Category: Uncategorized

Developing Future-Ready Capabilities on Your Impact Team

Posted on by NationSwell Team

The most Successful impact teams reflect an optimal blend of passion, evolving skillsets, drive, and resilience.

On August 21, NationSwell hosted a virtual Leader Roundtable dedicated to exploring the tools and talent strategies that are helping organizations fuel innovation, foster agility, and cultivate the next generation of leaders from within.

Some of the key takeaways from the discussion appear below:

Key Takeaways:
AI literacy is becoming a mission-critical skillset. Teams are committing to universal adoption of AI tools, supported by training, shared use cases, and responsible governance frameworks. This not only boosts efficiency but also frees employees to focus on higher-order strategic and creative work.

Resilience and decision-making under uncertainty are essential leadership capabilities. With rapid change and rising complexity, leaders must strengthen their ability to make clear, values-driven choices amid ambiguity. Anchoring decisions to a “North Star” focus helps organizations stay disciplined, prune non-essential efforts, and move forward with confidence.

Cross-functional skills are critical for team adaptability. Rather than siloing capabilities, every team member should be comfortable interpreting data, telling stories, and applying new tools. This democratization of skills builds flexibility and helps teams pivot more effectively during times of change.

Storytelling is a powerful tool for building coalitions. In an era of skepticism toward public health, science, and social progress, compelling storytelling helps organizations mobilize stakeholders, strengthen coalitions, and sustain movements. Narratives that connect impact to human experience can bridge divides and inspire action.

Ruthless prioritization ensures resources drive maximum impact. With finite budgets and capacity, organizations must sharpen their ability to allocate resources where they matter most. Prioritization helps avoid burnout, clarifies tradeoffs, and maximizes the return on both social and financial investments.

Mentorship, shadowing, and sponsorship accelerate growth of soft skills. Formal and informal programs that pair employees with mentors, sponsors, or shadowing opportunities help individuals build confidence, broaden perspectives, and advance their careers. These practices also embed a culture of advocacy and leadership development within organizations.

Coaching creates organizational capacity for growth. Embedding coaching into leadership KPIs and encouraging leaders to “learn, do, and teach” creates a multiplier effect. As senior leaders coach others who then pass knowledge forward, organizations build a sustainable culture of professional development.

Connection and culture are as important as technical skills. In remote or high-change environments, intentional practices such as personal “user manuals” and dedicated time for relationship-building can strengthen trust and cohesion. This human connection supports teams in navigating turbulence with resilience and empathy.

Measuring what matters is critical for long-term credibility. Without strong metrics, social impact efforts risk being deprioritized during budget cuts. Building robust measurement systems and demonstrating “value on investment” ensures initiatives are recognized as integral to the organization’s strategy, not peripheral.

Purpose-driven alignment strengthens both impact and sustainability. Impact teams that tie their work to the organization’s core business strategy — and prove the social rate of return alongside financial outcomes — are better positioned to sustain funding and demonstrate long-term value. Showing that “doing good is good for business” helps win over skeptical stakeholders and ensures continued support.

Welcoming New Advisors to NationSwell’s Strategic Advisory Team

Posted on by NationSwell Team

Driven by our steadfast commitment to advancing bold, effective leadership across the impact sector, NationSwell continues to deepen the ways we serve our community, expanding the insights, expertise, and strategic guidance available to help members lead with clarity and drive meaningful change. That’s why we’re thrilled to welcome three exceptional leaders to our Strategic Advisory team: Kim Dabbs, Shannon Schuyler, and Celeste Warren (pictured left to right).

They join a distinguished group of NationSwell Strategic Advisors who bring real-world experience to the challenges and opportunities facing today’s impact leaders. Together, this group supports our members across some of the most strategic and exemplary work and needs in the sector, including building resilient organizational cultures, embedding impact into business strategy, the practice of impact leadership in organizations, architecting strategies that are differentiated and built to last, and leading on issues ranging from workforce innovation to diversity and inclusion to corporate responsibility.

