AnnieCannons is excited to be among the recipients of The Life Story Grants, a $10 million, three-year initiative funded by the NoVo Foundation to close the on-ramps into the sex trade and open pathways to exit. We have been awarded a six-figure grant over three years so we can deepen our commitment to supporting people experiencing human trafficking and commercial sexual exploitation and people who are vulnerable.
Informed by survivors of commercial sexual exploitation, The Life Story Grants invest in solutions that address the systemic failures that allow the commercial sex industry to thrive and profit off of marginalized girls and women, including women of color, trans, LGBTQ, Indigenous and immigrant communities.
AnnieCannons will use this funding to build the ReferAllPlatform. ReferAll is a survivor-centered platform that automates the initial intake when survivors seek support services. It aims to eliminate re-traumatization in the intake process and fix the broken connections in the anti-trafficking continuum of care. ReferAll is designed to launch in the Bay Area as a first step toward providing the tool across the US, and, ultimately, the entire globe.
We are proud to be one of the 15 projects selected to implement systems-based solutions in one of six key areas identified by survivors where inequities enable exploitation: housing, medical needs, law enforcement, trauma and mental health, immigration, and systems impacting youth.
We still need your help to continue building more SurviveTech – technology that helps people survive trafficking and thrive afterward. Please consider donating to one of our SurviveTech initiatives, or to help us train more talented survivors to work on these products, at anniecannons.org/donate
What exactly is Corporate Social Responsibility (CSR)?
In a nutshell, CSR is everything a company does to practice sustainable business development. From environmental impacts to philanthropy, CSR is how a business goes beyond the day-to-day and improves their community.
Goals of corporate social responsibility include being economically viable, having a positive impact on society, and preserving the environment. CSR is a growing field due to increased environmental concerns as well as economic and social challenges. More consumers are looking for corporations to be generous participants in society and responsible for environmental protection.
One example of global corporate social responsibility is Starbucks’ plan for 2020 (and beyond): it includes hiring 10,000 refugees across 75 countries, reducing the environmental impact of its cups, and engaging its employees in environmental leadership.
CSR Benefits To Your Company
When down in the thick of running day-to-day business needs, it can be difficult to focus outwards. However, the benefits of corporate social responsibility within a company can far outweigh the time and effort of incorporating it seamlessly into your company. Through CSR programs including philanthropy and volunteer efforts, businesses can benefit society while boosting their own brands.
When a business is out in the community assisting others, that community sees the employees helping and getting their hands dirty, which increases the company profile. While CSR shouldn’t be done simply as a marketing effort, the benefits to a company’s bottom line can come in several forms. The most successful businesses start with a strong foundation of corporate citizenship, showing a commitment to ethical behavior. By creating a balance between the needs of shareholders and the needs of the local community, the company is able to establish brand and company loyalty.
A company’s CSR plan should be aligned with the values and overarching goals of the company. Some businesses promote “give back days” to raise funds for specific charities that are important in their industry. Another way to increase CSR is doing a percentage of pro bono work that helps those who otherwise couldn’t afford it. A robust “reduce, reuse, recycle” plan would be perfect for an environmental engineering firm to lead the way in their industry while becoming more efficient when it comes to managing energy and resources.
Katie Schmidt, the founder and lead designer of Passion Lilie, speaks of the positive impact CSR has on your company image, your brand and your motivation as a business owner. “What the public thinks of your company is critical to its success,” Schmidt told Business News Daily. “By building a positive image that you believe in, you can make a name for your company as being socially conscious.”
CSR Benefits to Your Employees
The best way to begin a new CSR initiative is to include your employees’ opinions on what is important to them. Create an internal team to spearhead the efforts and choose an organization or cause they care about. Keep employees in the loop of the decision process. Contributing to something your employees are passionate about can increase engagement and success.
Of course, if the company has expectations of their employees, it also needs to be supportive with time available to volunteer or work on projects. Many companies offer days off specifically for volunteer work, often every quarter! Team events planned in advance also work well, or regular hours available to devote to legwork or planning.
Once they see the impact they can have, most people are eager to do more. Often new teams are formed and new leadership is seen when working on projects outside the office. Employees learn to think outside the box, both in regards to who to help next as well as how to be efficient and effective. People begin to step outside their comfort zones and learn new skills which can be carried back to the workplace or into their lives.
In fact, 72% of young workers entering the workforce today value jobs where they can make an impact. Businesses making a difference will attract more of the same. Improving your company’s CSR will improve the culture of your workforce. Gone are the days where most employees retire from the same business 40 years later.
Corporate social responsibility changes the employee-employer relationship; rather than being just about a paycheck, people are working together to accomplish something greater than they could do on their own. This level of involvement contributes to happier employees and higher retention rates. With CSR initiatives, everyone wins!
