salary on comparison websites or surveys like Idealist Salaries. If you’ve worked at a U.S. nonprofit full time within the last three years, you can input your information and compare your salary with social-impact professionals across the sector.

Sharing your salary can reduce pay gaps. Greater salary transparency allows people to discover if they are being underpaid, and offers the necessary information to advocate for fairer compensation.

2. Negotiate your salary, and help others do the same

Studies show that women are less likely than men to negotiate their salaries, which can contribute to the gender pay gap. If you’re a woman reading this post and you have never negotiated your salary, now’s the time to change that. Check out our tips for negotiating your salary and benefits.

If you’re not currently up for a review or a raise, read up on the same resources linked to above and then offer to role-play with a friend who’s about to negotiate their salary. Take notes on how they can be more assertive and make a stronger case for their requested salary—and give them the encouragement they need to negotiate confidently!

3. Advocate for change

The Building Movement Project suggests organizational changes that can help reduce pay inequities for women of color, such as anti-bias training and pay transparency. While these are large changes that one person can’t make overnight, you can band together with colleagues and lobby your organization to take action.

It’s often safer for white employees to initiate these conversations because they don’t have to contend with harmful racial stereotypes like the “angry Black woman”—a theme that came up often in the write-in responses and focus groups that informed the Race to Lead report. Speaking up in these instances is one example of how white people can use their privilege to be an ally in the workplace.

If you want to push for change on a larger scale, find organizations in your area that work to address pay inequities. Advocating for major policy changes at a state or national level—like banning employers from asking job candidates for their salary history—can help to ensure that salaries are based more on merit and equity.

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It’s normal to be nervous about an upcoming interview, but prepping answers to tricky questions can help ease the process and make sure you present how you'll do the job. Even with the standard interview process in flux, you can bet that almost all hiring managers want you to touch on the same three points to determine your compatibility with a role.

1. Can you do the job?

This is the main question at the top of every hiring manager’s mind, and the reason that you’re interviewing for the role: Are you capable of doing the work?

An interview is your opportunity to elaborate on your most relevant work experience (not simply repeat the information that’s already on your resume). Think about what sets you apart from candidates with similar backgrounds and prepare anecdotes that highlight your unique approach to projects or challenges at work.

If you’re interviewing for a leadership position, reflect on your ability to guide others. Maybe you took the initiative to organize regular check-ins to help your team get more comfortable with giving and receiving feedback. If you’d like to highlight a project you spearheaded, share what project management tools you used to provide insight into your workflow.

Pro Tip: Make sure that you know the difference between showing versus telling to really wow a hiring manager!

2. Will you do the job?

Even though you may have the skills and experience a role requires, you’ll also need to show the hiring manager that you’ll actively do the work. It’s great if you’re genuinely passionate about an organization’s mission; but if you aren’t interviewing for your dream job, you’ll still want to share which parts of the role excite and motivate you.

To properly address this question, take note of what drew you to apply for the job in the first place. Will it allow you to engage in direct service in a community-based setting? Did the organization recently announce an initiative you’d like to get involved in?

You can also illustrate that you will do the job (and how you'll do it) by doing research into some of the hiring organization's pain points prior to the interview. Getting the scoop on the real challenges they face—and how those challenges relate to the role for which you're applying—gives you an opportunity to present some real solutions in your interview.

When a hiring manager hears specific ideas for how you plan to manage your responsibilities, they’ll know you’re serious about the job.

3. How will you add to the organizational culture?

If you’re a seasoned interviewee, you may be expecting to see something about culture fit on this list. However, many hiring managers are changing direction and moving away from culture fit and toward culture add, and we couldn’t agree more.

Rather than judging how you’ll fit into an established organizational culture—I’m sure you can think of at least a few ways this method can lead to biases in hiring—many hiring managers are now looking for candidates who will help to evolve an existing culture, bring different ideas to the table, and advance efforts toward diversity and inclusion. In other words, culture add. 

Interestingly, there isn’t much you can do to exhibit your potential culture contribution other than being yourself. 

Culture add is most effectively measured through objective analysis on the part of a hiring team, so the best advice we can offer here is to avoid squeezing yourself into the box that you think the hiring manager expects you to fit in. Instead, when you interview, don’t shy away from ways in which you can challenge the status quo, improve a current process, or represent a viewpoint that the organization may be missing.

These points may not encompass everything a hiring manager is thinking about during an interview, but they’re a good start. Brainstorm a few examples of how you plan to address them to show off your relevant skills and experience. That way, the next time you’re in a job interview, you’ll know you did everything you could to demonstrate why you’d be a great fit for the role, team, or organization.

By Alexis Perrotta and Jaxx Artz

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Are you deep in the job search journey? Check out our Interview Q&A series for tips on how to answer common questions during your next interview.

If you’ve worked in social impact for a while, you’re probably familiar with the terminology used by nonprofit professionals to describe the ins and outs of operating in a mission-driven environment. But if you’re new to the sector, or making a switch from the private sector, some of the lingo may be confusing.

Below are some common terms you’re likely to come across in your day-to-day working at a nonprofit, but keep in mind that they will vary depending on your organization’s culture and model. For a more extensive list of terms, check out the Glossary of Philanthropic Terms as compiled by the Council on Foundations.

501(c)3

A section of the U.S. Internal Revenue Code that specifies an organization as charitable and tax-exempt. 501(c)3 organizations include religious, educational, charitable, and amateur athletic organizations, scientific or literary groups, organizations testing for public safety, and those involved in the prevention of cruelty to children or animals. These organizations have to follow specific rules to maintain their 501(c)3 status, such as by remaining nonpartisan and limiting the time they spend on lobbying.

Not all nonprofits are designated as 501(c)3—to learn why, scroll down to our definition for "nonprofit organizations" below.

Affinity Group

A group of institutions or individuals formed to support a common goal or interest. On an individual level, you may join an affinity group to promote diversity, equity, and inclusion (DEI) initiatives in the office or to network with like-minded professionals outside of work. Affinity groups can also act as a larger network of organizations united behind the same mission, such as advocating for equitable professional opportunities.

