It’s exciting to begin the search for your dream job, especially when you feel like you’ve finally honed in on what you want to do in your career. But the process of sifting through job listings, tidying up your resume, and submitting applications can be…a lot.

You want to give your all to the job search to show hiring managers that you’re excited about the prospect of joining their organization, but that doesn’t mean you shouldn’t take frequent breaks. In fact, combating job search anxiety requires you to prioritize self-care when looking for your next role.

Here are four ways to de-stress from the job search, including tips for organizing the process so it’s more effective for you.

Create a job search work area

Whether it’s your home office, a bedroom desk, or the neighborhood coffee shop, setting up a designated job search area will help you get into the right mindset when looking for your next role. Every day you settle into this space can help you mentally transition into productivity mode so you spend less time dilly-dallying and more time submitting applications.

Use productivity tools

Having a hundred tabs open on the screen clutters both your job search and mind. To fight the urge to shop online or watch an episode of TV, utilize some of our favorite productivity tools and techniques to systematize your process and fade distractions into the background.

Take breaks

Limiting yourself to a strict schedule—and adhering to it—is key to beating job search stress. Try setting aside a couple of hours every morning to peruse job listings, reach out to your network, and submit applications so you don’t spend time worrying that you aren’t doing enough to find a new role. Using a phone timer to ensure you step away from your work area to read or walk around can also be helpful.

Practice mindfulness

Practicing mindfulness allows you to focus your thoughts, as opposed to getting sucked into the day’s never-ending tasks and anxieties. Before sitting down to your laptop, consider your professional goals and what you hope to achieve for the day. What are you looking for in your next role, and what type of organizations are a good fit for you?

Honing in on these questions will allow you to figure out which opportunities to focus on; similarly, taking a few minutes to mentally leave the job search as you power off your laptop can help you leave any lingering thoughts behind so they don’t stay with you for the rest of the day.

Every person is different and finds benefits in different activities, so don’t be afraid to get creative and try different mind-boosting tactics to help you find your next opportunity.

How do you de-stress from the job search? Let us know on LinkedIn! 

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About the Author | Trisha Miller is a freelance writer from Boise, ID. She is a dedicated vegan who promotes an all-around healthy lifestyle, including mental health. You can find her on twitter @thatdangvegan and check out her website That Dang Vegan. 

Telecommuting, remote jobs, work-from-home positions … whatever you call them, you may have applied for an offsite position at some point during your job search. While the perks of a remote job may be obvious—no commute, flexible schedule, fewer co-worker distractions—you should also consider how the interview process may be different from one for an onsite position.

Here, we go over important distinctions to keep in mind during a remote interview, as well as common remote interview questions to prepare for.

Preparing for a remote interview

Job seekers may think that, even though they are interviewing for a remote position, the interview will take place in-person at the organization’s office. This is not always the case, even as more organizations list hybrid and remote job opportunities; in fact, the process may include phone calls, video interviews, and online assessment tests.

While you may think it’s easier to be interviewed over the phone, there are still some challenges to prepare for. For instance, the absence of body language and facial expressions during a phone interview makes it tougher to let the hiring manager know you’re actively engaged in the conversation. You may also run the risk of “checking out” because there is not another person sitting in front of you.

During a video interview, distracting backgrounds, a lack of office space, and dysfunctional tech can make the process uncomfortable for both you and the hiring manager. To make sure you’re putting your best foot forward, choose a quiet, distraction-free environment. It’s also helpful to take notes so you remain engaged throughout the interview.

Common remote work interview questions

During the interview, you’ll likely face many of the same questions you’d hear when applying to any new role. However, a remote job will also warrant questions about your capacity to work away from an office—here are a few examples of what may come up:

• Have you worked remotely before? Hiring managers ask this question to ensure you can self-motivate and stay on task when you’re away from an office space. If you haven’t worked remotely before, you can share specific examples of how you have managed your time and working relationship in previous positions, or your familiarity with remote work technology. If you previously worked in customer service, for example, highlight any experience you have communicating via phone or email in responding to customer queries.
• Are you comfortable working independently? Remote jobs may mean you’ll face less oversight from supervisors and will need to manage your own workload. If your work experience includes environments where you took on independent tasks—such as photo editing, administrative work, or writing—be sure to let the interviewer know what tools and strategies you used to organize your day and communicate with co-workers. 
• Do you have a home office? A hiring manager may want to make sure you have a designated place to work at home that is free from distractions. If you get this question, let the interviewer know where you plan to attend virtual meetings, even if it’s just a desk in your bedroom.
• What are your communication preferences? A common goal for a remote team is regular, open communication with co-workers. If you’re interviewing for a management position, you might mention that you plan to schedule regular check-ins with direct reports or share calendar access with your team. While workplace communication is important at any job, knowing and sharing your communication style is essential when managing a remote team. 

What to ask the hiring manager

And of course, as with any job interview, there will be a point where you can ask the hiring manager questions you have about the remote work set-up. Here are a few important ones to keep in mind:

• Why is remote work offered at this organization?
• How many employees work remotely?
• What hours would I be expected to work, and in what timezone?
• Will equipment be provided or do I need to supply my own?
• How is salary and compensation determined?

Be sure to take notes and keep track of the questions that are most relevant to you and your situation. For instance, you may decide to ask more questions about the hiring organization’s culture, as opposed to salary and benefits, if you’re based in the same city as the organization.

If you are offered a remote position and decide to accept it, you’ll have to make more of an effort to grow comfortable at your new organization. Reach out to your manager and co-workers early in the onboarding process to schedule an introductory chat—just because you won’t be standing around a water cooler doesn’t mean you can’t get to know each other virtually.

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Networking is an important way for social-impact professionals to connect with one another; for professionals of color, utilizing remote networking opportunities can also improve equity within the sector and maximize opportunities for growth.

For job seekers with disabilities, the job search may include questions and challenges that others may not regularly come up against. In addition to wondering whether the roles you’re applying for are a fit, you may also be concerned about how to discuss your disability with potential employers during a job interview.

Should you bring up your disability in an interview or wait until you’ve received a job offer? How do you showcase your disability as a strength? When is the best time to discuss the workplace accommodations you may require?

To help you navigate the interview process confidently and comfortably, Idealist partnered with the Muscular Dystrophy Association’s (MDA) Quest Media team. Here is everything you need to know before, during, and after an interview.

When you're scheduling an interview

If you’ve been invited to interview, then you’ve already demonstrated to the hiring manager that your skills and experience are a good match for the role—now is the time to find out whether the organization is right for you, too.

Here are some points to consider when scheduling an interview:

• Is the organization disability-friendly? The answer to this question may reveal itself at any point during the hiring process, but you can make sure you aren’t wasting your time by reaching out to see if anyone in your network is familiar with the hiring organization’s work environment. You can also check whether the job posting lists an equal employment opportunity (EEO) statement with specific language regarding welcoming applicants with disabilities.
• Do you have any unique considerations to keep in mind? Finding a job that works for you is important for your success. Make a list of your strengths, role must-haves, and any health-related commitments to reflect on as you learn about the responsibilities and daily tasks for a particular position.
• Is the building accessible? If the organization invites you to an in-person interview, consider what you need to know about the location. You are entitled to reasonable accommodations during the hiring process, such as the ability to use an interpreter, bring a guide dog, or interview in an accessible location. If you are unable to attend an interview in person, discuss with the recruiter whether interviewing remotely is an option.

In the interview

As you prepare to answer questions about your background and interest in the position, you may wonder whether now is the “right time” to disclose your disability. The truth is, there is no point in the hiring process when you need to disclose a disability; you are the expert on your own experience, so only you can decide whether disclosing will help you feel more comfortable during the process.

On the one hand, talking candidly about a disability can help you control the narrative about your day-to-day, including how it makes you a stronger candidate for the role. If a physical disability affects whether you can shake hands, stand for long periods of time, or give a presentation, disclosing may help you clarify your abilities and request reasonable workplace accommodations.

However, you may be concerned that once disclosed, the interviewer will focus more on your disability than your qualifications. It can be stressful to think about whether disclosing will cause an interviewer’s possible bias to affect the hiring process, but remember that your background enabled you to land the interview in the first place. If an organization cannot recognize your competencies, then it may not be the place for you.

Additionally, the Americans with Disabilities Act (ADA) prohibits employers from asking job applicants about a disability during an interview; knowing which questions are legal (and which are not!) can help you pivot the conversation back to relevant information, such as how your skills and experience will help you succeed in the role.