CSR Benefits To the World
Whether your company’s passion is for veteran outreach to improve post-deployment job success or cleaning up the wetlands near your corporate headquarters, there are clients and businesses who want to work with you. Actively working with other companies with similar CSR initiatives builds partnerships that can have an incredible impact.
Garratt Hasenstab, Director of Sustainability at the Verdigris Group, says it best. “Those that we work with, both partner companies and clients alike, are actively engaged in our sustainability efforts and take pride in being involved with a company that is focused on the triple bottom-line of people, planet, profit.” A company’s CSR initiative doesn’t just focus on the results in the office. People love to work with companies who are making a difference, feeling part of something bigger simply through relationships and business transactions.
That’s what you get when you partner with AnnieCannons. Our own corporate social responsibility centers around lifting survivors out of their situations and teaching them how to be amazing programmers. It doesn’t stop with education: our programmers are ready to go to work. They provide high-quality software development and data services with a superior customer experience. By hiring AnnieCannons, your company gets CSR impact with money already budgeted for software design and support. By hiring a designer with a cause, you can make a difference in many lives!
You can also put your company’s volunteer efforts to work through AnnieCannons. Our 501(c)(3) customized volunteer and co-engagement programs allow your staff to use their skills (and develop new ones!) to make an impact through our SurviveTech Incubator program. We offer a range of technical, operations, and marketing roles that can be tailored to various commitments. With SurviveTech, volunteer work yields tangible results like mobile apps that help us build a world without abuse.
All businesses have basic ethical and legal responsibilities. By going beyond with a robust corporate social responsibility initiative, you increase not only the bottom dollar but also the health and happiness of your employees and the local community. Choosing to work with other companies with positive CSRs will maximize your positive impact and you will be able to make even more of a difference.
You’ve heard that succeeding in your career is all about who you know. Guess what? It’s true. Research backs it up: Women with a network of female peers and third-party contacts have 2.5 times the expected job placement level than women with predominating male-dominated networks. Understanding this, it’s no surprise that female coworking spaces like The Wing are on the rise. It’s becoming more apparent that to succeed women must band together to take on the business world.
There are many extrinsic barriers for women in the workplace, but women also face self-imposed barriers especially when networking or selling their expertise. Women are far less likely to advertise their strengths and expertise as well as leverage their connections to get ahead. And often, women see networking as intimidating or even deflating.
Because networking is integral to a successful career, women must break through these barriers to assert themselves as experts in their field and connect with others. Here are tips for making the most of your networking experience.
How to Host an Awesome Networking Event
Hosting your own networking event creates a unique opportunity for you to control the energy of the room. There are countless ways to make meeting new people less dreadful for everyone involved. Here are a few ideas:
Break the ice – Most networking events immediately jump to one-on-one conversations. This can be intimidating for the more introverted guests. Start the night off with a facilitated group ice breaker to make everyone feel more comfortable. Working together will build unity among the guests and introductions will help people determine whom they should talk to later.
Gamify the event – Make networking more interactive by turning conversations into a game. Create a game that attendees can do together or that compels attendees to meet each other. Turning networking into a game adds structure and makes the event less anxiety-inducing.
A couple of ideas to consider:
Scavenger hunt – Create a scavenger hunt that can be done in small groups. Sharing a collective goal is a great way for people to connect.
Bingo – Create bingo sheets with each attendee’s name on it and create an incentive for completing a line. This can easily turn into a competition, so create a structure around how long each attendee needs to interact.
Leverage the nametag – Connecting over a mutual interest is an easy way to create a bond with someone else. Anne Devereux-Millsor of Parlay House came up with the idea to have each guest share their favorite book. When they arrive, guests write their favorite book on their name tag – making it easy for others to strike up a conversation. This could easily be replicated with favorite podcasts, favorite musicians, or something related to your industry.
Encourage connecting afterward – The point of networking is to build connections that will extend past the event. We’ve seen some creative ways of encouraging that behavior during the event:
Asks and offers: On a whiteboard or large piece of paper, add “Ask” and “Offer” columns. Attendees can list things they need or are providing with their phone or email for others to contact them.
One challenge: Ask people at registration what challenge they are struggling with. Then print those answers and hang them around the networking room. As people walk around the networking event, encourage them to add their email to the paper if they can help.
Network like a Rock Star
Networking events can be overwhelming, but with the right mindset and preparation, networking events can be something you look forward to. Here are some ideas to make it work for you:
Shift your perspective – Networking doesn’t have to be a dreaded occasion. By shifting the way you think about networking, you can get a lot more out of the experience. Think of it as an event where everyone in the room has a shared interest or motivator, and everyone is just as nervous as you.