Annual Operating Budget

A statement outlining the revenue and expenses that an organization expects over the course of a year. At a nonprofit, the annual operating budget is an important reference to make sure your organization is on track with finances, and that it doesn’t overspend in any one area.

Annual Report

A voluntary report published by an organization or corporation describing its grant activities. It may be a simple document that lists the grants an organization received, or a more detailed account of the major accomplishments, activities, and financial contributions an organization made that year.

B Corporation

An official certification that designates businesses as socially and environmentally responsible, as assessed by B Lab, a nonprofit organization that grants B Corporation status based on a lengthy process in which for-profit companies must prove that their business practices are sustainable and transparent to achieve a balance of profit and purpose.

Board of Directors

The group ultimately responsible for the success of a nonprofit corporation or association. Board members help steer an organization in the right direction to achieve its mission, which includes planning for the future and following legal guidelines to act in the organization’s best interest. The method by which its members are selected and some guidance about how the Board of Directors will operate can be found in the organization’s charter documents (such as the articles of incorporation and by-laws).

Capital Campaign

An organized effort to raise money for a specific project, such as a major building repair or land acquisition. As a social-impact professional, you likely know how important fundraising is to the sector, and capital campaigns are one method organizations use to achieve their long-term vision.

Customer Relationship Management (CRM)

A central database that helps organizations track communication with constituents. It’s useful for social-impact professionals to be familiar with CRMs, as many organizations rely on these platforms to organize information, create reports, and monitor how many volunteers or donors support their mission.

Direct Service

A program or activity that works directly with an intended population. While many nonprofit organizations use research and advocacy to achieve their missions, those that provide direct service use hands-on work to interact with community members. Some examples of direct service include working in a soup kitchen or mentoring young children through an after-school program.

Endowment

A permanently-maintained fund that is established to provide income for an organization through investment. A nonprofit may launch an endowment fund to ensure it has resources to continue its mission well into the future, but it is only able to access the annual investment income for specific purposes. Endowments may not be the right move for all organizations, however—particularly if the money invested could be put to better use in the present.

Form 990/Form 990-PF

The IRS forms filed annually by public charities and private foundations, respectively, to report compliance with the Internal Revenue Code. Both forms list organization assets, receipts, expenditures, and wages, but Form 990-PF includes a list of grants made during the year by private foundations.

Just because these forms are tax documents doesn’t mean you can’t use them to prepare for your next job interview! Check out our guide to understanding Form 990 to learn more about the structure and finances of a particular organization.

Giving Circle

A group made up of people with shared values who participate in collective philanthropy, which includes making donations, volunteering, and raising awareness about certain issues. Giving circles are a great way to make a bigger splash with your money or time by working with others.

Giving Tuesday

The Tuesday after Thanksgiving in the United States, which is celebrated as a global movement that challenges individuals to give back during the holiday season. Giving Tuesday was launched in 2012 by the nonprofit of the same name and is particularly important for social-impact organizations that rely on donations to continue their work.

In-Kind Contribution

A type of donation that provides goods or services, as opposed to money. Examples of an in-kind contribution include donating canned goods to a food pantry or toys to a children’s organization.

Letter of Inquiry

Also referred to as a query letter, this is a brief letter sent to prospective donors outlining an organization’s activities and a request for funding. If the donor expresses interest, then the organization may submit a full proposal. This saves the time of the prospective donor, and allows inquiring organizations to allocate their resources effectively.

Lobbying vs. Advocacy

Certain nonprofits, such as those classified as 501(c)3 organizations, must follow strict guidelines to maintain their tax exempt status, which includes refraining from partisan activities and lobbying. While a lot of social-impact work involves advocating for an organization’s mission, it can be confusing to note what might cross the line.

Lobbying involves activities that seek to influence specific legislation at the local, state, or federal level. An example of lobbying is communicating with a government representative to persuade them to vote for or against a piece of legislation. According to the Internal Revenue Code, public charities are allowed to engage in some lobbying as long as it does not become “a substantial part of their activities.”

Advocacy, on the other hand, involves spreading awareness about a certain issue. This can include sharing information and resources that support your organization’s work, as long as there is no communication with a representative about a specific piece of legislation.

Mission

A statement that outlines an organization’s objectives and how it plans to achieve them, such as through research or direct service, to support its vision. To learn more about how an organization determines its vision, scroll down to our definition for "vision" below.

Non-Governmental Organization (NGO)

This term describes private, international aid groups that raise money to serve communities in crisis, such as those affected by natural disasters or war. Since NGOs perform similar services to government agencies, this term distinguishes them as independent volunteer groups and charities. OXFAM and Doctors Without Borders are two examples of NGOs.

Nonprofit Organization (NPO)

While there are many different types of nonprofits—29 of which are listed under section 501(c) of the tax code!—the general definition is that nonprofit organizations do not generate a profit for its owners or shareholders. Instead, nonprofits use any surplus income to expand services to achieve their mission.

A majority of nonprofits are classified as 501(c)3, which means that they are charitable organizations and any donations they receive are tax-deductible. Other nonprofits may be classified as 501(c)4 and focus on advocacy work, which allows them to be involved in some partisan, political activity; 501(c)6 nonprofits are professional and trade associations. To find out an organization’s nonprofit classification, you can reference its Form 990.

Operating Foundation

A private foundation that uses the bulk of its income to provide charitable services or programs.  Operating foundations must spend at least 85% of their assets on charitable activities each year and rarely award grants; by contrast, other types of private foundations must give 5% of their assets in grants.

Pledge

A promise to make future contributions to an organization, such as through a monthly or annual donation.

Private Foundation

A nongovernmental, nonprofit organization run by a board of trustees or directors. Private foundations may be funded by an individual, family, or corporation with the goal of awarding grants in support of social, educational, religious, or other charitable activities.

Public Foundation

Public foundations are recognized as public charities and award grants to other organizations, though they may also perform some direct service work (see Operating Foundation above). 

Strategic Plan

A formal guide that identifies the actions an organization must take to achieve its mission. The process of forming a strategic plan requires nonprofits to identify their goals and objectives to decide the next steps for their work.

