Resources on Safety, Respect, & Equity

In honor of Women’s History Month, we invite you to explore these resources to help your organization foster workplaces where all women can drive change and thrive.

The Equity Indicator tracks the progress of congregations and other Jewish communities (e.g., schools, camps, and others) on key measures of creating communities of belonging and building anti-oppressive ecosystems.

This report identifies five core principles that have proven effective in preventing and addressing harassment.

As Jewish leaders and institutions navigate this moment, we know that many have questions and we offer these answers to you and your communities.

Copy and adapt this draft Code of Conduct for your organization.

This qualitative, auto-ethnographic report by Drs. Guila Benchimol and Alissa Ackerman explores what the magic of RJ, accountability, and teshuva can look like in Jewish spaces.

Women in the Workplace is the most comprehensive study of the state of women in corporate America from Lean In.

Insights into engagement, retention, communication, and the post-October 7th era in Jewish nonprofits. Based on the Spring 2024 cycle of Leading Edge's Focused Engagement Survey, with data from 10,854 employees at 192 Jewish nonprofit organizations.

The Jewish community in Tucson is among the first to advance the work of safety, respect, and equity in a collective manner. This approach should be studied by other leaders and organizations who can learn from and replicate what Tucson SRE Task Force members have accomplished.

A 32-page guide to help professionals understand their rights, recognize when a line is crossed, advocate for themselves, educate others, report incidents and create a supportive community. Each section of the guide has common examples of scenarios workers find themselves in and brief scripted responses.

Based on data from a survey of 304 CEOs in May 2023 and a qualitative research project based on 36 CEO interviews in summer 2023, this report shares findings on how CEOs of Jewish nonprofits perceive their boards and actions boards can take to improve their effectiveness.

Every employee plays a crucial role in shaping a respectful workplace culture. By understanding your role and actively participating in prevention, every employee can contribute to a safer, more inclusive workplace.

• Family and Medical Leave Policy Standards • Educational Videos for Paid Family and Medical Leave • Family and Medical Leave Research Report • Guidance About Reproductive Rights and Leave

Based on data from 18,212 employees and 304 CEOs at 327 organizations, this report shares findings about how things were going at work for employees and leaders in Jewish nonprofit organizations in May 2023.

Women in the Workplace is the largest study on the state of women in corporate America from LeanIn.org, and McKinsey & Company.

Our Member Assessment provides participating organizations, our network, and the field with invaluable data points about where things currently stand and where further growth is needed. Check out our 2021 Report.

Dr. Belzer conducted a qualitative longitudinal study focused on the intersection of Jewish identity and occupation among Jewish communal professionals. This material also explores the dynamics of Jewish organizational culture over time from the perspectives of sector insiders.

The following is an outline of the policies and norms that are inherently part of SRE and therefore, part of this convening.

This resource is a compilation of resources for how to address allegations against and misconduct by board members.

These resources are a compilation from the first, second, and third sessions of the T’shuva Series which was held in September 2022.

Judith Rosenbaum, CEO of the Jewish Women's Archive, talks with Rabbi Danya Ruttenberg about her book, On Repentance and Repair: Making Amends in an Unapologetic World.

From 2021-2022, five scholars in the Created Equal Research Group at the Kogod Research Center asked: What do we mean when we ask a sexual offender do to t’shuva? They noticed a pattern when stories of sexual misconduct, harm, and abuse were raised in the media and in organizations and institutions and they turned to Jewish sources that can help us think about this question.

Best practice advice from Rahel Bayar of The Bayar Group for determining whether to conduct an internal or external investigation, as well as steps to follow when conducting an internal investigation.

Does your organization know what to do when you first receive a complaint or report of discrimination, harassment, or other forms of abuse? Sacred Spaces provided a basic outline of policies and practices to help guide initial steps in responding to complaints, including a framework for deciding first steps once a complaint has been received, considerations if an investigation is needed, and ways to support the parties involved.

The following list included is a list of organizations that provide information, support, and reporting resources for those with personal experiences related to abuse, harassment, and other abuses of power.