Kim, Shannon, and Celeste bring deep expertise and a proven track record of leading transformational change across sectors. They will support our members in a variety of ways, including one-on-one consultations, roundtable conversations, and tailored guidance. Through these engagements, they will offer new opportunities to advance impact, strengthen strategy, navigate complexity, and accelerate our members’ most important work. Their involvement will help deepen the value of membership and expand what is possible for the leaders in our community.

We’re proud to welcome them into this remarkable community of changemakers and excited for the impact they’ll have in shaping the future of social good. Read on to learn more about their journeys and the expertise they bring to the NationSwell network.

Kim Dabbs

STRATEGIC ADVISOR
Areas of Expertise: Belonging and Purpose, Social Innovation, Organizational Culture, DEI, Identity and Purpose, Workplace Culture, Organizational Development

Kim Dabbs is the Global Vice President of Impact at Steelcase, where she drives social innovation and fosters inclusive environments. With a background as the Executive Director of the West Michigan Center for Arts and Technology and a residency at Stanford’s d.school, Kim brings deep expertise in creating equitable spaces.

 She is the best-selling author of You Belong Here: The Power of Being Seen, Heard, and Valued on Your Own Terms, which provides a framework for cultivating belonging. Kim is also the founder of To Belonging, a global community of changemakers exploring the intersection of identity and purpose. As a sought-after speaker, Kim has delivered keynotes at organizations like Google, Microsoft, MIT, and The Guggenheim, helping leaders create inclusive and impactful workplaces.

Shannon Schuyler

STRATEGIC ADVISOR
Areas of Expertise: Culture Activation; Aligning Purpose with Performance; Value Creation through Operational and Revenue Resilience; C-suite and Board engagement

Shannon Schuyler brings over three decades of experience transforming how organizations drive sustainable success through cultural innovation and purpose alignment. At PwC, she held multiple global leadership roles, including Chief Purpose Officer, Chief Sustainability Officer, Chief Diversity Officer, Climate Risk Leader, Corporate Responsibility Leader, co-Leader of CEO Action for Diversity & Inclusion, and President of the PwC Foundation. She has guided C-suite executives and boards across industries in embedding purpose, values, and sustainability into organizational strategy, culture, and stakeholder engagement. Shannon has also served on nonprofit boards, leading strategic planning, pro-bono funding initiatives, and executive succession.

Her insights on the link between culture and strategy have earned recognition from Fortune, Forbes, The Wall Street Journal, Insider, and Fast Company. Named one of the 100 People Transforming Business and a World Changing Woman in Conscious Business, Shannon is a sought-after speaker and advisor who helps organizations align purpose, culture, and strategy to achieve lasting business and societal impact.

Celeste Warren

STRATEGIC ADVISOR
Areas of Expertise: Diversity, Equity and Inclusion, Organizational Culture, Talent Development, STEM Education, Leadership Strategy, Change Management

Celeste Warren is the Founder of Celeste Warren Consulting, LLC, where she guides organizations in implementing impactful diversity, equity, and inclusion strategies. With over 28 years of experience, she previously served as the Vice President and Chief Diversity & Inclusion Officer at Merck, where she led global diversity, equity and inclusion initiatives and developed diverse talent pipelines.

Celeste is also the co-founder of Destination STEM, Inc., a nonprofit focused on supporting students of color and students in need pursuing degrees in STEM. Her work has earned her recognition as one of Black Enterprise’s “Top Executives in Global Diversity and Inclusion” and Diversity Global Magazine’s “Influential Women in Global Diversity.” She was also named Chief Diversity Officer of the Year by the National Minority Supplier Development Council in 2024.

A published author and frequent speaker, Celeste’s diversity, equity and inclusion insights have been shared globally across major platforms, publications and conferences.