When you’re considering a job offer

Receiving an offer is without a doubt the best part of the job search. As you consider whether or not to accept the position, here are some additional resources to help you make a decision:

• Request reasonable workplace accommodations. A reasonable accommodation is defined as an adjustment to a work environment that makes it possible for employees with disabilities to perform their job duties, such as specialized equipment, modifications to a work environment, or a change in schedule. All U.S. employers with 15 or more employees are legally required to provide reasonable accommodations under the ADA, but organizations outside of these parameters will likely work with you to find a solution.
• Negotiate for additional benefits. If you decide not to disclose a disability to your potential employer, consider negotiating for additional benefits in your job offer, such as flex time, the ability to work from home, or more sick days.
• Take advantage of free resources. MDA’s Access To Employment workshop helps job seekers with disabilities review their employment history, access interview tips, prepare to enter the workforce, and more. The Job Accommodation Network (JAN) is another great resource for expert guidance on workplace accommodations and disability employment issues.
• Report instances of discrimination. If you believe a hiring manager has discriminated against you because of your disability, contact the U.S. Equal Employment Opportunity Commission (EEOC) within 180 days of the incident.

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Starting a new role is an exciting part of your career journey. As you prepare for your first day on the job, check out our helpful resource, The Idealist Guide to Working (and Living) with Chronic Illness and Disability.

National Hispanic Heritage Month is a celebration of the culture, history, and contributions of Hispanic Americans—those with roots in the Caribbean, Spain, Mexico, and Central and South America. It’s a time in the Hispanic community when we celebrate heroes, remember important cultural figures, educate others, and advocate on behalf of all members of the community.

My Hispanic heritage goes back to the farmlands and countryside of Puerto Rico. And when my grandparents chose to come to the continental United States in the 1960s and settle in Jersey City, NJ, it was for the same reasons so many others are drawn here: to find better opportunities for themselves and their children. For that, I’m proud to celebrate my heritage.

Some Puerto Rican heroes of mine include Alexandria Ocasio-Cortez and Lin-Manuel Miranda, who have each made huge impacts in their respective fields and have given Puerto Rican children (and adults like me!) the chance to see themselves represented in prominent roles.

Bringing my cultural pride to the workplace

In the past, my cultural pride was something that only really surfaced during family get-togethers or in the safe space of my home. Unfortunately, over the years, my academic and professional careers have taught me that not every space is a safe one.

And for BIPOC individuals navigating the politics, biases, and unspoken assumptions that are often a part of workplace culture, there can be unfair and untrue assumptions that are quietly (and at times, unconsciously) assigned to us the moment we submit our resume and walk through the door.

What not to ask a new co-worker

And then, there’s always “the question.” You may know the one I’m talking about. When chatting with a new colleague or professional contact, I’ll often hear “No, where are you really from?” Most of the time, this invasive and uncomfortable question comes as a follow-up to the standard get-to-know-you question, “Where are you from?” My answer is always “New Jersey” because, well, that’s where I’m from—plain and simple! 

This question stings no matter where it’s being asked, but in the workplace, it gives me the sense that I’m already an outsider, regardless of my professional accomplishments, education, or personality. 

Here’s my personal breakdown of “the question” and its effects:

“No, where are you really from?”

• “No” is the automatic rejection of my status as an American citizen. 
• “Really” implies that perhaps I’m not answering the question truthfully. 
• These two simple words create a mental roadblock that can make the person on the receiving end of the question feel they are being judged based solely on their inherited features. It creates the impression that no matter what, they will always have to work twice as hard to prove they were a good hire. 

In my experience with this type of microaggression, I’ve been left to feel like I couldn’t be myself at work (as many other Hispanic people may have also felt at some point). It can cause you to feel that there should be some separation between your culture and the workplace, and it quickly becomes clear that one of the most important pieces of who you are may not be so welcome.

Here’s what you can ask instead

It’s actually okay to ask about a person’s cultural background; it’s an important part of who we are! But there are ways to get to know people without making them feel alienated.

Here are some tips for getting to know a new colleague or professional contact, without the uncomfortable questions:

• Get to know them first. Finding out where a person is from should be a less significant part of the get-to-know-you process of meeting new people. Instead, try starting a conversation about their likes and interests, since that can reveal so much more about them and may open the door to a mutually fun conversation (and perhaps some casual, common ground). “Have you seen any good shows lately?” or “Are you reading any good books right now?” are great places to start.
• Let the personal stuff come up naturally. If everyone is comfortable enough and the conversation of cultural backgrounds comes up organically, there’s nothing wrong with that! This can be a great way to learn more about a person’s family in a comfortable, open, and friendly conversation. “My family is from Puerto Rico and my grandma makes amazing rice and beans for family dinners. What kind of dishes does your family like to share?”
• Be a little gentle. If you do happen to be genuinely curious about where a person is from, that’s okay too! After all, when I hear somebody is from Jersey, of course I have to say, “Oh! Me too! Where in Jersey?!” But it’s important to consider how you ask (and not to come off as probing or unkind). For example, “Do you live in town or do you commute?” is an easy way to strike up a conversation about hometowns. And if you do ask “Where are you from?” remember that any answer should be taken at face value. “No, where are you really from?” is never an acceptable way to try to find out someone’s cultural background. 

Celebrating National Hispanic Heritage Month

Try out these lighthearted and fun ideas to celebrate your own Hispanic Heritage or explore what National Hispanic Heritage Month is all about. 

• Try out a traditional meal with friends or co-workers (or to just enjoy yourself!). The easiest way to get to know a culture is through its food, and a huge part of Hispanic culture is sharing delicious food with family and friends. When we cook, we put our hearts into it because we know it’s not just nourishment for our bodies but for our minds, too. Whenever I cook a dish my mom passed down to me, the smells of the spices and seasonings can transport me right back to her kitchen where I used to watch her prepping sofrito or seasoning her pernil. Some great places to find delicious traditional Hispanic recipes include Chef Tito’s Workshop and Hungry Sofia.
• Check out a movie or tv show by a Hispanic filmmaker or starring Hispanic actors. Movies and shows are the most fun way to explore someone else’s identity and culture and dive into the conversation about Hispanic representation in film and television. Some great examples of Hispanic representation on film include Ugly Betty, Coco, and Real Women Have Curves.
• Support Hispanic authors and Hispanic/Latin-owned bookstores! If you’re a bookworm like myself, now is a great time to add some Hispanic literature to your reading lists. Authors like Junot Díaz, Gabriel García Márquez, and Sandra Cisneros are some of the most well-known, but there are so many others that offer a unique perspective on the world through a Hispanic lens. 

Since we’re at the beginning of National Hispanic Heritage Month, I hope these simple activities will spark some meaningful conversation among your friends, family members, and co-workers.

We at Idealist would also love to hear how you or your organization lifted up the cultures and contributions of neighbors, friends, co-workers, and heroes who identify as Hispanic. Join us on our Idealists of the World Facebook page to share your stories!

Since 2009, September 11 has been observed as a National Day of Service and Remembrance, which makes today a day for thoughtful reflection, but also, for action.

If you'd like to participate but don't know where to begin—or you're not quite sure how you can best contribute your time—here are four ways to lend your support to efforts happening across the country.

Clean out your pantry

By the end of the summer in my house, for whatever reason, we end up with a stockpile of odds and ends. Toothbrushes, floss, and mini toothpastes from the year's dentist visits, candy and granola bars left over from this or that road trip, and more hotel soaps and shampoos than you can shake a stick at.

If you find your cabinets in a similar situation, before the edible items have a chance to go bad, buy some brown paper bags (the kind you used to take your lunch to school in as a kid) and fill as many as you can, each with a toothbrush, toothpaste, soap, and some snacks. If you live in a city like I do, it probably isn't too hard to find folks who would really appreciate one of those little brown bags, be it on your way to work or perhaps while you're strolling around during lunch.

If you don't live in a city, reach out to local organizations or religious institutions to find out when they'll next be running a drive for the sorts of items you've collected, and be sure to confirm what items they'll accept.

Pro Tip: With the Jewish New Year and high holidays just around the corner, many synagogues organize donation drives this time of year.

Be kind

On days like today, while your first inclination may be to find a more obvious or Instagram-worthy act of service, don't underestimate the little things that perhaps only you and the person on the receiving end of your kind act may notice.

Give up your seat on the subway, buy a hot lunch for somebody who can use it, or buy a cup of coffee for the person standing in line behind you at a local coffee shop. You may even use this day as an excuse to connect with loved ones with a phone call or surprise visit.

No matter the size of the gesture, it all matters.

Take the day to volunteer

If you think of volunteering as a weekly or monthly commitment to an organization you have a strong connection to, well, you’re not wrong; volunteering on September 11 can be a great way to take action for a cause you care about in honor of the day. But if you’re itching to do something short-term for the National Day of Service and Remembrance, take a look at the hundreds of volunteer listings on Idealist.

With opportunities ranging from assembling meal packs for people experiencing homelessness to supporting veterans who are expecting, there are plenty of in-person and remote options that can work for your schedule.

