Informed by more than 500 individual and organizational survey respondents, the ENWR presents a unique opportunity for you to:
Compensation Data to Match Your Organization
The ENWR presents compensation data for the nonprofit sector’s most common job titles and departments, including Executive Directors, Chief Executive Officers, and a full range of positions in the programs, operations, finance, development, and marketing departments. Positions range from Vice President and Director through managers, associates, and coordinators.
Each of the nearly 60 job titles detailed in the report includes a minimum, maximum, and median Annual Base Pay separated among the following employer details:
CNM and Envision Consulting came together to better understand the current state of compensation, benefits, and of Diversity, Equity, and Inclusion practice, implementation, and outcomes in the Southern California sector.
We know that the nonprofit sector – with its deep knowledge of the values, experiences, and social forces impacting diverse racial, gender, age, and cultural groups in our society – is well-positioned to set a powerful precedent for equitable, inclusive practices in the workplace that attract and retain talent from all walks of life.
While half of the employees we surveyed have no intention of leaving their role or organization, about one-third intend to leave within 12 months. At the same time, just under half of participating organizations agreed that they struggle to retain employees. Many organizations and employees report that remote and flexible work arrangements have successfully contributed to retention and workplace wellness.
With respect to compensation, the racial wage gap persists across organizational budget size, and across employee age categories. White employees are making between $5,000 and $20,000 more a year than their Black, Indigenous, and People of Color (BIPOC) peers. Additionally, our survey found evidence that the documented gender wage gap among nonprofit executives persists in 2021 (male executives make about $10,000 more per year than their female counterparts, across all organizational budget sizes). Many employees expressed feeling that their compensation was not commensurate with their workload, a key factor underlying burnout.
Approximately one-third of employees in their 20s, 30s, and 40s said they did not understand the criteria for advancement in their organizations, and just over one-third said they would have to leave their current position and employer in order to get a promotion. Employees indicated that access to professional development would positively contribute to job satisfaction, which, more than any other factor, predicted an employee’s intention to stay in their current role. Fifty-three percent of participating organizations say they pay for staff professional development.
Finally, our survey found that organizational diversity and inclusion are intertwined: employees are more likely to feel valued and included, and more likely to feel positive about their workplace, in organizations that are more racially diverse and that have a greater tangible investment in DEI. Analysis of individual survey responses found that Black CEOs – regardless of the diversity of their organizations – are much less likely to feel valued and included at work than their White CEO counterparts. Multiracial, Latino/Hispanic and Black employees are less likely to have received a recent wage adjustment than their White and Asian Pacific Islander peers.
To inform the report, we surveyed 115 organizations and 412 individuals who represent organizations with various fields of service and budget size.
The Center for Nonprofit Management and Envision Consulting would like to thank the following sponsors who made the ENWR 2022 possible.
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Need expert advice? We're only an email or phone call away. Use this form to get in touch or call the Nonprofit Answer Hotline at the number listed below. You can also schedule a free, 15-minute appointment and we’ll match you with an in-house expert.
Need expert advice? We’re only an email or phone call away. Use this form to get in touch or call the Nonprofit Answer Hotline at the number listed below.
You can also schedule a free, 15-minute appointment and we’ll match you with an in-house expert.
Maura is known for her expertise in organizational development and strategy and in all aspects of organizational development with a focus on strategic planning, assessment, and evaluation. At CNM, she oversees the client services team and provides consulting, training, and coaching services to a broad range of organizations. Much of her consulting and capacity-building work has been with community-based organizations and public health departments related to effective organizational operations, evaluation practices, and the use of logic models and other assessment tools to support planning, evaluation, and management. A BoardSource Trainer, a certified Advanced Associate, and a Trainer for the Connective Leadership Institute; Maura has completed certification as an executive coach under the International Coaching Federation. She holds a Ph.D. in Organizational Behavior from the Claremont Graduate School, an MBA from the Peter Drucker Graduate Management Center, a BS in Psychology from Georgetown University, and serves as an adjunct professor at USC’s School of Social Work and Department of Psychology.