Choose events wisely – There are thousands of networking events out there. Don’t lose your steam by attending ones that don’t resonate with you. Look for an event that speaks directly to your professional goals, with attendees you’d actually really want to meet.
Bring an accountability buddy – It’s easier to break the ice with new people when you have someone familiar around. Even if you and your friend are apart, it’s comforting to have someone you can go to if you need a little extra encouragement. But when you do bring a friend, hold yourself accountable for finding new people. Maybe make it a game with a goal of who can walk away with the most business cards.
Have an objective – As with anything business-related, it’s important to have goals that you’re trying to meet. Create concrete objectives like:
Have three conversations with people I’m drawn to in the room
Find at least two prospective clients/customers and schedule follow-up meetings
Prepare for your conversations – Be prepared to ask questions that aren’t the normal “what do you do?” What advice are you looking for? What information might be valuable for you? Is there an idea you want to test and get feedback on? Prepare these questions before you step foot inside.
Share your skills withothers – You are an expert in what you do. You don’t need to downplay your skills to appear humble or approachable. Share your expertise with others, don’t hold it back.
Networking can be fun and useful with a little preparation and reframing of old ideas. What tips do you have for women looking to get more out of networking? How can hosts encourage connecting on a deeper level at their events?
The first few years of any business is a constant learning experience. Each stage of growth will pose new problems and push you to change and adapt. In the beginning, the business’s growth will rely solely on you and your decision making. These are exciting days, but without a team, the early days of a business can also be some of the loneliest and most stressful.
We sat down with AnnieCannons’ founder, Jessica Hubley, to learn how to traverse the early stages of a startup. Hubley has vast experience as an attorney and a nonprofit and for-profit entrepreneur. The tips below will help you navigate founding, hiring and building a startup.
Founding a business is both exciting and scary. There’s a mountain of tasks to get done and every task will need your attention. Start by creating solid business foundations and working from there.
File the paperwork. You’ll need to file paperwork to be recognized as a business. Forming a business entity changes your tax status and helps protect you from personal liability, among other benefits.. Find the state agency that handles business formations in your state to get more information on the different types of business entities and consult a lawyer to figure out which is right for you.
Create a mission statement. You need to be crystal clear on the mission of your organization so that you’re able to repeat it over and over again to potential donors or investors. Your mission statement should be a quick and easily digestible soundbite, no longer than one minute. It should encompass who you are, what you’re doing, and why it’s important.
Ask for guidance. During this time you’ll be putting in long hours to see your organization grow. Reach out to mentors and other founders for advice and support, but be mindful of asking for people’s time for free and try to give something back for what you ask. You can learn a lot from those who’ve already been where you are, keeping in mind what the differences are between your circumstances and theirs. And by learning from other’s mistakes you’ll save time and money – two of your most precious resources.
Document your operations. Your operations set the groundwork for administrative processes, management, and workplace culture. Written operational guidelines mean you and your future team members will be able to follow specific procedures and processes when tasks come up. This saves time, money and headaches. Start by creating step-by-step instructions for your most common work tasks as you hand them off to others, and be prepared to modify them according to what works well for others to achieve the same objectives. These tasks will likely need to be replicated and taught to new employees. Operations will be ever changing, so set a schedule to go in and make changes a few times a year.
Hiring your first few employees is extremely exciting for a founder. You’ve grown your business to a point where you have enough work and capital to build a team. Now it’s time to learn how to hire the right people for the job at hand.
Write a transparent job description. When you write a job description it should outline the hire’s role, responsibilities, and pay. Applicants should know exactly what they’re being hired to do and how they’ll be compensated in return. Some applicants won’t be willing to take the salary you’re able to offer so being transparent about the rate of pay will save you time and energy.
Hire learners and doers. In the early stages of an organization, you won’t have the capital to hire a senior-level employee. Most likely, your first hire will be a junior-level employee who’s eager to learn and execute their work. These employees will accept a lower salary in exchange for job development.
When hiring your first employees you should look for learners and doers.
Learners are driven by a desire to advance their knowledge and excel at new skills. These people will go above and beyond to solve problems and find solutions. Learners are the people that make startups thrive because they will be the first to solve tough issues.
Doers don’t hesitate when asked to do something, they do it. These people don’t question if they can accomplish a task, they simply find the solution. Doers are integral to startups because their grit and tenacity get things done.