Donate money, if you can

As parts of the U.S. and many other regions around the world reel in the aftermath of some truly catastrophic natural disasters, it's important to remember that a small amount of money can go a long way.

Though you may be moved to send some clothing, toys, or other goods to those who have lost everything, material items can sometimes further burden a community that is already in crisis. To ensure you’re donating responsibly, check with organizations that are on-the-ground supporting communities to see if there are specific requests for material items.

How are you observing this year’s National Day of Service and Remembrance? Let us know on Instagram or LinkedIn, and share your suggestions for how others can join in.

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Are you a seasoned volunteer? Find out how weaving your experience into application materials can support your job search and advance your career.

Curious about landing a job in social impact? Most entry-level positions don’t require previous work experience and will make space for applicants who are new to the sector.

You should still reference any relevant background information that demonstrates your interest in the hiring organization’s mission. If you’ve previously interned or volunteered for a nonprofit, then you may already know which issue areas are the ones for you. If you’re new to the sector, do some research to hone in on what you want from your first job and identify what skills you can bring to the table.

As more organizations are hiring for remote work opportunities, we thought it was a great idea to spotlight entry-level roles on Idealist that can be performed from anywhere in the U.S. There’s a good chance you’ll find something that’s a match for your background, interests, and schedule.

1. The Right Question Institute, Cambridge, MA

This nonprofit aims to build people’s democratic capacity to advocate for themselves, from helping patients take greater ownership of their health care to enabling parents to support their children's education. They are hiring an Education Program Associate.

2. Global Philanthropy Project, Inc., Oakland, CA

Established in 2009, this nonprofit works to expand global philanthropic support to advance the human rights of lesbian, gay, bisexual, transgender, and intersex (LGBTI) people in the Global South and East. They are hiring a Program Associate.

3. Madre, New York, NY

This international human rights organization works in partnership with community-based women's organizations worldwide to address issues of economic and environmental justice, women’s health, gender-based violence, and peace building. They are hiring an Individual Giving Associate.

4. Public Justice Foundation, Washington, DC 

A national nonprofit founded in 1982, the Public Justice Foundation applies creative litigation, public education, and community-building work to serve public interest. They are hiring a Debtors' Prison Project Investigator to support complex civil rights litigation in federal and state courts.

5. National Trust for Historic Preservation, Washington, DC

A privately funded nonprofit, this organization has worked for over 70 years to save historic places, build stronger communities, and invest in the United States’ preservation efforts. They are hiring an Associate Research Analyst.

6. Meridian Institute, Washington, DC

This nonprofit consultancy engages in dynamic problem solving with global leaders in business, government, civil society, philanthropy, and beyond in order to address our world’s most complex challenges. They are hiring a full-time Human Resource Coordinator.

7. Green America, Washington, DC

Green America (formerly Co-op America) is a nonprofit dedicated to harnessing economic power to create a socially-just and environmentally-sustainable society. They are hiring a Program Coordinator.

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Clicked one of these organizations only to find that they’re no longer hiring? To keep you apprised of the latest in social-impact opportunities, all listings on idealist.org have a predetermined expiration date.

If you’ve missed the boat on any of the above opportunities, don’t forget to explore our latest job listings to find remote, entry-level positions that can launch your social-impact career.

When a hiring manager asks for your references, it’s usually a sign that you’ve made it to the final stages of the hiring process. So how can you choose references that will help you seal the deal and not give the hiring manager pause?

The first step to picking the right references is following directions. If a hiring manager asks for two or three specific references (such as a manager, colleague, professor, etc.), it’s better to give them exactly what they ask for so you don’t hurt your chances.

Next, you’ll want to pick references who can rave about your diverse skill set and experience—we share some tips for narrowing down your options below.

Choose references who can speak to your variety of skills

Your reference list should always include at least one direct supervisor, if not more. That’s because a direct supervisor usually knows the most about your job performance, which is what a hiring manager wants to hear about.

If your boss doesn’t know you’re job searching, list a supervisor from a previous job or a trusted co-worker who can be discreet about your job search. That way, the hiring manager can still talk to someone who is familiar with your current work.

To round out your list, consider the skills and roles you’ve had that are most relevant to the job for which you’re applying. If you’d be managing someone in the new job, ask one of your previous direct reports to be a reference. If you would be planning galas and other major fundraisers, ask someone with whom you collaborated on an event-planning committee.

Ask references who will rave about your performance

Your references need to be more than good; they need to be great. You want references who will rave about your job performance, your work ethic, your dedication, and any other relevant skills or traits. If you left a job on bad terms, for instance, forgo listing a former manager who may still harbor negative emotions about how things ended.

When you’re ready to ask someone to be a reference, be sure to connect with them before passing along their contact info. You’ll want to be clear about what you’re asking them to do, so we recommend saying something like, “Can I count on you as a job reference to offer a recommendation and vouch for my work?” instead of “Can I list you as a reference?”

Sometimes people reflexively agree to serve as a reference, without thinking about whether they can give you the kind of strong, glowing reference that you’ll need to get a job. A simple yet specific request encourages them to consider whether they can offer a strong recommendation.

Pro Tip: Use our email template for advice on how to ask a former co-worker to act as a professional reference.

Stay in touch

Once you’ve confirmed that a reference will say great things about you, staying in touch with them can help keep those references strong. The key is to stay connected in ways that strengthen your relationship, such as reaching out when you see your reference quoted in a positive news article, sharing new things you’re working on that may be of interest to them, or genuinely connecting in person every now and then. Each time you reach out, you’ll be deepening your relationship and reinforcing their positive feelings about you.

It’s also important to keep your references posted on your job search so they are ready for a hiring manager’s call. You don’t need to tell your references about every job you apply to because not all of them will result in an interview and reference-checking. Rather, wait until a hiring manager asks for your references list and then alert your references that they may be contacted.

Send them a link to the job posting, any relevant information about the job, such as why you’re interested or the skills that you think are most relevant to the position, and your updated resume. All of this information will help your references give you a strong recommendation.

And finally, let your references know how it all goes!

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If you’re just kicking off your job search, you may be nervous about interviewing for a new position. We have you covered with 3 Tips to Calm Your Pre-Interview Nerves and overcome any pre-interview anxiety you may be experiencing.

For many nonprofits, securing the financial resources and support necessary to operate is one of their biggest and most important challenges. The development professionals who do this work—through fundraising, event planning, and grant writing—are skilled at cultivating relationships with donors and championing their organization's mission every step of the way.

What many current and aspiring social-impact professionals don’t realize is that landing a development gig doesn’t require you to know everything about the sector, or have previous fundraising experience. In fact, it’s a fantastic way for entry-level professionals or sector switchers to apply backgrounds in research, sales, and communication to social impact.

This month, we’re bringing you nine organizations that have recently posted nonprofit development jobs on Idealist. Take a look through their descriptions to see if any are a match for your skills and interests.

1. Treatment Action Group, New York, NY

This nonprofit is the only AIDS organization dedicated solely to advocating for larger and more efficient research efforts toward finding better treatments, a cure, and a vaccine for AIDS. They are hiring a Director of Development to work on a hybrid schedule.

2. Innocence Project, New York, NY

The Innocence Project utilizes groundbreaking DNA technology and advocacy efforts to reform the criminal justice system and free the staggering numbers of innocent people who remain incarcerated. They are hiring for four, onsite, nonprofit development roles: Director of Institutional Giving, Assistant Director of Institutional Giving, Director of Development Operations and Data Systems, and Gift Processing Associate.

3. MiracleFeet, Remote

This global nonprofit provides low-cost treatments to the thousands of babies born with clubfoot every year, with the ultimate aim of granting these children a better quality of life. They are looking for an Associate Director, Development to fill a remote position.

4. Epiphany School, Boston, MA

The Epiphany School is an independent, tuition-free, middle school for children of low-income families from Boston neighborhoods. They are hiring a Development Coordinator for an onsite role.

5. Fund for Women's Equality/ERA Coalition, Remote

These sister organizations, the Fund for Women's Equality and the ERA Coalition, seek to educate Americans about and build a diverse coalition around the Equal Rights Amendment, with the ultimate aim of publishing the amendment to the U.S. Constitution. They are looking for a Development, Fundraising & Event Coordinator for a remote role.

6. Data Science 4 Everyone, Remote

This national initiative works to catalyze the adoption of data science and data literacy as a fundamental component of K-12 education to ensure all students are data literate by high school graduation. They are hiring a Development and Grants Specialist for a remote position.

7. Performing Arts Workshop, San Francisco, CA

This BIPOC-led nonprofit seeks to equalize access to arts and arts education in the Bay Area to help young people develop critical thinking, creative expression, Socio-Emotional Learning (SEL), and essential life skills. They are hiring a Development & Research Associate to work on a hybrid schedule.

