OntariansĚýare struggling to save for retirement – andĚýcombined with aĚýbroader affordability
crisis, these pressures are hitting the nonprofit sector especially hard.ĚýTighter budgets and fewer
resources mean retirement security often gets pushed to the back burner.Ěý
Ěý
The numbers tell a sobering story. According to the National Institute on Ageing, only 29% of
Canadians say they can afford to retire when they want to – down from 35% just three years
ago. For nonprofit workers, the reality is even more challenging.Ěý
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This is where comes in.ĚýĚý
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OPTrust Select is a defined benefit pension plan designed with nonprofits in mind –
professionally managed, affordable,Ěýand recommended by ONN. It gives organizationsĚýthe ability to offer their staff something thatĚýseemedĚýout of reachĚýto many: a high qualityĚýdefinedĚýbenefitĚýpension.Ěý
Ěý
One organization that has already seen the impact of offeringĚýOPTrustĚýSelect to their staffĚýis theĚý, which joinedĚýin 2022.

Supporting frontline work in Toronto

WomanACT is a collaborative organization working to improve systems that respond to violence
against women in Toronto. Through research, coordination, and partnerships across sectorsĚý–Ěýincluding shelters, legal services, health care, and community organizationsĚý–ĚýWomanACTĚýhelps strengthen the city’s response to gender-based violence.Ěý
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Like many nonprofits,ĚýWomanACTĚýcompetes for talented staff in a sector where compensation
can be limited. Leadership began exploring ways to strengthen their employee value proposition
while continuing toĚýoperateĚýresponsibly within their budget.Ěý
Ěý
Their motivation was straightforward.

“We wanted to ensure that our organization was competitive with what other organizations are offering.”

Offering strong benefits is especially important in the nonprofit sector, where employees are
deeply committed to their work but often faceĚýless competitiveĚýsalaries than their for-profit counterparts. ForĚýWomanACT, a pension was about more than just compensationĚý–Ěýit was also about organizational values.

“It matters for nonprofits because it signals stability, fairness and long-term commitmentĚý–Ěýand that’s important in a sector where salaries are often lower than for-profit counterparts.”

Finding a pension that works for nonprofits

When evaluating pension options, the WomanACT team focused on a few key considerations:
affordability, administrative simplicity, and meaningful support for staff. 

For many smaller organizations, pensions can seem complex or expensive to manage. OPTrust Select was designed to address these concerns by offering a shared plan structure that minimizes administrative burden for participating employers.Ěý
Ěý
Ultimately, theĚýorganization chose OPTrust Select because it aligned well with their needs and capacity.

A tool for hiring – and retaining – talent

Since joining the plan,ĚýWomanACTĚýhas already seen benefits when it comes to recruiting and keeping staff.Ěý
Ěý
“It’sĚýmade hiring a bit easier because candidates really notice when a nonprofit offers a pension. And for our current staff,Ěýit’sĚýgiven people more long-term security, whichĚýdefinitely supportsĚýretention.”Ěý
Ěý
In a competitive labour marketĚý–Ěýparticularly in specialized nonprofit rolesĚý–Ěýbenefits like
pensions can make a meaningful difference in how organizations attract andĚýretainĚýemployees.Ěý
Ěý
Staff feedback has also been positive. According to the organization, employees appreciate
knowing their employer is investing in their future.Ěý
Ěý
“Staff have been very appreciative and have a sense that the organization is investing in their future.”

Changing perceptions about pensions

A common misconception in the nonprofit sector is that pensions are only feasible for large
organizations. WomanACT says their experience tells a different story.

“PensionsĚýaren’tĚýjust for big organizations anymore. OPTrust Select was built with smaller nonprofits in mind, and the costs and administration are very manageable.ĚýIt’sĚýactually oneĚýof the easiest ways for a small organization to stand out and show staffĚýthey’reĚývalued.”