Learn to manage. If you’re successful with your first hire, hopefully, you’ll be able to hire a couple more people and build a team. This can be a very difficult time for founders who find it hard to see things done differently than they did them. To grow, you’ll need to hand down specialized tasks to new hires and entrust and empower them to do the work. As a founder, you have to remember that employees will never do things the same way or be as invested in what you’ve built – even if they’re passionate about the organization and its mission. Resist the urge to micromanage and instead trust that your employee’s unique perspective will benefit the business. If you’re lucky, you’ll be hiring people who know even more about the task at hand than you do.
Outsource specialized roles. Most startups don’t have the resources to hire full-time marketing or finance employees. And that’s okay because these hyper skilled roles rarely require 40 hours of work a week when starting out. For tasks like this, consider hiring consultants. Consultants will have more experience in the specific field and free up your precious time. Ideally, you’ll find someone that’s taken by your mission and offers you a discounted rate!
Don’t put off letting go of a bad hire. Firing your first employee won’t be easy, but it’s important that you identify when it’s time to part and then do so quickly. Wasting time trying to put a square peg in a round hole will only cost you and the employee in the long run. Learn to understand when there’s room for growth or just an obvious disconnect between the employee and the organization.
At the beginning of a startup, you’re still building the product or service you want to offer the world. This is when you’ll start actualizing your big idea and building momentum with your audience.
Create your minimum viable product (MVP). An MVP is a concept from Lean Startup that stresses the impact of learning during new product development. You should focus on creating a first iteration of your product that allows a team to collect the maximum amount of learning with the least effort. It might not be your end dream product, but it will get you to your first launch faster so that you can learn and iterate.
Build traction. To get customers and funders you’ll need to build interest in what your organization is doing and get feedback. Actively share your MVP with friends and potential clients. Incorporate that feedback in your product and continue this cycle. This hopefully will create a flywheel effect of supporters who will share with their network and help you grow.
The beginning stages of building a business is scary, but with the right preparation and guidance, you’ll come out stronger on the other end. Watch all of our tips on our new webinar for hiring and scaling your startup!
Similar to gender and racial discrimination in our society, the challenge with corporate diversity is based in social structure. The entire history of corporations has set us up for failure when it comes to treating all employees with equal respect and dignity. It is problematic to incorporate diverse voices into decision-making, ensuring they are heard, in typical corporate structures.
The odds are even worse against the marginalized. Equal chances to win the game can only be expected with fair rules that are applied to all players. Corporate inclusion and social inclusion both require the structure to be rebuilt to offer equal chances to all. That kind of change is not easy, even if it looks simple on paper. Fortunately, there is a solution for corporations that offers incremental, profitable change, avoiding significant restructuring from the get-go.
Supporting the current structure with diversity
Implementing a diversity initiative from the top down, with diverse executives, board members or managers, is a great catalyst for change but with considerable friction. For a company that has operated a certain way for a long time, changes to the day to day operations can come at a glacial pace, with ground-shaking consequences. Working for change from the bottom up can be seen as quicker, profitable and with significantly reduced friction.
While running a law firm part-time, I have made an interesting observation: the way I am treated as a consultant attorney (as a vendor rather than as an employee) is fundamentally different than the way I am treated as an employee. As a consultant, my time is far more valued, even if as an employee I have the titles of Executive General Counsel and Chief Privacy Officer. When dealing with the same individual in the same executive role, being my client versus being my boss results in two different levels of respect. As a consultant, I would never get asked to sort any mail, as my hours are much too expensive for that. However, as an employee I routinely got mail dumped on my desk.
Rather than changing the corporate hierarchy completely, simply plugging in the diverse individual as a consultant reduces many of the friction points. This improves both the individual’s experience and the employer’s operations.
Supplementing a corporation with diversity
Many American corporations are structured the same as they always have been, when managers and workers were predominantly white men with a wife at home looking after the children and the household. Work days began before school drop off and ended after children were picked up. Corporations didn’t need to consider any household needs because all family needs were of course provided for by the worker’s salary.
With an office full of men, business hierarchy ended up looking a lot like the military. There was a man at the top of a pyramid, and layers of management reducing in power, with instructions and ideas passed down from the top. This worked for centuries of industry. Any practice in place for centuries will take quite some time to change, and any change will be difficult and resisted.
The greatest value of diversity is listening to the comments brought up by diverse individuals, and implementing their ideas. Corporate structure shows that if diverse people are brought in at the bottom or even the middle of the pyramid, acting on their ideas and goals is difficult. A corporation generally has not built their structure to hear those voices. And then consider how corporations have historically undervalued household work and child care – and that these diverse workers are handing them in addition to meeting employment objectives.