To learn more about our membership community, visit nationswell.com/membership

Stories of Consent: Advocating for Healthy and Safe Relationships

Posted on by NationSwell Team

One in ten high school students experience dating violence before graduation, and comprehensive sexual education has been linked to prevention. Young people are leading the charge in creating more accessible and inclusive education programs and tools. Two of our NationSwell Fellows, Emily Bach and Maya Siegel, are working to scale their efforts, which focuses on bringing consent-based education to high schools and universities. Here’s a closer look at their mission — and how you can help move it forward. 

NationSwell: Tell us about your work and why it’s important.

Across the country, programs that help young people build safe, respectful relationships are under threat. Title IX, the federal statute that protects sexual violence survivors, has been significantly weakened due to the dismantling of the Department of Education. Schools are increasingly being pressured to limit how teachers and administrators discuss healthy relationships. Funding for sexual violence prevention education has been drastically reduced, with further cuts looming. 

Stories of Consent is an organization devoted to community-based consent education, particularly in states and regions where governmental policies make formal consent education inaccessible – or entirely untenable. By sharing personal stories about what affirmative consent looks and feels like, we aim to make consent education more accessible, actionable, and relatable to young people. Our goal is to fill legislative and policy gaps to ensure that young people have the tools to form safe, healthy relationships. 

NS: You both have worked alongside high school-age youth to build Stories of Consent. What are some lessons from collaborating with these young people?

Currently, if consent is taught in schools, young people typically learn about it through legal language or punchy acronyms. They learn what actions could lead to jail time. In some states, they’re taught that consent is as easy as FRIES: freely given, reversible, informed, enthusiastic, and specific. This is a great foundation – but it can’t be the end of the conversation. How many of us pause to run through a checklist before kissing someone?

We are almost always navigating consent in the context of our relationships, interpreting various forms of communication. Young people know this, even when their education doesn’t reflect it.  They often turn to friends for advice on situations our education system fails to formally address. They learn about consent through public media and the internet. These facts reveal something important about consent education: even in states without mandates, consent education is happening – but it tends to happen on an individual or interpersonal basis. 

Stories of Consent acts as a structured space for young people to have conversations about how consent looks, sounds, and feels in the context of their lives. We offer some ground rules for engagement – like defining affirmative consent – but we also encourage young people to engage with the project on their own terms. They bring the questions. We help create a safe space to explore the answers.

NS: How is implementing your education programming with college students different from students in middle school?

The best educational programs adapt to meet the people they serve. This often (but not always) means that college students are looking for guidance on navigating consent in increasingly complicated situations. For example, most of us would agree that discussing the relationship between consent and alcohol use would be inappropriate in a middle school classroom. But with college students, it’s one of the most common and relevant topics of discussions. Our project is designed to address consent in the kinds of situations students are most likely to encounter, and it naturally evolves with those situations. 

Importantly, this dynamic holds true across different identity groups. Our stories have been used in a support group for transgender students, where a facilitator focused on stories from LGBTQ+ youth. They’ve also been used by feminist groups to examine the different expectations placed on women’s sexuality. We collect stories from people of different ages, backgrounds, identities, and experiences so students can see themselves in the stories — and find language that fits their own experiences.

NS: What do you hope your work will accomplish long-term?

Long term, our goal is to contribute to a cultural shift in how the next generation understands consent. For example, 50 years ago, the culture around drunk driving was vastly different. It was frowned upon, but not widely seen as a serious safety risk. That perception changed through advocacy – largely led by mothers – who highlighted its dangers and potential long-term impacts on others. As a result, rates of drunk driving have substantially decreased. 

Our goal is to foster a similar cultural shift around consent. We want it to be widely understood as necessary for any healthy romantic or sexual activity. We believe that shift will only happen when young people understand the human impact of practicing consent. 

NS: How can people get involved?

Visit storiesofconsent.com to read or share a story, or bring Stories of Consent to your school or organization. Teachers, students, school administrators, and community organizers can also reach out to us to host Stories of Consent exhibits at their schools. We provide the materials for free. Our contact information can be found at our website or on our Instagram page, @storiesofconsent. 