In addition to supporting recruitment and retention, the plan has also helped reduce uncertainty
about retirement planning â€“ for both staff and leadership. 
 
With economic volatility affecting many sectors, the predictability of a defined benefit pension
can provide welcome reassurance.

“Having a pension in place makes the future feel more secure and has taken some of the guesswork out of planning for the future.”

Building a stronger nonprofit workforce

At a time when retirement security feels out of reach for so many Canadians,Ěýthe experience of
WomanACTĚýshows thatĚýnonprofitsĚýcan give yourĚýstaffĚýthe retirement they deserve. The barrier is lower thanĚýyou think.Ěý

WomanACTĚýunderstood that. And by joining OPTrust Select, they made something that is
increasingly rare for working Canadians – a stable, predictable retirement – a reality for their staff.ĚýYouĚýcan do the same.

Organizations interested in joining OPTrust Select can learn more by contacting: 
Email: info@optrustselect.com | Phone: 416-681-3609

Over the last few years, volunteering rates have been declining in 91ĘÓƵ and organizations are reporting sustained shortages of volunteer labour. While efforts to recruit and retain volunteers are ongoing, this session will ask us to consider how organizations can promote Decent Volunteering (as aligned with Decent Work philosophies) and foster decolonial approaches to volunteer recruitment and screening.

Attendees will be asked to critique how systems of volunteer engagement exclude, harm, or marginalize some community members and imagine new ways of fostering communities of belonging in volunteer programs.

Throughout the session, we will address:

• Volunteering as indecent work
• Decent recruitment and barrier-free volunteering
• An anti-racist lens to volunteer screening

This session will be informed by the work of ONN and Volunteer Toronto, and includes reflections from Volunteer Toronto’s upcoming  course: Decent Volunteering for Racial Justice.

The webinar will be recorded. Participants will receive the recording, and relevant resources, including presentation slides within one week of the webinar. If you have any questions, please email info@theonn.ca.

Speakers:

• Candice Zhang (she/her), Policy Advisor, ONN
• Kasandra James (she/her), Director of Programs, Volunteer Toronto

As Director of Programs, Kasandra James provides strategic leadership of Volunteer Toronto’s programs, services and events that connect Toronto’s diverse volunteer-seekers with the organization that need them. Since joining the team in 2015, Kasandra has used her experience and expertise in non-profit and volunteer management, community development and program design to support capacity building efforts in hundreds of organizations across 91ĘÓƵ. Her work includes oversight of the Volunteer Toronto’s learning programs for community members and non-profits, public activation and events such as volunteer fairs and information sessions, and programmatic partnerships with non-profit stakeholders, networks and funders.

Kasandra is a reluctant academic and serial volunteer. In addition to her Bachelor’s degree in Psychology and certificate in Non-Profit Management, Kasandra is currently enrolled in a Masters of Education program focused on Community Development, and has the privilege of using academic space to think and write about the issues of volunteering, community and civic engagement that inform her work.

Nonprofits work with and for communities to provide a myriad of services that ensure the health and well-being of people all across Canada. The sector’s most important resource is its people. The trouble is, attracting and retaining good workers has never been harder. And without good workers, the capacity to serve communities suffers.

In an effort to meet this challenge head on, 91ĘÓƵ’s nonprofits are increasingly turning to pension plans as an efficient and effective means to support their team and advance their mission. As the only sector-wide pension plan recommended by the 91ĘÓƵ Nonprofit Network (ONN), is an affordable way to ensure your team will have a stable and secure retirement income from a defined benefit pension. 

Most importantly, as a pension trust, OPTrust Select is effectively a nonprofit itself, meaning you won’t be charged fees beyond your regular contributions to the pension plan.

“Our sector and its workers deserve the same dignity in retirement and future income security as those working in other sectors. Creating access to a defined benefit pension plan for our sector is one of the ways ONN has advanced Decent Work and we are proud to recommend OPTrust Select. It is an affordable and accessible plan that strengthens the ability of nonprofit employers to recruit and retain staff. The contribution rate is 3 per cent; affordable for most workers and organizations, and this pension plan gives workers a defined benefit for life.”