From the very start with AnnieCannons, we understood the challenges faced by our workforce of human trafficking-survivors-turned software developers. These women, predominantly women of color, were not going to thrive in jobs in the traditional corporate hierarchy of technology companies. Few had the typical college degrees, and many had arrest records from their time of exploitation. Even with the best programming skills in the world, they would be oppressed even more than other women in a traditional corporate structure. Rather than becoming part of the body of the corporation, they needed to become appendages, supplementing the company with their skills and diversity.
Fortunately, we have been able to show those same corporations the value of our diversity-by-appendage model. Companies get the benefit of our programmers’ diverse ideas and perspectives as well as their technical skills – but not by hiring them. Instead, they hire us, AnnieCannons, as a consultant.
How to increase diversity by appendage
Naturally, and unapologetically, we ignored the standards for traditional corporate structure as we developed AnnieCannons. We focused instead on our programmers and their needs – what did the most marginalized individuals in our world need to thrive as software developers? We organized a business based on what workers need now, as opposed to what they needed in 1950 – just as an individual consultant of color does for herself.
We value the needs of our workers’ children just as much as our workers’ employment requirements, and invest in child care. We actively seek feedback from our workers before making big decisions. We give them the authority to structure their day and share their knowledge. We remove the typical old corporate obligation of “appropriate” clothing, interaction, and speech by focusing instead on their work quality. All these would be nearly impossible to accomplish in a corporation of over 100 employees, even over a decade – there are too many minds set in the old corporate ways.
Regardless of a company’s individual hierarchy, when they hire us they gain the value of the diverse perspectives we’ve gathered. Whether we are building a simple website or a complex progressive web application, our programmers’ histories and ideas shine through. That is the quality of true diversity that spans gender, class, education, race, national origin, and family model.
The diversity appendage and traditional corporations are striving for the same outcome, to establish a more diverse voice within a company. As typically-structured companies see benefits (and profits!) from implementing diversity appendages, change can happen. They will see internal friction from increased diversity decrease and doors slowly opening to diverse hiring across all layers of the hierarchy.
Meanwhile, female and minority workers enjoy a tailored work environment that is set up for their success. For example, with an A/B comparison of what workers with children can accomplish when provided with child care, and the recruiting value of such a benefit, it becomes easier to convince a board to embrace such a significant expense. Success with these initiatives will direct the development of evolved technology companies that equally serve workers and clients of all races and genders.
Wrapping it up
Rather than inject millions into a recruiting budget that will hire women and people of color into a corporate structure that isn’t set up for their success, consider hiring consultants to bring their expertise – and their diversity – to your products and services. This can be a way to hear a unique perspective and voice without causing undue friction to a long-established team. Utilizing a diversity appendage can quickly elevate and empower diverse candidates, and likely lessen friction if a consultant does end up an employee. Even better, their input will help executives establish a plan to successfully change the corporate structure and to truly diversify their entire hierarchy.
With such corporate growth, change can occur at all levels, hearing equally from all voices without fear or judgement. And then our world becomes a better, more inclusive, more collaborative place.
In 1837, a British mathematician developed the first computer program – Her name was Ada Lovelace. Today, we celebrate Ada Lovelace’s contribution by celebrating her legacy, and the achievements of other women in science, technology, engineering and maths (STEM), on the 2nd Tuesday of October each year. Ada Lovelace Day aims to increase the profile of women in STEM and, in doing so, create new role models who will encourage more girls into STEM careers and support women already working in STEM.
This year, we’re proud to announce that AnnieCannons is partnering with Family Coppola and its award-winning Great Women Spirits’ Ada Lovelace Gin. AnnieCannons will be the recipient of the “Cocktails for a Cause: Shake it for Ada” initiative from October 8th through November 30th. This initiative will provide AnnieCannons with the proceeds of any specialty cocktails purchased at one of the participating bars or restaurants. There’s two ways to support this program:
We’re proud to partner with Great Women Spirits to celebrate the contribution of women in STEM, both past and present, and to spread the word about our transformational mission together by celebrating the great Ada Lovelace.
Our organization is named for Annie Jump Cannon, the leader of the first known lab of female astronomers, and this initiative’s emphasis on women’s achievement is at the core of the holistic programs that we use to help our beneficiaries independently support themselves and their families.
The day after the 2016 election was one of the hardest days ever in an AnnieCannons’ class. That day, through many tears, we learned that our students hadn’t seen anyone on the ballot they felt confident would represent what they needed. Together, we realized that there is a way to get candidates that reflect our shared ideals visibility – to all eligible voters – without the candidate having to spend a ton of money. We also realized that survivors’ ideals were not as different from those with more money or privilege than most people think. Decisioness was born.
Some of the ideals our students cared about will be familiar: abortion access and action on climate change. Others seemed like common issues Americans face, but don’t get as much media attention: stopping out of control spam calls, the lack of real penalties for sexual assault, or the lack of effective privacy protection. On the whole, we know that everyday ways that major corporations take advantage of Americans, including survivors, get too little attention from the politicians those corporations fund.