Triple Bottom Line

A framework that helps companies measure their financial, social, and environmental impact, rather than focusing solely on their profit. As more privately-held businesses determine how their operations impact the world around them, evaluating their triple bottom line can help them work toward a more sustainable and equitable world. This framework is also broken down as the three “P’s”: profit, people, and the planet.

Vision

A statement that clearly defines the overall goals of the organization, which the organization’s mission helps to achieve. A social-impact organization may have both a mission statement and a vision statement to guide its work.

For example, an organization may have a vision statement that outlines a world where all children have access to education. The mission statement may share that the organization’s goals are to build schools and provide rural communities with learning tablets.

Together, mission and vision statements can inspire social-impact professionals and members of the public to engage with an organization’s work.

Volunteer

A person who participates in service opportunities without expecting or receiving financial compensation. Whether they work in the sector or not, volunteers are an important part of social impact and help many organizations work toward their mission.

Editor’s note: At Idealist, we’re experts in the social-impact sector. But what we’re not experts on is student loan forgiveness. The objective of the following piece is to offer a general overview of the program and the waiver, and to point you in the right direction for additional resources. We encourage you to visit Federal Student Aid’s Help Center for any questions or assistance with the Public Service Loan Forgiveness waiver.

Many social-impact professionals with federal student loans are aware of the Public Service Loan Forgiveness (PSLF) program, which makes it easier for certain public and nonprofit workers to manage their debt. Last year, the U.S. Department of Education launched the PSLF waiver to expand eligibility for the program and alleviate some of the financial burden caused by the COVID-19 pandemic. This waiver is set to expire October 31, 2022.

Whether you’re considering a career in social impact, starting a job at a nonprofit, or are a seasoned professional, the PSLF program can help you become debt-free faster.

What is the PSLF program?

The PSLF program was initiated in October 2007 to forgive the student loan debt of borrowers working in the public or nonprofit sectors based on certain requirements. As part of the program, borrowers who work for a qualifying employer can have their remaining debt forgiven after making 120 payments toward their Federal Direct Loans using a qualifying repayment plan.

Student loan debt is a major source of stress that has a negative impact on mental health. The COVID-19 pandemic presented even more challenges for borrowers, prompting a series of changes concerning student loans. As a temporary update to the program, the PSLF waiver’s expanded eligibility is allowing millions of people who may not fit PSLF’s original requirements to benefit from the program.

To help you understand the waiver and find out if you qualify, Idealist has teamed up with the U.S. Department of Education to host a webinar on September 22. We hope you’ll join us as we sit down with Senior Advisor Ashley Harrington from the Office of Federal Student Aid to review the ins and outs of PSLF. In the meantime, you can find answers to common questions below.

The average graduate of the class of 2022 owed $28,950 in student debt at the time they finished their degree. For grad students, that number can soar up to $189,162. That's a lot of money, but increasing debt shouldn’t stop you from pursuing a career in social impact. There are options.

The Public Service Loan Forgiveness program (PSLF) makes it possible for you to pay your loans and follow your dream. Whether you are already enrolled in the program or are just reading about it for the first time, here is what you need to know about how to manage student loan debt while working for a nonprofit.

What is the PSLF program?

The PSLF program began in 2007, when a bipartisan congress passed the College Cost Reduction and Access Act. Borrowers who work full time in a public-interest field can have their federal student loans forgiven after making 120 monthly payments—typically over the course of about 10 years. PSLF was defined broadly, and therefore applies to a variety of public service professions.

Tips for qualifying for PSLF

There are certain steps borrowers can take in order to determine whether their payments and jobs qualify for PSLF:

• First, make sure you have the right kind of loan. Only Federal Direct Loans are eligible for PSLF. Try to avoid taking out private loans, as they are not eligible for loan forgiveness. If you already have loans and are unsure what kind they are, check the Department of Education’s loan database to retrieve your information.
• Apply for the right kind of repayment plan. To qualify for PSLF, borrowers must be on one of the income-driven repayment plans, which base payments off of your income and family size.
• Make sure your payments qualify, which means that they must be made while you’re working full time in the public interest sector and follow the requirements of your payment plan. Even though you have to make 120 payments to qualify for PSLF, they don’t have to be made consecutively.
• Check that your employer counts as a qualifying organization. If you work for a 501(c)3 entity or a state, federal, or tribal government job, your employment typically qualifies. As a standard matter, partisan political organizations and religious work never qualify—but there is a gray area where it is not so easy to determine. To help track progress toward the required 120 payments, make sure to submit an employee-certification form to your loan servicer every year, or if you start a new job.
• Once you make 120 payments toward your student loan debt, you can submit your request for forgiveness. Just don’t make any employment changes until you hear back from the Department of Education.

Pro Tip: Just because you’re not earning a salary does not mean you shouldn’t consider signing up for an income-based plan and submitting employee certification forms. If you are a volunteer in the Peace Corps or AmeriCorps, any payments you make while serving will count as a qualifying payment—and your payments could even be $0!

Need additional resources?

There are a variety of online resources to help borrowers manage their student loan debt and learn about the PSLF program. And if you’ve tried applying for PSLF before and haven’t been approved, then here’s some good news: Last year, the U.S. Department of Education expanded eligibility for the program under the temporary PSLF waiver. Check out the specifics on their website to see if you meet the updated requirements before the waiver expires on October 31.

More than 43 million people owe federal student loans, and about 25% of the workforce is eligible for PSLF. Even if you aren’t yet able to qualify for loan forgiveness, ensuring that you meet the requirements for PSLF will take some of the pressure off of repaying your student loan debt. And in the meantime, you’ll be able to pursue your dream of working in social impact.

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Are you eligible for PSLF? Do you have some tips for making enrollment easier? Share them with us on Facebook and LinkedIn.

Illustration by Marian Blair

When workplaces switched to remote operations during the early days of the COVID-19 pandemic, many employers expected the situation to be temporary. Now that offices have had some time to adjust, your employer may signal it’s time to return to the office.