8. Big Brothers Big Sisters of CT, Hartford, CT

This nonprofit’s mission is to provide children facing adversity with strong and enduring, professionally-supported, one-to-one relationships that change their lives for the better, forever. They are hiring a Senior Philanthropy Officer and a Grants Administrator to work on hybrid schedules.

9. Connecticut Citizen Action Group, West Hartford, CT

A statewide member-based organization, the Connecticut Citizen Action Group is dedicated to actively involving the citizens of Connecticut in altering the relations of power to bring about social, economic, and environmental justice. They are hiring an Event Coordinator & Development Assistant to work in a hybrid capacity.

Resources for Landing a Job in Development

If you’re interested in applying to one of the above positions but aren’t sure if you’re qualified, here are some helpful resources for gaining development experience, as well as tips for how to include a diverse skillset on your job application. 

• Breaking into a Development Career | An Interview with Anna Baum
• Get the Experience to Land the Job | Nonprofit Development and Fundraising
• Get the Experience to Land the Job | Grant Writing

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Clicked one of these organizations only to find that they’re no longer hiring? To keep you apprised of the latest in social-impact opportunities, all listings on idealist.org have a predetermined expiration date.

If you’ve missed the boat on any of the above opportunities, don’t forget to explore our latest job listings to find potential roles in development at organizations across the sector.

Throughout my career, I have been fortunate enough to gain the experience of managing hundreds of people, many of whom I hired as early-career professionals. One of the most rewarding aspects of management is sharing my expertise through mentorship: helping others develop new skills, advising on critical thinking and strategic planning, and nurturing that golden leadership mindset.

Here on Idealist’s Career Advice blog, we’ve decided to share stories from staff that relate to the various aspects of working in the social-impact sector. As we continue to highlight resources for professional development, I figured now is as good of a time as any to share the story of a mentor/mentee relationship that I’ve had with my friend, Robert.

Whenever I participate in workshops, presentations, and keynotes held at various schools, events, and conferences around the country, I always end with an open invitation—“If you want to reach out directly through email, connecting on LinkedIn, or saying hello…”—and some people do just that (though fewer than you might think!).

Pro tip: If you get that kind of invitation, jump on it! 

Robert was one of those brave people who approached me. It’s now been seven years, and our friendship has been filled with career advice, connections, and conversations. Below, I asked Robert to share a little bit about his background to highlight how connecting with other professionals helped shape his career trajectory.

***

Robert, I already know the answers to some of these questions, but can you tell us a bit about where you come from, personally, academically, and professionally?

I was born in the Bronx, grew up in Queens, and attended high school in Brooklyn. At Brooklyn Tech, I played American football in the Public School Athletic League (PSAL), where my coaches instilled in me the importance of dedication, responsibility, and teamwork. 

I first attended LaGuardia Community College, where I studied Business Administration and gained experience in entrepreneurship and tech through a number of clubs and projects. One of those clubs, President’s Society: Tech, allowed me to connect with industry professionals at Google, Idealist, Facebook, Microsoft, IBM, MongoDB, and AOL to discuss emerging topics and trends in the Tech space. I then continued my studies at Baruch College, where I graduated with a Bachelors in Business Administration with a concentration in Finance and Investments and minors in Information Technology and Social Responsibility.

Throughout my college career, I worked multiple jobs in the travel and hospitality industry to support myself. The summer after my junior year, I was selected for Google’s 2019 Summer BOLD Internship in Ann Arbor, Michigan. It was a phenomenal experience that led to my current full-time role as a Solutions Consultant at Google, driving customer success across Google’s advertising products.

What inspired you to reach out to current working professionals for career advice?

Truly what inspired me was joining President’s Society: Tech, which taught me the importance of fostering genuine connections with a focus on improving my knowledge and skills along my academic and professional journey.

I was given the opportunity to visit Idealist, where Bradley hosted a tech leadership event for my cohort. Since then, Bradley and I have fostered a mentor/mentee relationship, through which he has shared his own experiences and continuous guidance related to my professional development. Moreover, Bradley went above and beyond introducing me to his connections across the tech sector, reviewing resumes, and sharing advice.

How has networking with others helped shape your career?

I began to quickly evolve my mindset and think multiple steps ahead about how my current academic and networking decisions could influence my future career journey. I reached out to several connections I made through PS: Tech, all of whom were willing to provide career guidance. As my head coach would say, “It takes a village.” And, as a first-generation student whose family emigrated from Guyana, I appreciated all the support and experiential wisdom I received, which helped me to then adjust my focus and make strategic, career-oriented choices.

Several pieces of advice I received that helped me both academically and professionally:

• Be open to constructive feedback
• Practice pitching your experiences concisely, especially when networking
• Know how to demonstrate the impact you’ve made in your previous experiences using quantitative data points
• And my favorite, be humble yet hungry

Do you have any tips for students or current professionals on how to network with others?

Networking often requires us to step outside of our comfort-zone, but you should always keep in mind the benefits you’ll gain from hearing multiple perspectives. Specifically, if you have the opportunity to attend a networking event or professional club, go for it.

Embody the role you have in mind for yourself, and show up ready to absorb knowledge and ask meaningful questions. Always take the time to follow-up with individuals who volunteer their time to engage with you—your relationship might blossom and they could very well become your mentor! 

***

That wraps up the latest conversation between Robert and me, but, before I leave you to think about your own mentor/mentee relationships, here are a couple of tips to keep in mind:

1. If you’re a mentee, make sure your request is an easy lift for the person you are asking for professional advice.

Instead of “I’m looking for a mentor to help with all of my career decisions” (whoa, that could be a commitment 😬 )

try “Do you have a few minutes to tell me about your experience, and maybe look at my resume?” (whew, much easier 😅)

2. If you are giving advice, be as genuine and honest as possible. 

People naturally don’t know what they don’t know. As a mentor, I know I’ve done a good job when I get the feedback, “Wow, no one has ever told me that before.” Some of my favorites: 

• “Wait, so having a martini glass in my headshot doesn’t make me look fun to work with?”
• “So I should really showcase all of my personal entrepreneurial stuff?” (ahem, Robert)
• “Your resume can’t be three pages!” (this was given to me 🤣)

Engaging in a mentorship opportunity—whether you are the person seeking professional advice or providing it—is an incredibly valuable experience. No matter what side of the relationship you’re on, don’t pass up the chance to form a lasting connection with someone who can help you grow personally and professionally.

As someone interested in social impact, you’re probably excited about any and all opportunities to work with an organization that serves a cause or community you care about. Well, whether you’d like to learn more about a nonprofit, dip your toes into a new mission area, or become familiar with the current staff at an organization, volunteering can also help you advance your social-impact career.

Curious about exploring opportunities on idealist.org? Here are four ways volunteering can help you build up your skill set, as well as advice on how to leverage your experience in job application materials.

How volunteering can help you advance your career 

• You expand your personal and professional networks. People already working in your target field are great sources of information about job openings, affinity organizations, and people you should meet. And if you do a good job, your supervisor might serve as a reference when you’re applying to jobs.
• You learn new and transferable skills. Volunteering will help you develop new job skills, as well as apply current skills in new ways. For example, someone interested in marketing can help a smaller nonprofit spread the word about their mission through lead generation and social media. A college student accustomed to doing research for school assignments could volunteer to research an issue or demographic for a nonprofit.
• It’s an opportunity for career exploration. Volunteering allows you to try on different organizations, roles, issues, etc., without job-hopping. Of course, volunteering isn’t the same as being on staff, but it can expose you to the work of an organization in a deeper way than becoming a member, following it on social media, or even conducting an informational interview with an employee.
• You build a track record of work for a specific cause. Nonprofits value dedication to their issue area. By turning your values into action, you will demonstrate to your potential employer that you are committed to—and educated about—their issue of concern.

Including volunteer experience on your job applications

If a volunteer position relates to the roles you’re applying for, feel free to include it on your resume as “Relevant Experience;” just make sure you’re clear about the time commitment (and that it is a volunteer position, of course!). If the position is unrelated to your career trajectory—but you feel the experience is important to share—consider including it in another section on your resume for “Extracurricular Activities.”

Hiring managers will appreciate the opportunity to see your passions translated into action. If you’re writing a cover letter, share some of the points we listed in the section above as ways your volunteer experience has prepared you for the role at hand. For sector switchers who’d like to join a nonprofit, weaving volunteer experience into your application materials can help you make a meaningful connection to the sector.

***

Recognizing the impact of volunteers on our sector is an important part of working for a nonprofit. To gain first-hand experience, find a volunteer position that relates to your work or interests today!

by April Greene

“No” is one of the most common first words for English-speaking babies, but as working adults, it can be one of the hardest things to say—especially at the office.