To effectively fight exploitation, we need to get dark money out of politics and give voters access to candidates that will actually take the action our country needs – regardless of how much money they spend, or their party.
While changing our elections might seem like a pipedream, it isn’t. Fortunately, at AC, we know how to make change most people see as impossible. So, we’re building an app called Decisioness that allows voters to identify the ideals and policies they support, and see which candidates on their ballot support the same ideals and policies – using only their email and zip code. You can click below to watch a quick video about how the app works.
Thanks to seed supporter Anne Devereux-Mills, we’ve been able to build a prototype and design the entire candidate matching experience with pro bono help from the epic UX team at DesignMap.
Now, we’d love your support to build out the platform that changes elections to better serve the marginalized, including candidate matching, strong security, and crowdsourced ideals and policies. We need $150,000 to launch the app to help Americans vote smarter for the upcoming primaries, general 2020 election, and beyond. You can help us get there with as little as $20 to help a wide range of candidates across the country increase their visibility without corporate donations. You can donate here.
Thanks for being a part of the change our world needs!
We are starting a new content series called #WinningWhileFemale to share a fresh perspective for female founders and business owners on conquering bias and seeing their companies succeed. We thought it would be helpful to share some techniques for a better way to operate that we’ve thought deeply about with the broader female boss lady community.
Our first topic: It is proven that women work in a different style than men do. Yet many female founders blindly follow processes that men designed (often, a long time ago)? What if we design a workplace that works better for all of us, men included?
Here are 13 tips and ideas that come from what we’ve built at AnnieCannons to run a better, more inclusive operation that allows team members from all backgrounds and circumstances contribute successfully to our success.
Assume Family Schedules
Don’t schedule meetings during school pick up or drop off. These are crucial times for those trying to work and raise a family. Anytime before 9 am or between 2:45 – 3:45 will usually prevent a parent from bringing their child home from school, and force them to do extra work to make accommodations.
You can also avoid scheduling important meetings after 5pm so that parents can spend some evening time with their kids before bedtime. If there is something urgent, see if they might be able to sync late in the evening after they put their kids down. Many moms already work after the kids are in bed, so be sure you acknowledge the value of what they contribute as much as if it were at 5:30 PM.
If you have an offsite or celebrations, put these during normal work hours. For those who have families or other obligations, it’s hard to attend after hours or weekend work functions. Nights and weekends can then be available for them to spend with families.
Actively Solicit Feedback in Every Meeting
Remember that most women and minorities have spent a lifetime being conditioned to think, unfairly, that their opinions don’t matter. Let’s break that cycle. Instead of expecting your team to pipe up with their opinions by interrupting or speaking over others, assume that people are not yet sharing their good ideas. Often it’s simply a matter of not knowing the right time to share. You can fix this by doing two things: (1) identify a particular pause or moment(s) in your discussion as the time when you want your team to share feedback and questions and (2) specifically call on those at the meeting who are not speaking to ask if they have anything to add.
By actively asking and giving feedback, both you and your employees can grow. You will infuse more value from diverse opinions and thoughts into your outcomes. Plus, your team will appreciate that you create a space for them to be heard.
Create Purposeful Space
Let your team know that they matter as people, early and often.
For example, we create a bi-monthly meeting for the whole team to share how they are feeling in an open, non-judgemental setting. We specifically ask for both the good and the bad. This gives employees time to air their issues so they don’t build over time.
Similarly, every other week we create a purposeful space reserved for group strategic planning. This ensures that everyone’s ideas are being considered in our overall strategy, creating a well-rounded approach.
Start Big Block of Cheese Day
On the show The West Wing, President Bartlet would have something called the Big Block of Cheese Day. Though fictional, Big Block of Cheese Day is a day reserved for the general public to ask you anything. During this time, anyone can come in with their crazy ideas without judgment. You can do this by creating a six-hour block that you’re available for questions from your staff, customers or fans. Use a video streaming service to make it accessible for anyone. We’re doing this in the next month! Want to come to ours? Email email@example.com.
Allow People to Define Themselves
When a new student or employee starts, we respect their identity as they see it and we require everyone on the team to respect it, too.. Whether it’s gender identity, appearance, or values, everyone at AnnieCannons get the space to be who they are, according to them. It turns out to be easy to use the words that make someone feel welcome, included, and respected with a very small amount of effort.
Remember that we all have biases, even when we don’t intend to. And we don’t always notice when those biases color our feedback. We can still correct for them, though!