When we mess up, how do we give an effective apology? As kids, we’re often taught that the magic words “I’m sorry” are all that’s required, but as adults, we need a more robust set of tools for making things right. In this workshop, we’ll use an approach rooted in Jewish ancestral values to explore interpersonal frameworks, tools, and techniques for apology and repair.

Providing Jewish organizations with guidance to develop and implement benefits that support employee reproductive health, regardless of where in the United States they live.

The vast majority of us can recall a moment we regret, when we’ve said or done something disrespectful to someone else, and may have been called out for it. How can we try to make amends with the person we harmed? Here are four steps we can take to show the other person we care.

We all play a role in creating safe public space by supporting each other when we’re harassed. That’s what bystander intervention is all about.

Taking accountability when we have caused harm is a part of ensuring gender justice. Read our Steps for Accountability published in June 2021.

A Review of Public Discourse and Survivor Experiences of Safety, Respect, and Equity in Jewish Workplaces and Communal Spaces

In a session led by SRE Network Senior Advisor of Researching & Learning, Dr. Guila Benchimol, tips and more, were given to explore how to keep yourself, victim-survivors, and others safe as we hear personal disclosures of abuse. Read the Dos and Don'ts of Responding to Disclosures published in February 2022.

This guide was developed to outline the updates made to the 2021 SRE Network Standards. The guide includes a clean version of the refreshed Standards, a tracked changes version, and a summary of key changes.

Addressing five causes can make significant progress in closing the persistent and large gender gap among CEOs at Jewish nonprofit organizations.

The Jewish Social Justice Roundtable has created this pilot Racial Justice Framework to help guide and support our collective efforts around racial justice. This framework is a tool to help build the capacities of Jewish organizations to be more racially and ethnically diverse, inclusive, equitable and just.

The COVID-19 crisis, the economic recession, and the renewed attention to racist, state-sanctioned violence have underscored what historically marginalized women — particularly women of color and low-paid women — face everyday: the burden of generations of sexist and racist institutions, norms, and policy choices that systematically limit women’s power and devalue the work that women do.

Read the results from the Leading Edge Fifth Annual Employee Experience Survey.

Women in the Workplace is the largest study on the state of women in corporate America. In 2015, LeanIn.Org and McKinsey & Company launched the study to give companies insights and tools to advance gender diversity in the workplace. Between 2015 and 2021, over 750 companies participated in the study, and more than a quarter of a million people were surveyed on their workplace experiences.

Created in partnership with gender justice leader Tuti B. Scott of Changemaker Strategies, and dedicated to the memory of Jewish feminist pioneer Nancy Schwartz Sternoff, Money, Power, and Gender invites Jewish communal leaders, funders, and activists of all genders to take concrete actions to advance gender equity, and commit to lifting up women and girls in the philanthropic landscape at large.

This report shares the research and findings of the Gender Equity and Leadership Initiative, exploring how to enhance gender equity and leadership within Jewish educational institutions and the needs of professionals in the field of Jewish education. The Gender Equity and Leadership Initiative is housed at the Leadership Commons of the William Davidson Graduate School of Jewish Education of JTS.

For those working to prevent sexual harassment at a nonprofit or overcome a scandal, here is a collection of articles with advice from a variety of experts. You’ll find guidance on how to communicate with donors, respond when a leader is involved in a scandal, or better protect your fundraisers.

Safety. Respect. Equity. These are the values and principles that we are committed to as an organization and as we convene for this virtual conference. The following is an outline of the policies and norms that are inherently part of SRE and therefore, part of this convening.

genEquality is dedicated to activating people to achieve gender equality through beliefs & behaviors. genEquality produces Nudge Art, which are visual installations designed to nudge their beholders towards inclusive and equal beliefs & behaviors. Available as both a print campaign or community-created mosaic art project, Nudge Art is a research-backed, impact-oriented, measurable approach to diversity & inclusion.

Ta’amod: Stand Up seeks to help Jewish communal institutions and all who work, learn, or worship at them develop cultures of safety, respect, and equity. We offer training and policy development as well as a robust resource bank of materials and referrals in support of Jewish organizations and congregations. Ta’amod brings this work to the Jewish community with a lens of Jewish values and ethics and an acute understanding of the unique dynamics and needs of the Jewish communal space.