If you find yourself less than eager to return, you’re not alone. Many of us discovered the work-at-home setup to be ideal, and some are even making career decisions based on whether employers offer this option. A spring 2022 survey from McKinsey reported that 87% of employees embrace the opportunity to work remotely when it’s offered.

If you’re committed to your job but want to work from home on a long-term basis, or you’re making remote flexibility a priority during your job hunt, you may need to prove this decision will be just as good for the organization as it is for you. Here's how to ask to work from home.

Does your employer already have a work-from-home policy?

Your organization may already have a remote work policy—ask the human resources department if you’re not sure. If a policy is in place, see how flexible it is and what requirements you have to meet. Also, consider whether any of your colleagues were working remotely to some degree, even before the pandemic.

The current office culture should give you an idea of what you can request. If your organization discouraged remote work pre-pandemic, it might be less open to your request to work from home full time; you may consider asking for one to two days a week at home instead.

Think about organizational priorities 

The smartest way to ask to work from home is to present the option as a solution to organizational needs. The arrangement should have benefits for your supervisor and co-workers—for instance, maybe remote work will allow you to: 

• Focus more while on a tight deadline;
• Give you time and space to deliver quicker project results and improve workflow;
• Allow you to be “on call” during hours that are more convenient for the team;
• Open up your availability to meet with donors and clients in another time zone when other team members can’t.

Whatever the goal is, it should go beyond your personal needs and preferences and tie in to what the organization wants to accomplish.

It’s also important to consider how your co-workers may be affected. If your absence from the office will inconvenience everyone else, or make it tougher to collaborate and stay on schedule with the rest of the team, a remote situation is not likely to work out. If this is the case and you’d still like to pursue a remote or hybrid situation, it’s important that you map out and explain how you’ll lessen the potentially negative impact on colleagues.

Plan how you’ll stay accountable

Before you officially ask to work from home, put the details in writing as if you’re making a formal business proposal (which you are). This shows you’re serious about your request and have taken time to consider how the arrangement will work. 

Mention how often and when you’d like to work remotely—part of the day, a few days a week, one week per month, full time, etc. The amount of out-of-the-office time makes a big difference. 

One thing you’ll want your proposal to demonstrate is a plan for maintaining strong relationships with your team. Include details like: 

• How you can be contacted (email, phone, instant message, video chat, etc.) and what times you’ll be available; 
• How you’ll supervise anyone who reports directly to you; 
• How you’ll participate in team meetings and collaborative projects;
• What will be your regular working hours; 
• What times and dates (if any) you do plan to work on site. 

For your supervisor, and for your own planning purposes, write out the daily schedule you plan to follow from home. Include the hours you’ll keep as well as the short-term and long-term goals you want to accomplish. Set a time for check ins at regular intervals—weekly, monthly, or whatever seems appropriate—with a supervisor and/or the team. This helps assure others you’ll keep them posted on your progress. 

And if you’ve been working at home for a while, you probably have evidence to prove you can be just as, or even more, productive remotely. Cite this evidence in your request, including any concrete, quantifiable data that shows increased success in your remote office.

Pro Tip: Set yourself up for success by figuring out what resources and office products you’ll need to keep your home office organized.

Meet with your supervisor 

After you’ve written down a proposal, it’s time to ask for a one-on-one with your manager. Frame your request to work from home as a suggestion and a starting point for negotiation, not a done deal. Ask what concerns your supervisor has, and answer questions honestly. 

Above all, be flexible and prepared to compromise. Your supervisor may need some time to check in with others and think about the arrangement before signing off on it, or they may not be able to accommodate your proposed schedule. Remember, the goal is for your working situation to benefit the whole organization.

There are a few ways you can make the discussion more open to compromise: 

• Propose remote work as a temporary experiment that could become permanent, rather than a permanent arrangement from the get-go.
• Ask to work from home for a trial period (a few weeks or months) and plan to check in with your boss when the trial period ends.
• The structure of the trial period itself could vary; you might work remotely five days a week, or try a hybrid arrangement, like a half day or a few days a week in the office.

Whatever you decide, get the arrangement in writing so that everyone involved in the decision has a written record of the agreement. 

How to ask to work from home if you’re looking for a new job 

Job seekers who want to work from home can make this option a priority in their search. It’s helpful to have in mind what your ideal remote-work situation would be, what situations you’d be willing to accept, and how important remote work flexibility is to you (a minor preference you can live without, a must-have, or somewhere in between).

Pro Tip: Idealist classifies jobs as “on-site,” “remote,” or “temporarily remote,” and usually there’s more detail in the job listing itself. You can even search for potential positions based on this criteria. 

Since the COVID-19 pandemic began shutting down offices, most employers are being upfront about their work-from-home possibilities, or lack thereof, in job postings. If you know the job allows distanced employees, you can highlight your work-from-home productivity through examples in your cover letter. And if the letter shows you can communicate clearly and effectively, that’s a point in your favor too—strong communication skills are essential for remote workers.  

Once you land an interview, it’s best to save this question for the Q&A period at the end of the interview (unless the hiring manager brings it up first). Phrase it in a polite way that indicates you want to learn more about organizational culture, not as a personal request; you might ask, “What kind of work-from-home options are available to staff members?” or “Can any of the tasks required for this position be accomplished remotely?” 

Even if remote-working possibilities aren’t advertised, the organization may be willing to accommodate you if you’re the right person for the job. 

Employers around the world have become much more open to remote work situations since the pandemic, and though a perfect work-from-home arrangement isn’t a guarantee, you may be able to negotiate a remote (or hybrid) situation that works for you.

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If you’re working from home, what has your experience been like? Do you want to continue? Let us know on Facebook.

So you’ve decided that you’re ready to make your next move and start a graduate degree program—but your days are already packed with work commitments. You may be wondering, “Can I really manage grad school and continue to work with a full-time job?”

The short answer is “Yes.” But as a full-time professional, you have to be prepared for the realities of long days and competing responsibilities. Luckily, there are many options available. In some respects, there are actually some benefits to attending grad school with a full-time job. 