Cathy Taylor, ONN

Why defined benefit pensions?

Defined benefit pension plans are the gold standard in retirement security. Unlike other forms of retirement savings, these plans pay out a predictable monthly amount in retirement for as long as you live. Benefits may also be protected against inflation to help your pension keep up with the cost of living. 

OPTrust Select is designed specifically for 91ĘÓƵ’s nonprofit sector. For workers, it is a simple, secure retirement income solution that is modestly priced, and your employer also contributes. For employers, it is an easy and affordable way to support employees, ensuring they will have a stable and secure retirement income.

But don’t just take our word for it. 

Job Skills is a community-based employment and training organization that has been providing solutions to job seekers and employers in 91ĘÓƵ for over 35 years. In 2022, Job Skills began offering as part of its benefits package.

“The fact that OPTrust Select was recommended by the ONN was important to us,” said Teresa Guillem, Special Projects Manager with Job Skills. “This is our first time offering a retirement benefit, and OPTrust Select has provided the stable, secure path that we wanted to be able to offer our staff.”

“We want to invest in our people because, one, we want them to stay with us long term, and two, we know by investing in our staff we are also investing in our community,” Guillem continued.

Advancing decent work through pensions

The desire to strengthen the conditions for decent work within 91ĘÓƵ’s nonprofit sector is also driving organizations to join OPTrust Select.

North York Harvest Food Bank is the primary food bank for northern Toronto, distributing over 2.3 million pounds of food last year through 77 community programs. Ryan Noble, Executive Director of North York Harvest Food Bank, takes the concept of decent work very seriously.

“We’ve taken steps to ensure that our workers don’t fall into either poverty or precarious employment today or in the future,” he said of joining OPTrust Select in 2022. “We’ve tried to increase our wages and salaries so that they reflect living wages, but we realized that public retirement offerings simply aren’t enough.”

“Expanding our benefits package has allowed us to continue to do the work we are passionate about with the peace of mind of knowing that we have security in retirement,” he added. “We see this as investment in not just our team, but in our ability to serve our community.”

A sector-wide opportunity to invest in ourselves and our communities

A sector-wide pension plan not only pools resources across a wider range of organizations, but also provides greater flexibility for employees who may work in multiple nonprofit workplaces during their careers. The more organizations that offer OPTrust Select, the easier it is for employees to build their pension throughout their career in the nonprofit sector.

A pension plan lets organizations invest in their employees’ future, fostering a culture of decent work that extends beyond their career in the sector.

This plan provides a great entry point into a pension plan for the vast majority of sector employers. It involves a contribution rate that is set, predictable, and affordable to even small employers – and their employees.

To learn more about joining OPTrust Select, send an email to info@optrustselect.com or visit their .

Although June is often highlighted as Pride Month, a month to recognize and amplify the voices of 2SLGBTQI+ communities across Canada (Turtle Island), nonprofits within 91ĘÓƵ are planning Pride festivities from May – October. Year round, sector leaders and organizations such as , , , and  work tirelessly to support 2SLGBTQI+ communities. 

Employment Realities of 2SLGBTQI+ Communities

• Two in five gay and lesbian staff facing discrimination will change careers if discrimination continues.
• Concealing one’s sexual orientation at work reduces productivity by up to 30%. Employees need to be able to communicate openly and build supportive, cooperative relationships with colleagues, clients, and customers.
• 57% of trans-identified employees report facing discrimination at some point during their career.
• One-third of Canadians feel that their workplace is inclusive of 2SLGBTQI+ communities.
  