Additionally, we partner with SafeBAE to train young people to become educators in their communities through their Peer Educator Training. If you’re interested in becoming a peer educator or supporting one, visit safebae.org to learn more. 

Learn more about the NationSwell Fellows program: https://nationswell.com/studio/nationswell-fellows/

Innovative Philanthropy in Times of Uncertainty and Urgency

Posted on by NationSwell Team

Today’s challenges demand a new level of agility and creativity from philanthropy. Traditional models of giving are evolving as funders seek innovative ways to deploy resources, drive systemic change, and respond to urgent needs without sacrificing long-term impact.

On May 6, NationSwell convened senior leaders for a candid discussion on Innovative Philanthropy in Times of Uncertainty and Urgency. Some of the key insights that surfaced during the course of the discussion appear below:

Key takeaways:

Be in community; talk through the anxiety and surface needs among your partners and peers. Amid pervasive feelings of “stuckness” among funders and grantees alike, continuing to have tough conversations and be in relationship with those who can appreciate the unique difficulties of this moment will be an invaluable tool. Connecting with others who want to solve problems — even when the problems seem insurmountable — and conducting regular pulse checks with grantees can sometimes be the best antidote to malaise, anxiety, and fear. 

If your organization doesn’t have the right support to offer, help connect to those who do. Even when funders don’t have the right tools or expertise to directly support their grantees or partners, they can still play a valuable role by acting as connectors. By brokering relationships, making introductions, or spotlighting other resources to tap, funders can help ensure their partners get the support they need without overextending their own capabilities. Influence and networks can be just as valuable as dollars.

Adjust your strategy with the long view in mind — and stay true to it. Especially in times of uncertainty, crafting intentional and precise strategies around your funding philosophy and partnership strategies will help you to stay true to your mission, goals, and organizational identity. Once established, hold to the strategies you’ve crafted so thoughtfully and intentionally. Push through the inclination to “freeze”; move forward with confidence, clarity, and adaptability.

Explore “pooled funds” and strategic coordination with fellow funders. By sharing financial commitments, funders can support innovative or high-risk projects with less individual exposure, making it easier to pilot new ideas or respond to urgent needs. Pooled funds can also help to streamline support for nonprofit partners, reducing the administrative burden of managing multiple relationships and reporting requirements and allowing them to focus on driving impact.

Consider the value of forging fewer, deeper partnerships. Some funders are focusing on larger, more impactful strategic collaborations with a few key partners to maximize impact and efficiency.

When possible, support partners with multi-year, unrestricted grants. Knowing that funding is secure for several years makes organizations more likely to experiment, innovate, and take calculated risks that could lead to greater impact without the added pressure of fundraising. For funders, multi-year grants support a more strategic, long-term approach to philanthropy, allowing for deeper alignment with organizational values and mission.Engage your internal stakeholders. Actively bringing in employees, agents, and other internal stakeholders in partnership activities can help to deepen your organization’s relationships and extend the reach of your partnerships. Particularly in times of deep division, taking the time to forge and fortify deep personal connections will be a critical component of long-term resilience.

Deepening employee engagement amid workplace evolution

Posted on by NationSwell Team

As political turbulence converges with new return-to-office mandates, AI-driven labor disruption, and shifting workplace power dynamics, now is a good time to ask: are the employees alright? Data shows employee engagement is at a 10-year low, and impact leaders may have an important role to play in creating a positive inflection. 

On May 1, NationSwell brought together cross-sector leaders to explore strategies for fostering authentic employee connection, sustaining momentum on social impact, and navigating changing internal expectations in an era of heightened scrutiny. Some of the key takeaways from the event appear below:

Takeaways:

Anchor employee engagement in business-critical priorities. Programs that connect directly to strategic business goals are more likely to endure through organizational change. At one company, engagement efforts were preserved during a leadership transition by aligning volunteerism with learning, development, and belonging. A measurement framework built in collaboration with people analytics helped secure executive support.