What is the best schedule for me? 

Adding “earn a degree” to your to-do list will mean that you need to make some schedule adjustments. Luckily, many grad programs—and, increasingly, jobs—provide flexible scheduling options. Consider which of these is most realistic for you in terms of time management and cost:

• A part-time program. This schedule will allow you to take a class or two per semester and might work better if you’re not in a hurry to complete your degree, or in cases where there are just too many scheduling conflicts with your full-time job. If your job has certain times of year that are busier than others, this might be a good option as you can adjust your course load accordingly.
• A full-time program. The major advantage to a full-time program is that you will complete the degree sooner. While a full-time schedule can seem daunting, according to a 2015 study, 76% of graduate students work at least 30 hours per week. If your degree program is directly related to your current job, you may find it helpful to have that immersion in the field that a full-time program offers.
• An online program. Online degree programs oftentimes offer the most flexibility. However, you will not have the traditional experience of interacting in-person with professors and other students. Make sure the program is accredited and be aware that although most employers now accept online degrees, some may still have a bias toward traditional degree programs.

Pro Tip: Want to explore your options? Come see us at an Idealist Grad School Fair!

Tuition reimbursement

One of the benefits of attending grad school with a full-time job is that your employer may cover some of the cost. It’s important that you discuss this in advance with your HR manager to learn about eligibility. Some things to keep in mind:

• In the United States, employers can contribute up to $5,250 tax-free toward an employee’s education each year. But you will have to pay the university upfront and wait for reimbursement.
• In most cases, you must show that the coursework is related to your job in order to take advantage of tuition benefits.
• You may need to have worked at the organization a certain amount of time before you qualify for this benefit. Similarly, you may be required to stay a certain amount of time after getting your tuition reimbursed, or have to pay it back if you switch jobs before that designated date.

Avoiding burnout

No matter your schedule, it’s important to get a handle on time management and self-care early on. This will help you avoid burnout and fatigue. A few tips:

• Try to leave any work issues at the office and switch your mind to student mode in the classroom. Surprisingly, you may find that a benefit of going to class after work means that you can no longer bring your work home with you.
• When scheduling classes, be sure to take into account your various commutes at different times of the day. 
• Remember that your degree shouldn’t come at the expense of sleep and healthy habits. Whether at work or in between classes, carve out a few minutes to take a break.

If you research your degree program options thoroughly, make the most of any employer cost-sharing, and are proactive about setting realistic schedules for yourself, attending graduate school while working full time can be both doable and beneficial to your career.

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Did you attend graduate school with a full-time job? Share your experience with us on Facebook. 

Finding balance between life and work is something we all strive for, but often find difficult to attain. It can feel like certain aspects of our lives are in competition with each other; taking time from one to support another can cause stress and anxiety, as well as impact our ability to be fully present for either. 

In this article, I challenge you to shift the way you think about work-life balance and instead focus more on synergy. Read on for tips and strategies for how to get what you need out of work and life without compromising either.

Unachievable balance

When we think about balance, we often think of things being equal. The same amount of weight distributed on both sides of the scale. What we don’t often remember is that life happens and our personal lives or work lives can spill over, throwing things off balance.

The idea of having to constantly take from one bucket to put into another is frustrating. Instead of balance, we should be striving for work-life effectiveness.

Efforts to become more effective in our life and work are not without their challenges, but this is a struggle we all face. Here is some advice that leaders in the nursing field offer to help us work toward an effective work-life relationship:

• Create mental boundaries for the various people, events, activities, and areas of your life.
• Find ways to ground yourself, including by practicing self-care and self-compassion, and mindfulness, especially during moments of high stress and anxiety.
• Take time to practice self-affirmation and reflect on your self-worth. 
• Understand how your behavior contributes to your ability to be effective. Identify what behaviors add and detract from your joy and engagement.

Synergy and alignment

So, what is work-life synergy? According to a recent Medium article, “work-life synergy focuses on finding ways work and personal life can interact and cooperate, creating harmony out of their combined existence.” Here are three ways you can start to shift your life to achieve synergy. 

1. Accept the complexity. Don’t believe that you have to choose one aspect of your life over the other. Take the time to do an inventory of what is important to you and why.
2. Find common ground. Identify how the different aspects of your life are connected. Figure out how one area of your life can be helped by the other.
3. Recognize that life is not a division between work and personal time. Understand that there is more to you than just your personal life and work, and discover where there is harmony.

Find the points of synergy

With many organizations moving toward a hybrid model or even a fully-remote workforce, finding common ground between all aspects of our lives is critical to achieve work-life synergy. Work and home are now a shared space, which makes spillover a more frequent occurrence and a greater challenge to overcome.

One of the best ways to find common ground and achieve synergy is to create clear boundaries. Here’s how:

To establish clear boundaries, ask yourself:

• How do I want to spend my time?
• What are my priorities?
• What are my “time suckers”?
• What are my helpful habits?

 To reset expectations, ask yourself:

• How can I reclaim my time and show others how to value it?

 To prioritize your well-being, ask yourself:

• When is the right time to shut down?
• How can I communicate what is important to me?
• How can I prioritize my work time so that it does not spill over into my down time?

Because we have so often seen our lives as bifurcated, making the shift from balance to alignment may be easier said than done, but it is not impossible.

Remember that we are more than just our individual selves and the roles we have within our organizations, and that our lives don’t only exist in those two planes. When we can recognize this, and see how different parts of our lives complement each other, we will find ourselves more fulfilled overall and living more harmonious lives.

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Striving for alignment? Check out our post on Finding Your Work Style to learn how you can be more productive to achieve work-life effectiveness.

Are you a first generation professional? You may belong to this demographic without knowing that there is even a term for it. First generation professionals are those who are the first in their families to enter the professional workforce.

You may also find that colleges often offer guidance to students who are first in their families to go to college. And while earning a degree as a first generation college student is a huge success and sign of resiliency in a difficult academic world, the first generation experience doesn’t end there. 