  Source: Pride at Work, Beyond Diversity: LGBT Best Practice Guide 2017

Celebrations of Pride call attention to awareness, inclusion, and equity for 2SLGBTQI+ communities, which are core tenets of Decent Work practices. In adopting an intersectional approach to Decent Work, our advisory members (,  and Black Femme Legal) emphasized the need to ensure that 2SLGBTQI+ workers and organizations who are primarily led by and support Black, Indigenous, and racialized communities, do not get erased.  

In February 2020, LGBT Youthline released “Do Better”-  From that report it was identified that many of the workers within the sector supporting youth were facing similar challenges. “We noticed the gaps nonprofit workers in our sector were facing and responded through these network gatherings.” -Decent Work Advisory Member Hayley Moody (LGBT Youthline). 

In our conversation, which you can watch above, Hayley and I focused not only on the needs of 2SLGBTQI+ workers within the nonprofit sector, but also approaches to engagement. 

Key takeaways on how to support 2SLGBTQI+ staff through Decent Work practices:

• Build relationships to combat worker burnout and isolation. Hayley shared a heartfelt evaluation letter at the end of the video which explained the need for spaces of connection outside of objectives and goals. The power of peer-to-peer models of support, while often overlooked, create a sense of community and belonging that promotes equity in the workplace. Isolation is a fuel accelerant for burnout. The network gatherings led by LGBT Youthline illuminated isolation within northern and rural contexts where there may only be one 2SLGBTQI+ worker within an organization. They are dually part of the community and supporting the community, which can be terribly isolating. Isolation leads to burnout, because workers are often fielding homophobia and transphobia for community members while also fielding those experiences for themselves. 
• Develop community spaces outside of the dominant networking models, recognizing the issues and insufficiencies of that model. â€śThere was a strong desire to move away from standard nonprofit practices of larger organizations setting the agenda, sending out the invite, and developing the solutions that are often rooted in practices of white supremacy.” 
• Rethink practices of “inclusion” and who gets a seat at the table. While organizations within the sector may hold knowledge on issues of equity-seeking groups, those with lived experience need to lead the way. This idea is not new; however, in practice, the needs of those who are most impacted can often get lost. “We can’t just gather to discuss what’s not working in our sector, but rather we need to be fostering generative and transformative spaces that are led by those who are most impacted.”

We are looking forward to sharing more learnings from the graphic-facilitated report that is set to launch later on this summer. In the meantime, learn more about the  for 2SLGBTQI+ Service Providers who support 2SLGBTQI+ youth.

Thank you to Hayley Moody and Laura Benglian for sharing insights and learnings with us for this blog. 

Hayley Moody – Manager, Provincial Engagement at LGBT Youthline. Hayley (she/her) is a queer, two spirit mixed race person currently living in Gitche Namewikwedong (Owen Sound) on Saugeen territory. She carries roots from Bootaagani-mnis as a Wiisaakodewikwe/Penetang HB, while also carrying ancestry from England and Germany. She spends a lot of her time being critical of the Canadian colonial state, and supporting land reclamation whenever she can. She can also be found watching ridiculous TV shows, drinking maple syrup, and learning how to reconnect with the land.

Guest biography: Dr. Vidya Shah is an educator, scholar and activist committed to equity and racial justice in the service of liberatory education. She is an Assistant Professor in the Faculty of Education at York University and her research explores anti-racist and decolonizing approaches to leadership in schools, communities, and school districts. She also explores educational barriers to the success and well-being of Black, Indigenous, and racialized students. Dr. Shah teaches in the Master of Leadership and Community Engagement, as well as undergraduate and graduate level courses in education. She has worked in the Model Schools for Inner Cities Program in the Toronto District School Board (TDSB) and was an elementary classroom teacher in the TDSB. Dr. Shah is committed to bridging the gaps between communities, classrooms, school districts and the academy, to re/imagine emancipatory possibilities for schooling.

Resources: |Ěý

Show Contributors

Ěýconnects talented workers with employers across 91ĘÓƵ who are on the decent work journey and value nonprofit sector professionals.