Saying no doesn’t have to be scary, especially when it’s warranted. In fact, to ensure that you’re able to give your all to projects without feeling burnt out or stretched too thin, saying no is an important part of managing your work (and your relationships with co-workers).

Here are three scenarios where it’s totally okay to say "no," plus advice on what to say instead.

When you get an assignment from someone other than your supervisor

We all want to be helpful at work, so it’s tempting to say “yes” in this situation, especially if you work in a small organization where there’s a culture of pitching in. But if you’re being asked to take on a large project, it’s a good idea to check with your supervisor first.

For example, your supervisor may want you to decline the assignment if they’re about to give you an important project that relates directly to your duties. Or if this co-worker has a habit of coming to you with projects instead of going to others on their team, that’s something your supervisor may want to know.

How to say no: “Thanks for reaching out. Let me check with [SUPERVISOR'S NAME] to see if I’ll be able to handle that. I can get back to you by the end of the week. Does that work for you?” 

You may also suggest that for future requests, it would be helpful to simply CC your direct supervisor on the email (if email is how these types of requests and assignments generally come in).

Why this works: You’re acknowledging the request, explaining the step you need to take before responding, and letting them know when they can expect an answer. This will also help you keep your manager in the loop so they can more effectively "gate keep" for you.

If you’re not sure why your co-worker approached you for this assignment, it may be a good idea to ask them why they thought of you. That information can help your supervisor determine if it’s an appropriate task for you, or if someone else at the organization would be better suited.

When you have too much on your plate

Assuming you’re managing your time well, the ability to recognize and acknowledge when you have more work than you can handle is an important professional skill. It means you understand your limits, which will help minimize burnout. It also shows your manager and co-workers that you’re willing to speak up and advocate for yourself.

How to say no: “If I take on [X], I’m concerned that I’ll have too much on my plate to do a good job while juggling existing and ongoing projects. If you feel that [X] is an important project for me, can we chat about what I may be able to de-prioritize to make room for it?”

Why this works: It shows you’re being thoughtful about your time and considering your whole workload. It can also give your manager important information about your workload. For example, if you don’t have capacity for this new project because you’re spending 40% of your time on a project that they thought would take 15% of your time, that’s something they need to know.

Pro Tip: You don’t have to wait for a new assignment to talk to your boss about a heavy workload—check out our templates and tips for managing up at work.

When you’re not the right person to take on the task

Before you decline a task that you don’t feel qualified for, examine your feelings. Are you sure you’re not the best person for the job, or are you letting impostor syndrome hold you back? Is it possible that this task will take you out of your comfort zone in a way that stretches your skills or allows you to branch into a new area you’ve been wanting to try? If so, consider giving it a try!

If you still feel like you’re not the best person for the job, it’s okay to say no.

How to say no: “I don’t think I’m the best person to lead this project because [fill in the blank with the reason, such as lacking experience in a critical area]. Would you like me to think about who might be a better fit? And if there’s another way I can support this work, let me know.”

Why this works: You’re explaining why you’re declining the request, which demonstrates that you’ve thoughtfully considered it, and you’re offering a solution. You’re also offering to support the project, which shows that you aren’t simply trying to pass the buck.

Pro Tip: If you can’t take on the task because you lack a certain skill that’s available through training, you can use this opportunity to ask your organization to sponsor you for that training.

Reclaiming the word “no”

“No” is only a scary word if we allow it to be scary. When you face a scenario where saying no feels like the right thing to do, remember these tips:

• Be thoughtful about why you’re saying no
• Explain your reasoning
• Offer alternative solutions, where possible

***

For effective communication between team members, it’s helpful to practice professional communication methods. Check out our post, 5 Email Etiquette Tips for More Professional Communications, for helpful tips and advice on how to email your co-workers.

Over recent years, there’s been incredible progress made toward ending the stigmas surrounding mental illness and increasing awareness about the importance of mental health. But even as more people acknowledge the need for increased health care and support, the United States continues to face a mental health crisis.

According to the U.S. Centers for Disease Control and Prevention (CDC), over 30% of American adults report experiencing symptoms of anxiety and depression. Mental health is also a concern for young people, with 42% of high school students reporting that they struggle with persistent feelings of sadness or hopelessness.

You don’t have to be a healthcare professional to champion mental health in your community. Here are nine organizations that offer mental health services and are currently hiring on Idealist.

1. Jefferson Health, Philadelphia, PA

With a mission to improve the lives of their patients by reimagining health, education, and discovery, this hospital health system is the largest in Philadelphia based on total licensed beds. Jefferson Health’s system of hospitals, outpatient and urgent care centers, and telehealth networks focuses on providing exceptional physical and mental health care support. They are hiring an HIV Mental Health Services Supervisor and a Mental Health Counselor for onsite positions.

2. Rose Haven, Portland, OR

This nonprofit provides day shelter, resources, emotional support, and community connections to women, children, and marginalized people experiencing homelessness and poverty. They are hiring a Mental Health Advocate for an onsite role.

3. CAMBA, Brooklyn, NY

This nonprofit’s mission is to help struggling New Yorkers stabilize their lives and become self-sufficient. CAMBA serves more than 65,000 individuals and families across New York City through programs focusing on homelessness prevention, housing support, employment training, after-school support, and more. They are hiring an Accounting Supervisor/Bookkeeper, Accountant – Grants & Contracts, Mental Health Counselor, and Senior Grant Writer.

4. Health Law Advocates, Inc., Boston, MA

As the only nonprofit law firm in the country affiliated with a grassroots organization and dedicated solely to ensuring access to health care for society's most vulnerable members, Boston’s Health Law Advocates, Inc. provides free legal representation to people who live or work in Massachusetts. They are hiring a Staff Attorney and a Paralegal to work on hybrid schedules.

5. Bay Area Community Resources, San Rafael, CA

This nonprofit promotes the healthy development of individuals, families, and communities in the Bay Area. Their direct service programs focus on supporting low-income youth in high risk communities. They are hiring for four open roles based in and around the Bay Area: Mental Health Therapist, Substance Abuse Counselor, Clinical Supervisor, and Mental Health Therapist.

6. Transitions Mental Health Association, San Luis Obispo, CA

This private, nonprofit agency supports at-risk youth and disabled adults and seniors through programs that help individuals live, work, and grow in the communities within San Luis Obispo and Santa Barbara counties. They are hiring for five open roles on Idealist.

7. Program for Torture Victims, Los Angeles, CA

As the first nonprofit of its kind in the United States, this organization provides comprehensive medical, mental health, and social support to help torture survivors rebuild their lives and reclaim their identities. They are hiring a Clinical Psychotherapist/Forensic Evaluator to work on a hybrid schedule.

8. The Brookline Center for Community Mental Health, Brookline, MA

This nonprofit meets the evolving mental health needs of children, families, and adults in Greater Boston by providing affordable and culturally-responsive mental health care and social services. They are hiring a Director of Communications, Director of Individual Giving, and Director of School-based Tele-Behavioral Health to work on hybrid schedules.

9. American Foundation for Suicide Prevention, Arkansas

This voluntary health organization is dedicated to saving lives and bringing hope to those affected by suicide, including those who have experienced a loss, through research, education, and advocacy. They are hiring a Programs Manager for a remote role based in Arkansas.

***

Clicked one of these organizations only to find that they’re no longer hiring? To keep you apprised of the latest in social-impact opportunities, all listings on idealist.org have a predetermined expiration date.

If you’ve missed the boat on any opportunities with the above organizations, don’t forget to explore our latest job listings to find potential employers that provide mental health support to communities across the country.

You have a new job, or a new manager, and something isn’t working. You and your boss aren’t seeing eye to eye and you’re getting frustrated—or worse, you’re starting to check out.

Or maybe you’re finding that you and your manager have similar points of view and you want to standardize how you communicate. Perhaps you’d like to grow more comfortable with delivering feedback, but you’re not sure how to begin.

Whether you’re hoping to change your relationship with your manager or are just looking for a shift in communication, it’s up to you to voice your perspective and manage up.

Managing up at work

Managing up can help you learn how to structure your professional relationships and take ownership of your work—more than that, it’s a powerful communication skill.

We often communicate with people in the manner with which we want to be communicated; to develop a relationship with someone who is above you in the hierarchy, you’ll need to adapt your communication method to one that works for them.

Maybe emails are a great way for co-workers to get in touch with you, but you know that your manager tends to gloss over them. Perhaps they prefer Slack messages when it comes to day-to-day work or in-person meetings to present important project updates. Ask them which modes of communication work best so you can find a useful middle ground.

Once you recognize how to talk to your manager, consider any tasks or questions you may have that affect your professional relationship. Our friends at The Management Center have a fantastic resource on how to get aligned with your manager on specific projects or in your day-to-day work. You can also apply their 2x2 feedback form to structure your check-ins with each other.