When reviewing employees’ programming work, we use a blind evaluation system wherever possible, including on top of a review by a supervisor who knows the worker. This allows for feedback that is free of bias. This way the members of your team who come from different backgrounds than the person reviewing their work can add value in unexpected ways. A blind reviewer can’t set expectations to measure against – they just have to look at the quality of work on its face – it’s why everyone from undergraduate admissions offices to law school professors have found that outcomes for women and minorities improve with blind grading.
The patriarchy has created a system that assumes men will be the breadwinner, and that the cost of childcare is baked into what they are paid. Yet many working moms don’t have the resources to pay for separate childcare, and bright women often don’t return to the workforce as soon as they’d like because, ironically, they can’t afford a nanny.
Providing childcare on site is a win-win for the employer and the employee. Accessible childcare means the employee is able to execute her job and knowing her child is safe nearby. It means no lost time for her coordinating a nanny, and no need to decide between her family priorities and her work priorities. This also makes the employee more loyal to the employer — they see that the employer cares about their family, and because their kids have a relationship with the childcare, too. You could be the only place a talented person can work and still eat lunch with their kids everyday.
Oftentimes employees will take a lower base pay because of childcare provided (note to nonprofits and startups!), so this can help with recruiting, too. We provide a babysitter for our students at our offices, so they can learn and code without the stress of trying to find and pay for childcare.
Get Dogs in The Workplace
There is research that pets in the workplace improve office morale, increase productivity, and decrease stress. Of course, this doesn’t apply if you have team members who are allergic. It is totally reasonable to require that pets come to the office only if they can behave. . But love our pets in the office!
Extend Maternity & Paternity Leave
You can make a decision to invest early in sustaining policies that further equality, and maternity and paternity leave is one of these. Historically, maternity leave was something women couldn’t avoid taking, and men rarely took a lesser paternity leave so they seemed more “committed” to work – but it’s obvious that means that mothers who take leave are deemed less committed by comparison, even though they are not less committed than their male counterparts.
There are two things you can do: make parental leave mandatory for everyone, and make it last longer.
If everyone takes leave, no one is seen as less committed for doing it. This shifts the perception that mothers are the primary caretaker and allows for a well-rounded approach. Unfortunately, in the nonprofit world, you’ll have to double fundraise to pay people to be on maternity leave. This is why creating a childcare system is so beneficial for startups and nonprofits that can’t afford employees to be gone for so long.
Do your best to offer at least 3 months of leave (this is when babies are first even able to see colors and shapes well, as opposed to just recognizing the comfort of their mother).
Some employers lean on short term disability insurance to give the employee a percentage of salary that extend paid leave.
Performance reviews always end up more subjective than you’d expect. Look at your performance review system to look for cues of subjectivity, and take out opinion-based feedback wherever possible. Think about what matters to your business and create questions that stem from that, not anything like “likeability”.
Remember that ongoing feedback doesn’t have to be negative. We use an app called Disco to celebrate people who are bringing our values to life in a way that improves our culture.
Create an Owner for Admin Work
In all but the earliest startups, where founders do admin work and all other work, admin work should not be spread amongst all employees (like cleaning and taking out trash). If it is everyone’s work, it is no one’s work, and often women and minorities are asked to take on more than their fair share.
Admin work should have an owner, and should be acknowledged as something that adds value to the company just like any other work. This might be one admin role or or a specific task assigned to an employee.
Emphasize a Winning Team
If you’re going to have people compete, don’t make it at the individual level. Instead, make it about the team that performed the best and how they did so. You’ll get so many more learnings and good behaviors if you encourage collaboration instead of 1:1 competition. Also, consider aggregating the best from all the solutions presented for a particular problem into a single winning solution. This allows everyone to be a part of the final product and learn from it, but more importantly it gives you the absolute best your whole team has to offer.
We want to hear from more female founders and business owners. What creative ways do you build a better, safer workplace for women and men alike?
A lot of nonprofits miss the mark when creating their website. With so many organizations for donors to give to, it’s important that your website makes a lasting impression. We’ve curated a list of our favorite nonprofit website examples that evoke powerful emotions through the use of strong mission statements and impactful web design and experience.
New Story fights homelessness by printing 3D homes for people living with inadequate shelter.
When you log onto New Story’s website there’s no denying what they do. That’s because they don’t waste any time explaining it with a concise mission statement. People have short attention spans so it’s important to summarize what you do before they get distracted. New Story does this while still allowing users to click ‘About Us’ for the full story.
Charity: Water provides clean drinking water to people in developing nations.
Charity: Water evokes powerful emotions by using high-quality photographs of the people they’re helping. Throughout the entire website, you’ll see images of freshwater and smiling faces. Showing the work that you do makes potential donors confident in the money they give you. Charity: Water adds another level of trust by explaining how their donations are tracked.