About the ONN jobs portal

The job listings site is run by the 91ĘÓƵ Nonprofit Network and is part of ONN’s efforts to promote a labour force strategy for 91ĘÓƵ’s nonprofits and charities. ONN believes that harnessing workers’ passions can amplify the impact of organizations on their communities.

Job-seekers

Job-seekers can use the 91ĘÓƵ portal to find job opportunities in the 91ĘÓƵ nonprofit sector. Get started at .

Employers

ONN members can post job opportunities for free, all year-round. You must be an ONN member and you must be a not-for-profit or charitable organization in order to post a job. To become an ONN member, visit our Membership page.

ONN’s commitment to Decent Work

91ĘÓƵ reflects ONN’s commitment to decent work. To support nonprofit workers and strengthen 91ĘÓƵ’s nonprofit labour force, ONN is developing a culture of labour market planning, including:

• Building a decent work movement: At ONN, we believe the key to recruiting and retaining top talent is by implementing decent work into all policies and processes. We have learned that when our sector’s workers can access decent work, not only do they do well, but organizations are better equipped to meet their missions, and as a result, our communities thrive. This is why all job postings on Connect Jobs must disclose pay scales and why ONN continues to research and create tools to advance decent work in our sector.
• Identifying leadership skills needed for the future of our sector: ONN completes research on leadership and anticipates changes in the nonprofit environment, including changing demographics, resource constraints, the changing nature of work, technological developments, and more. It identifies key “competencies”—knowledge, skills, capabilities and attributes, and more—that nonprofit leaders will need to respond to these pressures and opportunities in the next two decades.

By collaborating across the sector, nonprofit organizations can creatively and effectively respond to pressing demands in the labour force.

Guest biography: Shanese Indoowaaboo Steele is an Afro-Indigenous, Fat Femme living between Edopikaang (North York) and Decatur il, both traditional territories of the Anishinaabe (Mississaugek and Potawatomi) People. With roots in the Caribbean (Trinidad/Carriacou) and MĂ©tis and Nibisiing Nations, Shanese works to bridge the gap between Black and Indigenous Peoples within Turtle Island through writing, education work and facilitation.

Show Contributors

Join us to discuss nonprofit HR practices that help advance Decent Work, Racial Justice and Equity in the nonprofit sector.

I joined the nonprofit North York Women’s Centre (NYWC) in August 2020, during the initial shock of the COVID-19 pandemic. What started as a two-month contract blossomed into the full-time role of Program Manager, and it’s an honour to support women every day with my colleagues.

My passion for gender equality and women’s rights is an important part of who I am. Even as a young girl, I never accepted or understood why boys and girls were treated differently. When my family and I migrated to Canada about 10 years ago, I had to learn a new language and navigate a new culture. However, the most painful lesson was that even in this “new world,” women and girls were treated unfairly. My education and commitment to understanding the experiences of women and my gender identity led me to NYWC.

The North York Women’s Centre has been advancing equality and women’s empowerment for over 30 years. Today, we offer a , one-to-one support and many for woman-identifying and non-binary people, such as a three-part Women’s Empowerment Series (WES). WES is one of our longest running programs and includes weekly sessions led by skilled facilitators, independent learning, and one-on-one support for participants as they step forward and create positive change in their lives. (We offer this throughout the year, so join us in the journey of exploring and gaining our power.)

I have learned so much about women’s resiliency, strength, and wisdom through this program and all my work at NYWC, and it’s a joy to hear how women benefit. For instance, one recent WES participant shared that she appreciated the diversity of participants and how everyone treated each other with kindness and respect. As she said, “This program helped me accept and love myself and to not be dependent on anyone for approval or acceptance.”

Impact of the pandemic on programs

Transforming the Women’s Empowerment Series and other NYWC programs into online-only services during the pandemic was a huge but worthwhile task. We also relaunched our website and created a program that provides tablets, internet access, and one-on-one digital literacy support to help women connect. As NYWC Executive Director Iris Fabbro says, “The switch to virtual programming expanded our reach and made our services more accessible to some – including more women who live outside our traditional catchment area of North York and Toronto.” 