Understanding the identity of first generation professionals

Many first generation professionals and their communities face institutional barriers that have historically made it difficult for them to obtain college degrees. For this reason, being a first generation professional may result in feeling pressure and responsibility to pave paths for other family or community members. The emotional effects of being a first generation professional can include feelings of loneliness and imposter syndrome.

Tips for thriving in the workplace

Understandably, entering the professional workforce can feel most intimidating for someone who might not have a point of reference. If you are a first generation professional, here’s how to integrate yourself into the professional world and find a support network to not only become comfortable in this environment, but learn to thrive in it. 

Be patient with yourself 

Don’t forget that as a first generation professional, you have likely already made it through the highly competitive academic world that is college. 

For example, filling out forms you’re not familiar with can be intimidating, but this can also be an exciting opportunity to learn about benefits you never knew existed. Culture and language often varies from workplace to workplace and that’s something that you’ll have to adapt to regardless of how much you read up on common workplace lingo. Rather than feeling like you’re responsible for any confusion, remind yourself that starting a new job comes with a learning curve, no matter who you are.

Professional development

Many workplaces offer opportunities for professional development to everyone on staff. If you are starting a new job, ask about available professional development opportunities. Sometimes these opportunities are offered within the organization, and sometimes workplaces have designated budgets for staff to seek outside workshops, conferences, courses, etc. 

If there is a budget for professional development, use it. And if not, make a proposal for your organization to support your professional growth. You can consider taking the following steps to guide this process:

• Research professional development options and select the ones you think would be most beneficial to you and your organization.
• Schedule a meeting to discuss these options with your supervisor.
• Prepare notes for your meeting with details such as the type of program you would like to pursue and the budget requirements. 

Networking 

As you get to know your peers, whether that’s when you're in a new job, interviewing for positions, or attending grad fairs, you’ll quickly find others with different, and sometimes nontraditional backgrounds. This might make you feel less alone in your experience, but will also provide you with a diverse network to rely on throughout your career.

Schedule informal interviews to talk with others about how they got to where they are now. This is a good way to gain connections and potentially even find mentors. Similarly, people who share your background as a first generation professional can be very supportive in talking about any challenges you are facing.

Some first generation professionals have found community and support through social media. For example, @firstgenprofessional on Instagram offers workshops, covering topics like imposter syndrome, home ownership, and budgeting for people who are the first in their family to enter the professional workforce. Every week, this account highlights first-generation professionals sharing their experiences within a well-standing career.

If this community is not accessible to you, try to see if there are similar local communities where you are from, or take inspiration to create your own similar social media networks and connect with others. 

Inclusive workplace culture

Diversity, Equity, and Inclusion (DEI) efforts have become a priority for many employers, encouraging workplaces to be inclusive for all staff. Even the U.S. Government has created an initiative to support first generation professionals to thrive as federal employees. 

Being inclusive of a diverse workforce has become a national conversation that encourages workplaces to redefine professionalism in ways that are supportive. Make sure you view your own experiences not in a way that limits you, but rather in a way that inspires you and propels you into a successful future.

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This question allows an interviewer to put you—the interviewee—in the driver’s seat for a bit. This is your opportunity to speak to what you need and what you’re looking for, and let your interviewer know (in a professional way) what they need to be able to offer you in terms of role and responsibilities. 

Here’s a breakdown of what you’ll want to be sure to include in your response to this common interview question:

What excites you most about the role?

If this role is a fit for you, this part should be easy! What was it that initially caught your eye when you saw the job description? Perhaps it was a connection to the mission of the organization, a particular challenge that needs solving, or the opportunity to manage a team.

Whatever it is that excites you most about the role, the key here is to include details to show that you have more than a surface-level understanding of what is required (and desired).

A word of caution here: if it’s the organization itself that excites you most, that’s great! Just be sure to draw a clear connection between your enthusiasm about the organization and the specifics of the particular role. You don’t want to leave any room for an interviewer to mistake you for an applicant who wants the job “just to give back” and has only a surface-level understanding of the role or how it will drive the greater mission.    

What was missing in your most recent role?

If you plan to include any details about what you felt was missing in your last job (or perhaps even why you left), tread lightly here! There is a fine line between relaying information and badmouthing a former employer.

You’ll also want to do your best to steer clear of any specific criticisms of your former employer, and instead focus on what responsibilities or opportunities may have been missing. For example:

• “In my most recent role, there wasn’t a lot of space for professional development. I’m looking for an organization where I’m encouraged to pursue opportunities to develop my skills and knowledge.”
• “In my most recent role, there wasn’t much opportunity to take on management responsibilities, and I’d really like to manage a small team someday. I’d welcome any chance to develop that strength.”

This is where you can dig into some potentially critical feedback of your current (or most recent) employer without getting too specific. If your most recent workplace culture felt incredibly competitive and unsupportive, you could mention that you’re looking for a collaborative and supportive work environment. If you never received any feedback from your manager, you could say that you’d love to have a manager who is willing to offer positive as well as constructive feedback.

Your comprehensive knowledge of the hiring organization

While you want to be honest (both with your interviewer as well as with yourself) about what you’re looking for, this question is also a great opportunity to highlight your understanding of the hiring organization.

Start with a simple review of the job description, marking each aspect of the role that genuinely excites you. These are the things you’re looking for in a new position. Whether it’s a chance to work with data, lead a team, or speak at conferences, the right answer is whatever gets you going! Including some specifics (though not word for word) from the job description shows that you have a thorough understanding of the role.

Once you’ve taken a careful look at the job description, you can move on to researching the hiring organization via their website, social media presence, press releases, newsletters, etc. This is where you’re likely to find more of the “big picture” information, like things relating to the organization’s mission, vision, values, and culture. Again, including anything from your research on the organization in a response to this interview question shows that you know what the organization is about and what would be expected of you should you land the job.

One thing to keep in mind: if any of the things you note you’re looking for in your next role happen to be things that you already have in your current role, prepare to explain why you’re looking for a new job.

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This question offers you a great opportunity to be honest about what you want and what you need. What interview question stumps you every time? Email us at careers@idealist.org and we’ll do our best to walk you through the perfect format for a killer response!