This model policy is an example code of conduct for events.

This model policy covers topics including nondiscrimination, objectionable conduct, and harassment; religious observations; accommodating impairments; and accommodating pregnancies and nursing mothers.

CASS facilitates trainings and workshops for organizations on a variety of harassment-related topics, including bystander intervention, trainings for youth, and street harassment 101 and assertive responses.

Foundations committed to social justice and human rights have an important role in combating sexual harassment through their work, but they must also take all steps necessary to prevent and respond to it in their work. This report seeks to provide some food for thought in the form of foundations’ shared experiences as a basis for this kind of thought process. It is an invitation to think, discuss, and learn.

These Convention and Grounding Virtues were originally developed by Reconstructing Judaism for their 2018 Convention. Other organizations can use and adapt this resource for their own upcoming events.

This Covenant of Behavior was originally developed by Reconstructing Judaism for their 2018 convention. Other organizations can use and adapt this resource for their own upcoming events.

This model code of conduct was originally developed by SRE for the 2019 Jewish Funders Network Conference. We hope other organizations can use and adapt this template for their own upcoming events.

Our use of and relationship with money must reflect our religious values--this book aims to start a comprehensive conversation about how Judaism can guide us in this multi-faceted relationship.

13 action steps for men to take to turn being an ally into a verb. We are calling men in to live their allyhood as a verb by committing to, sharing, and living out the pledges that first emerged in the The Week That All Jewish Women Turned Invisible article. Live The Pledge is a new website to help allies actively engage in this comprehensive list of actions. With input from male allies and focus groups, these pledges have been expanded to bring them to life as part of our ongoing commitment to achieving greater gender equity in our Jewish communal workspaces.

Women in the Workplace 2018 is the largest comprehensive study of the state of women in corporate America. Since 2015, LeanIn.Org and McKinsey & Company have published this report annually to give companies and employees the information they need to advance women and improve gender diversity within their organizations.

In the first episode of the 2018-2019 season of Can We Talk?, we explore questions like these and share stories from our Archiving #MeToo project. Historian Keren McGinity shares her own #MeToo story and discusses how the movement has impacted the Jewish community.

POWER MOVES: Your essential philanthropy assessment guide for equity and justice is a complete self-assessment toolkit to determine how well you are building, sharing and wielding power and identify ways to transform your programs and operations for lasting, equitable impact.

Funders must be aware of the power dynamic that exists between those who give away money and those who rely on philanthropic gifts, be empathetic to it, and be supportive. When we acknowledge this dynamic, bring grantees into the conversation, and build authentic, trusting relationships, we increase the opportunity to create meaningful impact together.

Research shows that grantmakers that are more connected to their grantees—those that have an ear to the ground—are more likely to provide the support that nonprofits need to be successful; they are five times as likely to offer capacity-building support and two times as likely to offer multiyear support.

To identify the sector's strengths and opportunities concerning workplace culture, Leading Edge partnered with Culture Amp to conduct their annual employee engagement survey.

To identify the sector's strengths and opportunities concerning workplace culture, Leading Edge partnered with Culture Amp to conduct a second annual employee engagement survey.

To identify the sector's strengths and opportunities concerning workplace culture, Leading Edge partnered with Culture Amp to conduct their annual employee engagement survey.

To provide a better accounting of where your donation money may be going, The Forward presents to you its eighth salary survey.

This is a collection of insights from visionaries around the world aimed at anyone committed to empowering women.

The #MeToo Movement was founded in 2006 to help survivors of sexual violence, particularly young women of color, find pathways to healing. The proliferation of the #MeToo hashtag has turned local grassroots work into a global community.

The U.S. Equal Employment Opportunity Commission (EEOC) is the government agency responsible for enforcing federal laws that make it illegal to discriminate against or sexually harass anyone in the workplace.

The U.S. Equal Employment Opportunity Commission (EEOC) is the government agency responsible for enforcing federal laws that make it illegal to discriminate against or sexually harass anyone in the workplace.

The Reform Pay Equity Initiative will comprehensively assess the salaries of the professionals who serve Reform institutions, develop a plan to address inequities, and evaluate the impact of interventions.