As COVID-19 continues, women need access to community and support more than ever. The online WES groups are crucial for maintaining personal and collective wellness. While virtual spaces can’t replicate in-person groups, our online offerings still provide vital skills development and camaraderie. We’ve learned that building connections is as important as innovative activities and interesting content. While our team and instructors remain committed to delivering key information, we have become even more focused on nurturing the community.

Gender-based violence (GBV) during the pandemic

One particularly alarming aspect of the COVID-19 pandemic has been a rise in intimate partnerĚý violence, especially during lockdowns. That’s why NYWC is embarking on a , supported by Women and Gender Equality Canada, which will examine how to strengthen the privacy and security of digital services aimed at helping women experiencing gender-based violence.Ěý

Ways to engage with NYWC

At NYWC, we are always grateful to connect with other nonprofit groups and individuals who are interested in supporting women and working toward systemic change. Some ways that people can assist NYWC include:

• Raise awareness: When you follow and share our or posts on , ,, LinkedIn, and , you help us reach potential new participants, donors, volunteers, and members. 
• Donate: A monthly, annual, or one-time helps us create positive and sustainable futures for women. 
• Become an NYWC member: Show your support for our vision and mission by becoming an .

The rewards of this work

Anyone who works in the nonprofit sector will tell you that it’s challenging but also incredibly rewarding. There are many ups and downs, but what has helped me the most is the mindset of “no opportunity to help is too small.” 

At North York Women’s Centre, I’ve discovered that every person who comes to us has a story full of learning, power, and strength. It’s a privilege to listen to these stories and a true joy to become part of their journey. When I hear NYWC program participants call their group a place of refuge, a place for self-care, and a place they look forward to joining each week, it makes me very proud of the work that we do.

This blog was written by Taraneh Vejdani, Program Manager at North York Women’s Centre.

Let’s take a moment to celebrate women and gender diverse folks across the nonprofit sector whose transformative efforts are helping to create a more just and equitable future for all Ontarians.

We know that 77 per cent of the nonprofit workforce across 91ĘÓƵ and Canada consists of women workers. It’s with this staggering statistic (80 per cent in 2017) that ONN embarked on the Decent Work for Women journey five years ago. The learnings from the project identified major challenges that women face within the sector, from the gender wage gap, a racialized glass ceiling to workplace harassment, and discrimination. This journey also documented the connection between the high percentage of women working in the sector, particularly Black and immigrant women, who hold jobs concentrated in frontline or entry-level positions, and how the sector is devalued and low-waged. 

Some of our reflections include:

• While there is a strong commitment to Decent Work for Women and gender-diverse people, we’ve come alongĚýsymbolically but not systemically.ĚýWe’re proud to be a women-majority sector and inclusive of gender-diverse folks but need to implement decent work practices faster in order to advance gender equity.Ěý
• Collective advocacy and deepening of relationshipsĚýwithin the sector to champion Decent Work is critical for systemic change. We collectively need to eradicate the root causes of theĚýnonprofit HR crisis.
• Intersectionality needs to be intentional and ongoing, it doesn’t end with one relationship or project. Indigenous women, Black women, racialized women, women of trans experience, women with disabilities, gender diverse people, and immigrant women still remain the least supported within our sector.Ěý
• Our sector’s women-majority workers rely on care work to do care work.ĚýLong-term investments in care infrastructureĚýcan boost care service availability, better quality of care, and provide decent work jobs.
• Decent Work for Women must include creative solutions to addressĚýthe feminization of labour, burnout and mental healthĚýin the workplace, as many women and gender diverse people within the sector report significant impacts.Ěý
• Intimate partner violence for women increased significantly during the pandemic, especially lockdowns. Women in the nonprofit sector may be experiencing violence at home, while having to navigate working from home and continuing to do their work to support their community.

