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.

Key Findings

THE GREAT RESHUFFLE

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.

COMPENSATION + BENEFITS

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.

ADVANCEMENT + PROFESSIONAL DEVELOPMENT

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.

REPRESENTATION, LEADERSHIP + DEI

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.