Vital Voices invests in women through investment, mentorship, and other advocacy programs.
We love that Vital Voices makes it easy to donate by placing their donate button at the top right of the webpage. This donate button follows the user with what’s called a sticky navigation. This allows the user to click donate at any point in their buyer’s journey. Vital Voices understands that you should eliminate any opportunity that could lead the potential donor away from the website.
St. Jude is a research hospital looking to treat and defeat childhood cancer and other life-threatening children’s diseases.
St. Jude is unwaveringly consistent in its messaging. This is because they’re confident in their mission statement and apply it in every aspect of their organization. Browsing their website you’ll see that their primary ‘why’ remains prevalent across all of the pages of their website. We do recommend, however, that you use a color other than red for calls to action.
Very few donors will donate the first time they go to your website. Polaris Project understands this and uses its email list to creating relationships with future donors. Through your email list, you can encourage these future donors to visit your website and donate in the future. Polaris Project understands that you should nurture relationships with individuals before asking for money – a long term donor is much more valuable than a small one-time gift.
Many nonprofits make the mistake of only asking for one time donations. Planned Parenthood understands that recurring donations lead to recurrent action. After donating, Planned Parenthood explains where your money is going, making the donor feel like their donation makes an impact.
Each of the organizations above has created a website that exemplifies its mission and maximizes donations in a creative way. For tips on how your organization can increase donations, check out our 10 Website Design Tips to Supercharge Donations!
There are quite a few best practices for nonprofits to follow when optimizing their websites for donations. We’ve summarized 10 of our top tips based on our experience working with 50+ nonprofits. Read below for inspiration, or watch the video with the full 20 tips here!
1. Grab people’s attention with a powerful mission statement
Most people lose interest within the first 10 seconds of looking at a web page. Create a powerful mission statement that summarizes your organization’s Why. Your mission statement should be front in center, no more than a sentence of text, and viewable without needing the user to scroll.
2. Use high-quality compelling photography
Your nonprofit’s website should use recent, high resolution, and professional photographs. Stock photos are good, but original photos are more likely to make users connect with your work. Don’t be afraid to use an iPhone to take photos in the field. If you don’t have a moral obligation to protect the privacy of the people you’re helping, users like photos of people.
3. Create a mobile-optimized website
Most users will access your website from a smartphone. It’s important that your mobile website is aesthetically pleasing and loads quickly. On a mobile website, you have less space to show users what’s important about your organization. Make sure every bit of this space is being utilized with concise copy and design.
5. Donate button should “follow” the user as they navigate the site
Users should be able to hit the donate button anywhere on the website. Create sticky navigation that follows users throughout their entire journey. Something as simple as going back to the homepage to find your donate button can deter donors.
6. Optimize for grants, the mission should match your application
Grantors, foundations, corporations, and corporate social responsibility groups will be viewing your website. It’s important that the messaging on your website matches any current or future grant applications. If the messaging differs they might find your application disingenuous and not push the grant forward. Avoid this by using the same language online and offline.
7. Stop the clutter – make your design clear and concise
A lot of nonprofits make the mistake of trying to describe every single thing that they do on their website. Too much information can cause confusion. And if your user becomes confused they’re more likely to leave your website and not become a donor. Keep your website clean to ensure your users have a positive experience.
8. Promote a newsletter to then promote more donations
Most of the people coming to your website for the first time aren’t going to donate on the first touch. Create an email newsletter to nurture relationships and encourage donations. If you don’t have the bandwidth to create a newsletter, you can still start creating an email database. That way when you do have the resources, you’ll already have an email list to start with.
9. Decrease the number of fields on your donation form
We all want more information about our donors, but asking noncritical information can cause users to leave before completing their donation. If you want additional information, prompt those questions after their donation has gone through.
10. Nurture like an eCommerce brand
Nonprofits can learn a lot from other industries, particularly consumer brands. Consumer brands put a huge emphasis on fostering relationships with their customers and squeezing every possible dollar out of the conversion funnel. There are a few emails you should try that eCommerce companies use frequently:
Abandoned Cart – If a user started to donate but left before submitting, email them! Tell them why you need their money and what you’ll do with it.
Welcome – If you get a new email address from an event, newsletter sign up, or donation, welcome them to your organization via a triggered email. Tell them what you do, and how to engage when they are ready.
Back from the Dead Campaign – Do you have emails in your database who haven’t donated or engaged with your organization in a while? Send a campaign with a specific offer or opportunity that might engage them. And personalize it by making it known that you see they haven’t engaged in a while. People will more likely than not feel some guilt and take that action you want them to do.