The theme of International Women’s Day this year is. Awareness of the biases that disproportionately impact women and gender diverse folks must be followed by action within the sector. Advocacy efforts are one tool to create systemic change, and as a network of many advocates on the frontline and within the realm of policy for Decent Work for Women, we believe that change and breaking the bias IS possible. 

The nonprofit sector must hold itself accountable for taking action on advancing gender equity in meaningful ways that matter to the women and gender-diverse folks working in our sector. 

A few ways to take action:

• Pay transparency, this means including pay scales in job postings
• Equal pay for equal work
• Offering paid sick days, comprehensive benefits, pension contributions and maternity and parental leave top-ups
• Providing mentorship and professional development opportunities
• Remove expectations of emotional labour

Explore our Decent Work for Women site for more ways to take action. 

IWD reflections from leaders in the nonprofit sector

We shared our reflections above but also wanted to highlight reflections from women and gender-diverse leaders within the sector. We asked them to tell us what they thought had changed? Where do they see hope? What actions can the sector take to advance gender equity? 

Fae Johnstone – Executive Director, Wisdom To Action

“From where I stand, one of the most pressing issues in the nonprofit sector is pay equity and gainful employment for trans, gender diverse and 2SLGBTQ+ people. While the sector has come a long way, I rarely see trans women like me in executive positions. I dream of a nonprofit sector where trans and 2SLGBTQ+ people in leadership roles aren’t an anomaly or an outlier. We need to do more than train our staff on inclusion; we need to ensure trans and gender diverse people are present in our workplaces, supported by our teams, and valued for the immense wisdom and talent they bring to the table.”

AnaLori Smith – Board Chair, Centretown Citizens Ottawa Corporation 

This International Women’s Day, I would like the nonprofit sector to create the conditions to reflect the communities they serve. We need to move away from tokenism within board structures, and people are not checkboxes. We must mentor those with lived experience and prioritize those individuals with lived experience. If we are going to retain diverse women, the culture must reflect those changes. As a woman living with a physical disability, I’m consistently reshaping how we “do” board work to be more accessible—moving 200-page board packages to 45- pages; moving away from 3-hour meetings to 90-minute meetings, ensuring that we have shared language around anti-oppression and diversity.There needs to be innovative responses organizations don’t get stuck in their ways that are exclusionary.”

Samantha Peters – Director,  Black Femme Legal 

“From where I stand, it is imperative that the non-profit sector address anti-Black racism generally, and misogynoir, including trans misogynoir specifically. This is because systemic, institutional, and individual [trans] misogynoir has led to pay inequities, safety issues, gender based disparities in leadership, as well as sexual and gender-based violence in the workplace. Indeed it’s dangerous when non-profit organizations become experts on the language, but not in practice. Black queer women, femmes, trans and gender expansive folks in the 2SLGBTQI+ community deserve a safe and supportive work environment. They deserve workplace policies that protect them from harm. They deserve to be paid for their work and so much more.”

Jasmine Ramze Rezaee – Director of Advocacy and Communications, YWCA Toronto

I am hopeful there is a greater desire to move away from practices rooted in colonialism and capitalism. We should expand the definition of leadership and reimagine what governance looks like at an organizational level. Nonprofits should also adequately compensate all of our staff members, being mindful not to replicate exploitative notions around skilled versus unskilled labour. Perhaps most importantly, we should hold elected officials accountable by creating dedicated advocacy positions! We need to close the gap between service delivery and political action. Lastly, I do think our staff’s well-being must be our number one priority as a sector. We have to ensure all staff – especially Indigenous, Black, racialized, disabled and trans staff – have access to culturally-affirming and affordable health supports. There is progress on all of these fronts but still so much work left to do. 

Reflections written by ONN team members, Pamela Uppal and Yamikani Msosa