Get more tips from our Interview Q&A series.

Way back when, for so many of us, working from home (WFH) felt like the dream. And while some may still consider it a near-perfect situation, for others, the work-from-home burnout is real.

It can be hard to get anything done—let alone work or job-hunting—when you’re at trying to do it from home with all sorts of distractions swirling all around. Uncertainty about the future can even push you to take on more responsibilities as a precautionary measure, and it’s easy to become fatigued and overwhelmed as a result of it all. Luckily, there are ways to stay focused on the things you can and need to get done, ask for help, and monitor your mental health needs.

Focusing on what is actually achievable

It’s not unusual to be experiencing symptoms of work-from-home burnout. With never-ending “to do” lists running through your mind, you may feel like you’re not making a dent in your professional or domestic responsibilities. It can be really helpful to add parameters to your list of what needs to be done and when—and be sure to allow yourself breaks.

• To help manage your workload, you can make lists of what can realistically be accomplished each day. Need an app to help keep you on track? Try Any.do, which sends you push notifications to remind you of what you have to do each day (and allows for the all-important satisfaction of swiping away a completed task). 
• Job hunting in stressful times can sometimes be disheartening, and you may even feel like you’re not doing enough if you don’t get responses. Set a realistic target for each day or week in terms of the number of jobs you hope to apply for and the number of people in your network to contact.
• Schedule breaks throughout your day to help you relax and refocus. This can be hard to do at home—especially when you get up from your workspace and see a pile of laundry or other chores that need to be done—but you’re not going to be doing your best work if you’re tired and jumping from one task to the next. Set an alarm if you need to, but make sure you take the time to stand up and walk away from your computer!
• Accept the fact that some things may have to take the back burner for a while, like responding to nonessential messages or cleaning the apartment as regularly as you would like. We’re all in the same boat, and no one is going to judge you.

Telling your supervisor about your work-from-home burnout

For many people, anxiety about losing their jobs has led to them work longer hours and take less time off than they normally would. But rather than working yourself to exhaustion, consider communicating your fears and work-from-home burnout concerns to your supervisor.

• Set up a one-on-one meeting with your manager to review your current projects with them in detail. See if any changes can be made that would make your work more manageable. Your boss may not be aware of conflicting priorities, so it’s a good idea to make this a regular check-in (if it’s not already).
• Let your boss know if there are any resources that you think would help you—for example, would sharing responsibilities on a project with a colleague be a more realistic solution? You can also be specific about what’s not working, like back-to-back Zoom meetings. And be sure to ask for your supervisor’s suggestions, so it’s clear that you want to find a solution together.
• Don’t be afraid to speak openly about outside stresses and responsibilities. Your supervisor should be made aware if you’re tied up helping your child with remote schooling, have been stuck indoors because of wildfire smoke, or are just generally feeling anxiety about current events. Your supervisor has no way of knowing what your day-to-day is like unless you’re honest about it. Hopefully you’ll find that they are empathetic and even supportive.

Figuring out what is helpful to your mental health 

Find out what works for you in reducing levels of stress and anxiety. You may start with exercise, new hobbies, and connecting with friends and family. Or you can also try:

• Doing something you love is a great way to combat work-from-home burnout and relieve stress. Are you obsessed with binge-watching Netflix shows, or is getting in a workout what helps you relax the most? Or maybe a visit with a friend is what you’re in need of. Whatever it is that helps, incorporate it into your weekly routine. 
• Virtual happy hours, or a long walk of wine after a seemingly never-ending work day, can be a great way to unwind for many people. At the same time, pandemic-related drinking problems have been on the rise, so be aware of your intake if it’s a regular thing.
• If you’re concerned about feelings of depression or anxiety, it’s always a good idea to speak to your doctor. Many doctors are still offering telehealth visits, so you may not even have to go into their office. If you think you could benefit from counseling, your doctor or even a friend may be able to refer you to someone. And of course, ask your employer if you need to take a mental health day. 

Don’t let work-from-home burnout get the best of you. Take steps to set realistic goals, be honest with your employer, and keep a watch on your mental health.

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Have you experienced burnout? What helped you the most? Share your tips on Facebook!

A lot goes into drafting a good resume. You'll want to make sure you're using the best format to showcase your skills and achievements, that you've carefully edited each section, and that the information you include is relevant to the position for which you're applying. Even the font is important! And while your resume should be unique to you and your professional trajectory, there are a few important universal tips that you'll want to take into account.

Read on for our top resume tips, common errors to avoid, and a list of 76 resume-ready action verbs.

Resume pro tips

• When a hiring manager is reading your application, they just want to know the answer to three questions:
• Can you do the job?
• Will you do the job?
• Will you fit in?
• Show, don't tell! Skip tired terms like goal-oriented and results-driven, opting instead for real data. How much money did you save the organization? How many people attended the fundraiser? How many volunteers did you manage? Include numbers when you can.
• Share your resume with a trusted friend or mentor. If they can guess what type of role you're applying for simply by reviewing your resume, you've nailed it!

Common resume mistakes to avoid:

• Inconsistent punctuation and capitalization (look at your bullets, dashes, and spaces)
• Grammatical errors
• Inconsistent formatting
• Outdated contact information

Action verbs to illustrate ...

If you're looking for a deeper dive into the ins and outs of creating a great resume, check out our other resume tips and resources.

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Dear Ask Alexis,

Over the last few years, I’ve been doing quite a bit of volunteering. I’m concerned, however, that some of my stints may be just a little controversial depending on the organization I’m applying to work for now that I'm job searching.

Do you recommend leaving certain experience off of a resume? Or the more the better?

Thank you!

E.H.  

Hi E.H.,

Thanks for your question, and I’m happy to hear that you’ve found an interest in volunteering over these last few years! I hope Idealist has been a useful tool in helping you find in-person and remote volunteer opportunities that are a fit for your interests.

Okay … on to your question (it's a great one)!

I often get questions from job seekers about whether to include job or volunteer experience, and in fact, this question has come up in my own career as well. 