Here are some topics to think about when you’re ready for this conversation:

• Expectations
• Communication preferences
• How to prioritize the work
• Management styles
• What success looks like
• When and how to debrief after a project is completed

How to provide feedback to your manager

If you don’t have experience managing up, it may feel daunting to start. But remember that feedback is an important part of the manager-direct report relationship, so if something isn’t working for you, speak up!

Here, we share five ways to provide feedback to your manager, depending on the situation:

1. When you want to set up regular check-ins 

Hi [NAME OF SUPERVISOR],

I’d love to schedule a series of check-ins with you to ensure that we have an opportunity to align and communicate on a more regular basis. It would be really helpful for me to give progress updates on certain projects and be able to ask for guidance or feedback in a structured manner. What do you think about setting up a weekly or biweekly meeting?

2. When you’re looking for clarity on a project

When you’re put on a new project, it’s important to touch base with your manager one-on-one when you need to clarify certain details. Here are a few talking points that may be useful for this conversation:

• Mention that you’re excited to begin working on the new project, but that there are a few details you’d like to go over.
• Restate what you believe is your role in the project and ask your manager to clarify if you misunderstood anything.
• Be specific about what you find confusing and ask questions about expected deliverables.
• Set up at least one follow-up call or meeting to share a progress update to ensure you’re on the right track.

3. When you’re feeling overworked

Sometimes the work piles up and your manager may not be aware of how much you have on your plate—it happens! Here are some ways to flag your manager and ask for help with managing tasks:

• Make a list of your tasks, as well as their respective deadlines, so you have a clear view of everything you’re working on.
• Provide an overview of your schedule to highlight which tasks you need help managing.
• Ask your manager if they are able to help with your workload, deprioritize certain tasks, or delegate work to another team member.  

4. When you’d like more feedback on your work

After completing a project, you may want to discuss the work with your manager to learn what you did well or where you could improve. Here are some ways to ask your manager for feedback:

• Let your manager know that you’d like to talk about the project for the purpose of gathering feedback. If you need help structuring this conversation, The Management Center has a great debriefing template you can fill out with your manager.
• Share which aspects of the project you felt were successful, as well as whether you feel there is room for improvement.
• Ask your manager for their perspective on how you managed the work, and ask clarifying questions to gather specific feedback.

5. When you want to share positive feedback with your manager

Hi [NAME OF SUPERVISOR], I wanted to let you know that I loved your presentation on [NAME OF PROJECT]. The presentation clearly took a lot of time and work, and I specifically appreciated how you outlined the project goals and obstacles. I thought the end result was incredibly clear and engaging.

As you grow more comfortable with managing up, you can start to share positive feedback in less formal ways, such as a Slack message or during one of your in-person meetings. Not only will it allow your manager to see that you appreciate their work, but it will also encourage them to share more casual, positive feedback with you.

***

Recognizing how you and your manager like to communicate is essential to managing up. But what if you’re not sure how to describe your communication style or are working with someone who has a different style than you? Take our quiz for helpful descriptions and tips on interacting with co-workers.

Even when we’re speaking the same language, we all communicate a little differently. Some people offer short, straightforward responses or explanations while others might add a ton of detail.

Knowing your own communication style—and learning to adapt to different styles—can help personal and professional success come much more easily.

Take our quiz to find out which style describes your personal and professional communication habits, and how to play to your strengths in the office. Then, share your results with co-workers so they know how to best collaborate and communicate with you on future projects.

***

Now that you know how to communicate with your colleagues, find out how to best manage direct reports: Take Our Quiz | What's Your Leadership Style?

If you’ve worked in the social-impact sector for some time, you may have dreamed of taking on a director position within your specific department. Well, good news!

Whether you’re looking to become a Director of Operations, Communications, or something more specific—like Director of Illicit Finance Policy 👀—we have just the job for you. This month, we’ve rounded up 10 organizations that are currently hiring directors on Idealist.

Fancy name change included, becoming a director may just be the perfect next step for your social-impact career—especially if you have the experience to back you up.

Most director positions require applicants to have three to five years of management experience, excellent communication skills, and a track record of successful collaboration. It’s also helpful to have experience in the hiring organization’s specific issue area and be able to demonstrate how you’ve already made an impact.

If you’re unsure of whether you qualify for the opportunities listed below, make sure that you aren’t just taking yourself out of the game too soon; you may have great experience to bring to the role even if your resume doesn’t quite line up with some of the preferred qualifications.

If you’re ready for the next step in your career and think that a director-level role is worth pursuing, we encourage you to review the job listings below and apply to those that feel like a fit! 

1. Youth Enrichment Services, Boston, MA

This nonprofit is dedicated to serving Boston youth with a targeted focus on reaching low-to-moderate income children and teens. Since its founding in 1968, Youth Enrichment Services has focused on providing affordable and impactful sports-based youth development and leadership programming. They are hiring a Director of Programs & Operations for an onsite role.

2. Conservation Center for Art & Historic Artifacts, Philadelphia, PA

As one of the largest nonprofit conservation centers in the country, the Conservation Center for Art & Historic Artifacts is focused on providing expertise and leadership in the preservation of the world's cultural heritage. They are hiring a Director of Business Development to work on a hybrid schedule based in Philadelphia, PA.

3. Catholic Charities of Los Angeles, Inc., Los Angeles, CA

This nonprofit is committed to collaborating with diverse communities by providing services to the poor and vulnerable, promoting human dignity, and advocating for social justice. They are hiring a Director of Youth Immigration Services for an onsite role.

4. The Sentry, Remote Role

A strategic partner of the Clooney Foundation for Justice, this nonprofit seeks to counter the main drivers of conflict and create new leverage for peace, human rights, and good governance. They are hiring a Director, Illicit Finance Policy for a remote role.

5. United Spinal Association, Remote Role

As the largest nonprofit organization dedicated to enhancing the quality of life of all people living with spinal cord injuries and disorders (SCI/D), United Spinal Association educates and empowers wheelchair users to achieve and maintain the highest levels of independence, health, and personal fulfillment. They are hiring a Director of Giving for a remote role.

6. UnLocal, Inc., New York, NY

This nonprofit seeks to re-imagine the way legal services are delivered to immigrants in New York City by expanding access to legal representation for undocumented immigrants, educating immigrant communities about their rights under immigration laws, and developing community-based projects. They are hiring a Director of Human Resources, People and Culture to work on a hybrid schedule based in New York, NY.

7. The Art of Problem Solving Initiative, Inc., New York, NY

This nonprofit runs the Bridge to Enter Advanced Mathematics (BEAM) program, which is dedicated to helping underserved students access pathways to careers in science, math, engineering, and programming. They are hiring a Director of Individual Giving to work on a hybrid schedule based in New York, NY.

8. Performance Santa Fe, Santa Fe, NM

This nonprofit brings the very best of music, dance, and theater to iconic Santa Fe locations to spark joy and enrichment in the community. Alongside its performance season, the organization runs three educational programs for students in the community—Arts for Life, the Masterclass Series, and the Field Trip Series. They are hiring a Director of Finance and Administration for an onsite position.

9. Ohio Association of Foodbanks, Columbus, OH

This nonprofit works closely with other stakeholders to secure funding for food and grocery items to feed Ohioans experiencing hunger. They are hiring a Director of Communications to work on a hybrid schedule based in Columbus, OH.

10. Alliance for Gun Responsibility, Seattle, WA

Through collaboration with experts, civic leaders, and citizens, this nonprofit works to end the gun violence crisis and promote a culture of gun ownership that balances rights with responsibilities. They are hiring a Director of Communications to work on a hybrid schedule based in Seattle, WA.

***

Clicked one of these organizations only to find that they’re no longer hiring? To keep you apprised of the latest in social-impact opportunities, all listings on idealist.org have a predetermined expiration date.

If you’ve missed the boat on any opportunities with the above organizations, don’t forget to explore our latest job listings to find potential employers that are hiring for director-level positions across the country.

Hello Ask Alexis,

For about eight months after leaving my social services job, I took a transitional, non-career-related position. I was wondering if is best to list this job on my resume or leave it out and explain the gap during an interview?

Regards,

Benito

Hi Benito!

It's great to hear that you accepted a new position during your transition, even if it felt unrelated to the work in which you were previously engaged.

Since you'd be leaving a sizable resume gap (that isn't actually a gap at all!) by removing the position from your resume, I'd suggest including the position on your resume. Of course, you'll want to be prepared to speak to why you accepted the position since it's doesn't sound like it was an obvious next step on your career path.

I'd also go a step further and challenge you to spend some time thinking about what you gained from the role. Even if there's no clear connection between the work you did during that eight-month period and the work you see yourself doing moving forward, I'm willing to bet that you walked away with some new (or newly honed) skills.

