No organization wants to be left behind in terms of the benefits it offers employees -- if you can show that organizations similar to yours are implementing this policy, that may help convince management/leadership that they should be on track to do this same.

You and your co-workers have really been through a lot. Acknowledging the trauma you’ve been experiencing is an important step to surviving it.

“Overworked, burned-out workers are not simply extra-passionate: they are exploited. The system allows rich philanthropists to reap the tax benefits of their charitable giving while maintaining control over their fortunes.”

I wish I had a better answer for you, but at the end of the day, exploring whether a union is right for you and your coworkers is almost always a risky process.

Remember, there’s no “right” answer. Just what’s right for you.

Our boss cannot reasonably be responsible for amending the many ways in which our society as a whole has failed in its treatment of workers and children. We cannot negotiate our way to a true valuing of social justice -- the problem is systemic, so the solution must be as well.

Unions love to find ways to bolster the skills and knowledge of their workers. Unions send people to conferences and often cover the costs of continuing education courses or facilitator fees so your unionized staff can improve themselves and the workplace culture.

Bargaining looks like people sitting on opposite sides of a table discussing the terms of a contract. The Bargaining Team is the debate club of union leadership roles.

“At their core, most workers simply want a say in their workplace, and they want accountability from their leadership.”

Helpful hints for using our salary database.

“I keep asking my colleagues, ‘What do we need to do our work well?’ That has to be where we start.”

We asked you to share your questions about unionizing. Here are some quick answers to your top five questions.

Support staff have the logistical and relational expertise you need to win.

We failed to unionize at a significant cost to the organization’s integrity, but the collective experience of our attempt granted us a deeper commitment and alignment with liberatory politics, a victory in its own right.

Keep prioritizing your co-workers of color, and figuring out what risks you are willing to take to make your workplace more equitable.

How can we deal with emotional reactions from our boss when trying to unionize in a small workplace? We are in the early stages of unionizing and anticipate that there will be Feelings. What resources or trainings can we share to help them understand that unionizing might benefit the organization?

It is a special kind of awful when those people who don't get it happen to be the ones in charge.

If there's anything non-profit leaders have even less of than time, it’s money. Make your demands clear.

We reached out to three executive directors who replied to our tweets asking how they changed their workplace to ensure their employees had the support system and resources they needed to meet this moment. Here’s what they had to say.