Of course, there are a variety of reasons why a person may consider leaving experience off of a resume. Perhaps it was a short-lived job, an organization that you didn’t part with on the best of terms, or work that you’re concerned may be viewed as controversial or divisive. If you find yourself in either of the first two scenarios, I highly recommend you check out our resources that speak specifically to those particular situations. In this post, I’ll focus on what happens when you fall into that third category.

Ask yourself why you chose that experience in the first place

If we’re talking about a volunteer position, chances are you ended up there because you had a personal connection to the issue area and perhaps even to the specific organization. If your time spent volunteering really resonated with you, I suggest including it on your resume––and maybe lean into it. If it’s an issue area that’s meaningful to you and you enjoyed the work, you can likely find related jobs, internships, and volunteer opportunities on idealist.org.

Is there a way to soften the experience?

If you’re concerned that your experience won’t align with the overall philosophy of the organization you’re applying to, consider if there is a way to soften your experience and present it in more of an impartial way. 

Perhaps you canvassed for a particular political official, but you know that the hiring organization follows a policy of political nonpartisanship (as is the rule for all registered 501c3 organizations). This is a situation in which I’d suggest focusing on the responsibilities of the role as opposed to the details around issue-area or political affiliation. 

Instead of this:

• Engaged with voters to convince them of the merits of [ISSUE 1, ISSUE 2] and [ISSUE 3].
• Helped to organize and manage [NAME OF POLITICAL EVENT]. 

Consider something like this:

• Demonstrated comprehensive knowledge of candidate’s platform.
• Coordinated and volunteered for a [NUMBER] person event. 
• Consistently met daily and weekly quotas for voter signature acquisition.

Pro Tip: Of course, if you have numbers to add to those bullets, even better!

You’ll also want to remember that even if the organization you’re interviewing with is nonpartisan, hiring managers are real people with real biases, both conscious and unconscious. If you think the specific details around your volunteer experience could potentially alienate a hiring manager, this is another situation where “softening” the experience and focusing on the responsibilities rather than the issues may be a smart way to go. 

Is this new organization really a fit?

Now here’s a question I strongly encourage you to consider as you’re cleaning up your resume and considering submitting application materials. If you’re that concerned that a hiring organization would be turned off by your past experience, is this job really a fit for you?

Choosing to leave out some of the more partisan details of your canvassing stint is one thing, but if you feel that the entire mission of the organization where you volunteered could potentially land your resume in the “no” pile of a future employer, ask yourself if this really a place where you can see yourself not only working, but thriving and growing as a social-impact professional. 

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Send your questions and comments to me at AskAlexis@idealist.org, and if we plan to publish your question, I’ll be sure to give you a heads up (and I’ll also be sure to keep your info anonymous, of course).

Looking forward to reading your stories and answering your questions!

Editor’s Note: Please note that this post was not written by a mental health professional. If you are struggling with social anxiety and need support, we recommend seeking the help of a mental health professional or therapist. 

Social anxiety is more common than you may think. If you find yourself among the 15 million adults in the U.S. with social anxiety, interacting with colleagues, making calls at work, and participating in staff meetings might be challenge. Here are some tips to keep social anxiety from hindering your professional experience. 

Social anxiety vs. shyness

Shyness and social anxiety are terms that are often used and understood interchangeably, perhaps because there is quite a bit of overlap between them. However, it is possible for people to experience both at once, or one independent of the other. 

While shyness can make you uncomfortable in a specific situation, social anxiety can affect your quality of life. Understanding the difference is important when you’re trying to identify the experiences and needs of those around you. It is equally important to understand these terms as they relate to you and your specific situation. Shyness is a personality trait, often noticeable by others, and it doesn’t require treatment. Social anxiety is a mental health condition in which someone might feel extremely anxious, but present as extroverted and confident. 

Participating in meetings when talking seems impossible

Meetings can feel extremely difficult for someone with social anxiety. The best part about dealing with something that you can anticipate is that you can prepare in advance. Follow these tips for a successful meeting. 

Practice

If you know that you will be expected to speak or if you know what the topic of the conversation will be, you can write some ideas down and practice. If certain topics feel more natural for you to talk about, take the opportunity to rehearse speaking when these specific points are raised in the conversation. 

Work up to it

Another way to prepare for a bigger meeting is to interact with your colleagues one on one first. Making a habit of smaller interactions may help you to feel more at ease when you go into larger meetings with co-workers. 

Nonverbal communication

Participating in meetings is more than just voicing your opinions. Most experts agree that 70-93% of all communication is nonverbal. Nodding at someone that you agree with or attentively listening and smiling when appropriate or other body language is a good way to participate in a meeting when speaking seems too difficult. 

Managing vs. curing

Expecting to be able to easily overcome your social anxiety can lead to disappointment and frustration. Instead, finding useful ways to cope allows you to manage it in the workplace.

Being proactive 

Being open about your social anxiety can be the best way to manage it in the long term. Letting colleagues or your supervisor know that this is something you struggle with and would like to improve can help you find ways to work around the challenge as a team. For example, if speaking is difficult in the moment, perhaps you can commit to providing written thoughts by email after a meeting. 

Letting those around you know what helps you do your job shows that you are a team player and invested in doing well. In fact, being open about this might help others who are struggling with something similar and can help reduce the stigma surrounding mental health.

Physical symptoms

Sometimes, social anxiety manifests in your body physically. In this case, alleviating the physical symptoms can improve your overall state of mind during an anxiety-inducing situation.

When you are under stress or feeling anxious, your body naturally kicks into action, and physical symptoms such as headaches, nausea, and shortness of breath can occur. Finding distractions and practicing breathing exercises can help ease any shakiness or stomach pain. Reminding yourself that there is nothing physically wrong in your body can help to alleviate some of the stress and remind you to proactively relax when you start experiencing these symptoms.

Being confident in who you are, even if your voice shakes

In the workplace, extroversion and confidence are often rewarded. Having social anxiety can result in a cycle of stress around all social interactions. But remember that many of us have insecurities or parts of our identity that can affect the way we show up in our profession and learning to cope is an important part of your professional development. 

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