Employers tend to have biases in regards to employment gaps, and when they do look unfavorably at a gap, it puts the job seeker at a disadvantage. While there is some backlash against those types of biases, plenty of recruiters and hiring managers still view gaps as a red flag. And given that the consensus among recruiters is that they typically spend only about six seconds in an initial scan of a resume, I’d suggest eliminating as many potential red flags as possible (gaps included!).

And while I can’t offer precise advice on which transferable skills you should play up on your resume, I can guess that the eight-month job may have required punctuality, organizational skills, and an exceptional rapport with customers. How might these (and other) skills relate to the type of job you want to do next? This is what you should include on your document. Omit any rote tasks that don’t relate to the job, and play up your strengths and successes!

Before rewriting your resume, be sure to carefully review the job listing to determine what skills are required. Your resume, particularly the bullet points for your “unrelated” job, should clearly include those skills. Fit your resume to the type of work you are currently pursuing. I find that it helps to tailor your resume to a specific job listing, so you can really make a clear connection between the employer’s needs and your skills and accomplishments. While it might be more time-consuming, I’ve always been a big believer of quality over quantity!

To your success,

Ask Alexis

 ***

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!

According to the World Health Organization (WHO), an estimated 1.3 billion people have some form of a disability — that’s equal to 16% of the world’s population. But even with laws like the Americans with Disabilities Act (ADA), which prohibits discrimination against people with disabilities and requires most public places to be accessible, many people with disabilities still encounter barriers that keep them from fully participating in everyday activities.

Sometimes it’s a physical barrier, like a broken elevator at a subway station, and other times it’s a less visible—but no less hurtful—barrier, like having to leave an event held in a dimly-lit space because you can’t see well in low light.

You don’t have to be a disability rights activist to recognize these barriers or create thoughtful solutions. To better advocate for yourself and your co-workers, here are five ways to create a more accessible work environment.

1. Always use a microphone

How many large meetings or events have you been to where a speaker stands at the front of the room and asks, without a microphone, “Can you all hear me?” Most of the time, no one objects, so the speaker goes on to give their remarks without a mic.

Talking into a microphone may feel slightly awkward for the speaker, but that’s nothing compared to what it feels like to be unable to fully participate in an event because you can’t hear what’s going on. You never know who in the room has a hearing impairment, and some people may feel uncomfortable volunteering that information in front of a crowd.

Always using a microphone when you’re speaking at or running an event—no matter the size of the room—is a small but important way to make your event more accessible. You can even go a step further by exploring whether your event can also utilize closed captions or interpreters.

2. Don’t ask people to stand if they don’t need to

Here’s another common one you hear at presentations: “Stand up if you’ve ever done X,” or “Stand up if you believe in Y.” It’s a well-intentioned way to get the audience to participate, but it excludes people with mobility issues, including people who use a wheelchair or those who have another, less visible disability like chronic pain.

To encourage audience participation in a more accessible way, you could ask people to raise their hand if something applies to them, or simply pose the question without asking for a corresponding movement. Asking the question is enough to get your audience thinking about and relating to the content, and that’s fully accessible.

3. Consider virtual meetings 

Even if your office has fully returned to in-person work, allowing meetings to have a virtual component can better support staff with disabilities. For example, employees experiencing a pain spike may appreciate the opportunity to attend a meeting virtually instead of in-office, or go camera off when they need to step away without disrupting the meeting.

If your organization already utilizes virtual meetings, consider whether there are any explicit or implicit rules and norms that may impact people with disabilities.

For example, are employees required to leave their cameras on when attending meetings virtually? If so, consider taking time at the beginning of every meeting to let employees know they are free to briefly turn off their cameras or step away when necessary, no questions asked.

Pro Tip: Check out our guide to utilizing digital accessibility technology to ensure all staff members can fully participate in virtual meetings.

4. Host events at accessible venues

The ADA sets forth various requirements for spaces such as restaurants, conference centers, and hotels. If you’re looking for a venue for your event or meeting, it’s not your responsibility to confirm that a building is following the ADA, but you can still establish your own standards for assessing a venue’s accessibility.

Cornell University has a great checklist for their students, faculty, and staff that includes five things to look for in a venue:

• Visibility: Is the space well-lit, with clear signs featuring Braille and large print? Is there a location for interpreters to stand, or for you to set up a screen that features closed captioning?
• Acoustics: Is there a microphone available? You can also assess if there’s loud background noise that could inhibit the participation of someone with a hearing disability. Consider reserving space near the front of the room for anyone who needs to read lips to follow along.
• Mobility: In addition to checking for ramps and elevators, check the accessibility of the bathrooms and the distance between the front door and accessible parking (or, if you’re in a city, the distance between the venue and accessible public transportation).
• Technology: Depending on your event, utilizing live-streaming technology can make your event more accessible to people who have trouble leaving their homes.
• Service animals: Ask what the venue typically does for patrons with service dogs or other animals.

5. Offer virtual volunteering

There are many virtues of virtual volunteering, which enables people to volunteer from the comfort of their own home, couch, or anywhere else. One benefit is that it makes your organization’s volunteer opportunities more accessible to people with a physical disability or emotional disability (such as one that affects a person’s behavior in social situations).

If you want to create a virtual volunteering program at your organization, start by brainstorming the tasks or projects that don’t require a volunteer to be in-person at your office or program site.

As you can tell by searching remote volunteer opportunities on Idealist.org, many tasks, such as administrative support and graphic design, can be done remotely.

Then, approach your boss with your ideas. You could start small with one or two volunteers so you can see how it works and tweak the program as needed. To find virtual volunteers, post a listing on Idealist.org and share it on social media and with your networks.

Pro Tip: Ask your boss or another colleague if your organization has tried a virtual volunteer program before and, if so, how it went.

Creating a more accessible workplace for yourself and your co-workers is a great way to ensure your organization is truly doing the work to consider the needs of others. By reframing your mindset to consider accessibility concerns, you can have a positive impact on how individuals from all backgrounds and abilities experience your events or meetings.

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Concerned about discrimination at your office? Check out our guide to 12 Types of Workplace Discrimination.

Those engaged in military service dedicate their lives to serving their country, which can sometimes come at a great cost. In fact, due to their experiences, veterans are more vulnerable to experiencing homelessness, physical and mental health issues, and substance use disorders than the general population.

There are many organizations across the social-impact sector that are dedicated to addressing these challenges. From providing legal support, assisting with the job search, and removing barriers to accessing health care, these teams support U.S. veterans year round—and if you’re currently looking for a job, you can, too.

This July, we’ve rounded up a list of seven organizations that provide services to U.S. veterans and have recently posted open roles on Idealist.

1. Legal Aid Society of Eastern Virginia, Onsite and Hybrid Roles

This nonprofit law firm provides free civil legal assistance to people experiencing homelessness and low-income individuals who are otherwise unable to afford an attorney. They are hiring for two open roles based in Norfolk, VA: Veterans Staff Attorney and Communications Associate. 

2. Veteran Advocacy Project, Hybrid Roles

This nonprofit serves low-income veterans and their families, with a focus on those living with post-traumatic stress, brain injury, and substance dependency. The Veteran Advocacy Project provides legal services and access to health care and benefits, opens the door to education and employment, and empowers veterans by removing barriers to recovery. They are hiring a Legal Advocate and a Staff Attorney for hybrid positions based in New York, NY.

3. Armed Forces Benefits Association, Hybrid Role

This nonprofit serves veterans and their families by providing insurance solutions and benefits to members of the armed forces, as well as first responders, federal government and department of defense employees, and our country's civilian workforce. They are hiring an IT Service Desk Technician 1 for a position based in Alexandria, VA.

4. Northwest Justice Project, Seattle, WA

This nonprofit provides legal services to low-income individuals, families, and communities. As a dynamic law firm, the Northwest Justice Project pursues its mission through legal advice and representation, community partnerships, and education to empower clients and combat injustice in all its forms. They have posted four open roles on Idealist based in or near Seattle, WA.

5. Jericho Project, New York, NY

The Jericho Project is dedicated to ending homelessness at its roots by enabling individuals and families to attain quality housing, employment, and mental and physical health services. The 40-year-old nonprofit serves over 2,500 individuals, including 700 veterans, annually. They are hiring for three onsite positions: Veteran Employment Specialist, Career Counselor - SSVF Workforce Development, and Career Counselor - Anthony Ave and West Tremont.

6. Inner City Law Center, Hybrid Roles

This nonprofit law firm provides free legal services and promotes access to decent, safe, and fully habitable housing for individuals and families experiencing homelessness. They are hiring for three hybrid positions based in Los Angeles, CA.

7. The Connecticut Veterans Legal Center, West Haven, CT

This nonprofit’s mission is to help veterans recovering from mental illness and homelessness overcome legal barriers to housing, healthcare, and income. They are hiring a Paralegal for an onsite role.

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Clicked one of these organizations only to find that they’re no longer hiring? To keep you apprised of the latest in social-impact opportunities, all listings on idealist.org have a predetermined expiration date.

If you’ve missed the boat on any opportunities with the above organizations, don’t forget to explore our latest job listings to find potential employers focused on serving U.S. veterans.

In Part 1 of our two-part series, How to Welcome Transgender and Nonbinary Applicants Into Your Organization, we spoke to human resource experts at Lambda Legal, Chief of People & Culture Crystal Costello and Recruiter Shane Smoore, about building an inclusive culture for members of the transgender and gender-nonconforming (TGNC) community.

We hope the tips shared in Part 1 will help ensure your organization is supportive of people from all backgrounds and identities. Here in Part 2, we offer suggestions on how to extend that support to the application and interview process, whether you work in hiring, sit on interview panels, or are simply interested in nurturing a more diverse workforce.

Be intentional on job listings

When crafting a job listing, it’s standard practice to include an equal employment opportunity (EEO) statement to signal that your organization cares about fair hiring practices. But if the usual boilerplate doesn’t reflect your organization’s values or unique language, many applicants may gloss over it without understanding your commitment to diversity, equity, and inclusion.

Crystal suggests that as a hiring manager, you truly reflect on the communities you want to apply to your job listings. Marginalized communities that have traditionally been excluded from employment opportunities may discount themselves from the application process if they don’t think they’ll meet traditional expectations.

“I know the real estate on job postings is tight, but specifically naming the communities you want to apply to your roles can be powerful,” says Crystal. “If we want people affected by HIV, who are transgender, who are gender nonconforming, or who have never been to college to apply, we want to do all we can to encourage them, as opposed to sharing a general EEO statement.” 

Adding your organization’s values to job listings can mean specifically sharing when life experience may substitute for education or career experience. Including a space for applicants to self-report pronouns can also signal that your organization is intentional about welcoming transgender and nonbinary applicants.

Translate your values to the interview process

The interview process varies across organizations with different budgets, sizes, teams, and positions available. Nevertheless, you can still welcome members of the TGNC community by considering how your interview outreach, questions, and process tie back to your commitment to diversity.

Ask staff from across the organization to participate

In addition to sharing information about the day-to-day tasks and role responsibilities, interviews are also an opportunity for job seekers to get a sense of how an organization functions. For this reason, asking people outside of the hiring team to participate in the interview process can provide applicants with insight into your organization’s culture.

“Currently, we host two panels that intentionally represent the diversity of our staff. These are not only people in different roles, at different levels, and in different departments, but who also have different racial identities, gender expressions, and so forth,” Crystal says. “We do that because if you say you want diverse voices and identities in your recruiting, then you have to center diverse voices at your organization.”

Share and ask for pronouns

It’s a misconception to think that only transgender and nonbinary applicants should share pronouns. Building an inclusive workforce requires all members of an organization to affirm each other’s identities, which can start by growing comfortable with regularly sharing and asking for pronouns.

“It’s a small thing to ask for pronouns, and trans and nonbinary applicants can feel even more supported by you referring to them correctly,” Shane says. “Making this a staple in your recruitment and interview process will make sure you never miss that opportunity to make someone feel included and welcomed.”

If a person’s legal documents do not align with their name or gender expression, it’s important to record their self-reported answers in your applicant tracking system (ATS). If your organization does not use an ATS, add a custom field to your current recruiting and interviewing templates.

Make sure every candidate has the same experience

Finally, ensuring your organization is committed to DEI means standardizing your recruiting and interview process. Shane shares that prioritizing equity in this way can mitigate the potential for bias to creep into your processes.

It may seem like there is an endless list of things to keep in mind to make sure you’re being inclusive, but what it all boils down to is compassion. Emphasizing your organization’s commitment to diversity starts by ensuring your processes value the person behind the job application, and treating them with the kindness and respect they deserve.

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What’s the meaning behind equity and equality? Find out how the differences between these two concepts matter greatly to the people in your organization and to the populations you serve. 

Whenever you think about upcoming travel plans, you may dream about beach vacations, adventuring outside, or spending quality time with family. These breaks from work are exciting and motivating—not to mention positive for your health and wellbeing!

So what if you could retrain your mindset to feel that same excitement when you don’t have travel plans but still want to take advantage of time off? 

Whether you’re a working professional, parent, student, or job seeker, taking a staycation from the day-to-day may be just what you need to find motivation. Read on for our ideas of how you can use that time to pick up a new skill, hone in on a particular aspect of your work, or gain some real-world experience.

Pick up a new skill

There are tons of free opportunities to learn and grow in your career, many of which are accessible from the comfort of your home. If you’d like to use your staycation to update the skills on your resume, here are some resources to get started: 

• Idealist’s Career Advice blog brings you an ever-growing library of useful resources for improving your resume, searching for jobs, applying to grad school, and more. Find career development guides on topics like personal branding and career paths, and design your dream career with our free email course.
• Skillshare courses are taught by experts in a variety of fields, and their free offerings are only about an hour long. Sign on to Skillshare and learn graphic design, email marketing, visual storytelling, or blogging. Watch videos on workplace productivity, or how to succeed in an interview. Whatever you want to brush up on, you can probably find it here.
• Udemy also offers courses on a wide variety of topics. If you type “free” in the search bar, you’ll be presented with a list of hundreds of free courses that can be completed in about 10 hours or less. Tune up your writing skills or learn to build a website or develop an app. The possibilities are endless.
• Open Culture offers free resources specifically for brushing up on your language skills. Whether you want to learn the basics or practice a language you already know, chances are you’ll find some free resources on this site.

To get the most out of your professional development staycation, choose just one skill you want to learn or practice (rather than all of the above) and then develop a manageable schedule for your time.

Remote volunteering

Volunteering, when done thoughtfully and intentionally, can be a great professional development opportunity. And if you're interested in volunteering from home during your staycation, use Idealist's remote volunteering search filter for thousands of opportunities.

Some large organizations now offer formal online volunteer programs and opportunities. Here are a few:

• Red Cross: During times of disaster, the Red Cross utilizes digital volunteers to monitor online discussions to find people who need help, and to share important updates on social media. If you are active on Facebook and Twitter, this could be a great opportunity for you.
• Smithsonian Institute: If you’re passionate about education and interested in history, science, or anthropology, the Smithsonian Institute has some great opportunities. Virtual volunteers help with two main projects: transcribing historical documents and updating relevant Wikipedia pages.

Get hands-on experience

If you’d rather be out in the community than in front of your computer, spend the week focusing on hands-on learning.

Is there a particular nonprofit that you’d like to support or learn about? Consider job shadowing to see what the field is like, ask questions, and of course, network!

Not sure where to start? If you’re a student or recent graduate, check with your college career office for any organized job-shadowing programs. Plenty of colleges and universities have listings of alumni interested in taking on a mentee for a few days.

If that doesn’t provide any opportunities, explore who may be available in your own network. Talk to alumni, friends, and colleagues whose jobs you are interested in learning more about. Ask them if you can shadow them for a few days in whatever way is most convenient. If shadowing isn’t a possibility, perhaps they'll be open to a friendly conversation over coffee. Most people are flattered when someone takes an interest in their career and will be happy to help.

And if you can’t find anyone in your network, reach out to an organization you are interested in. Be clear about your goals for the week and the amount of time you’d like to commit, then ask if there is an employee who would be interested in having you as a shadow. If there is someone in particular you admire, try to reach out directly and arrange an informational meeting at their office or over coffee. It can be scary to make that ask, but it’ll be worth it to have an awesome experience. Plus, you’ve got nothing to lose.

To get the most of your job-shadowing experience, try the following:

• Prepare: Do your research on the field and the person you’re shadowing. Come up with specific questions you want answered and set goals for yourself about what you’d like to learn.
• Be respectful: Be cognizant of the workplace culture. While you want to learn and ask questions, recognize that there is also a time to be quiet and just observe.
• Follow up: You may only spend a few hours or days shadowing, but don’t end the relationship when you walk out the door. Send a thank you email, letter, or card telling your mentor how much you enjoyed the experience, and continue to stay in touch.

Other professional planning

There are many other ways you can create a professional development plan during a productive staycation. Maybe you want to spend the time working on your resume, drafting cover letters, or checking out these inspirational reads. Or, perhaps what you really need is time for self-care. Whatever you decide, try to use the time to focus on what you need.

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Are you searching for a formal way to grow your career? Check out our post, 5 Professional Development Trainings for Every Stage of Your Career, for online and in-person resources.