Use measurement as a lever for influence. Data creates the language leaders listen to. One company links employee voting on grant recipients to follow-up participation, showing that 75% of those who vote go on to volunteer. Another organization uses data to understand volunteer participation, and found that 80% of promoted employees were active volunteers. By surfacing these data points and aligning them with talent outcomes, leaders are better positioned to communicate the ROI of engagement programs.

Earn employee trust through transparency. Employees crave clear, consistent communication, especially in uncertain times. Multiple participants emphasized the value of regular, authentic updates, both from leadership and peer-driven campaigns. “Unmute yourself” emerged as a motto: don’t wait for perfect messaging; lead with openness and frame updates with “this is what we know right now.”

Model the behavior your culture aspires to. Culture is shaped by visible actions at the top. Regular leadership communications about personal boundaries, time off, and volunteerism can help normalize healthier habits across an organization. Creating regular forums for open dialogue – modeling transparency and presence, even without perfect answers – can build trust and empathy across teams.

Design with accessibility in mind. Reaching frontline and distributed employees requires intentional design and policy choices. One company adapted their engagement communications for workers in warehouses and on the road, using QR codes, mobile-friendly newsletters, and on-site leadership champions. These adjustments helped employees without company email or office connect with impact opportunities.

Create intentional space for human connection. Structured time for reflection, learning, and emotional engagement is beneficial for employees, especially in remote-first cultures. One organization holds monthly no-meeting “Endays” with rotating themes like sustainability and wellness. These experiences foster shared culture across offices and time zones, reinforcing purpose beyond the to-do list.

Programs scale more effectively when employees are trusted to lead them. Empowering individuals to shape initiatives builds long-term engagement. One organization trained nearly 100 social impact champions across global offices – employees who volunteered to activate colleagues in local offices and remote settings. These champions received in-person training, face time with senior leaders, and resources to launch programs aligned with company values. 

Adapt messaging to meet the moment. In highly regulated or politically sensitive environments, traditional engagement strategies may need recalibration. When constraints limit what can be said or supported publicly, reframing programs to tap into current employee curiosity about what the organization’s plans are for addressing uncertainty can drive participation. 

The NationSwell Council on the power of community

Posted on by NationSwell Team

In the first quarter of 2025, the NationSwell Council set out on a cross-country journey for a Salon series dedicated to unlocking The Power of Community.

Designed to explore the ways that a strong sense of community can serve as the foundation for shared purpose, empathy, and mutual support — particularly in times of division — the series convened a number of incredible and diverse cross-sector leaders concerned with the creation and maintenance of robust communities. From incentivizing collective action to the bridging of generational divides to empowering youth to facilitating leadership development, our members shared a number of heartfelt, resonant insights on the ways they’re helping to make their communities stronger.

We’re proud to present a selection of those insights — along with some of the most powerful resources that were shared during the course of the series — below:

Key Insights:

  1. Urgency shouldn’t only arrive with disaster: In moments of crisis, we say yes quickly, clearly, and without hesitation. What would it look like to show up with that same energy and commitment for our communities absent a crisis?
  2. Empathy is a muscle, not a trait: It needs consistent practice. We can build it into our daily habits, our systems, and our institutions. The question is not if we have empathy, but how often we choose to use it.
  3. Be more human, more of the time: In a world that often prioritizes efficiency over connection, how can we slow down and really see the people around us, in our neighborhoods, our workplaces, and our communities?
  4. Community involvement and collective action: Effective community development relies on the active participation of individuals who are invested in their local area. These community members play a crucial role in identifying and addressing issues that affect their neighborhoods. The collective effort of residents is essential for creating sustainable solutions, as their proximity to the problems allows for a nuanced understanding of local challenges.
  5. Bridging generational gaps: Even in relatively homogeneous communities, a diversity of generations exists, each with its own perspectives and experiences. This generational diversity can lead to conflicts, particularly when young people with innovative ideas clash with older generations who may be more resistant to change.
  6. Youth engagement and empowerment: Engaging and empowering youth is crucial for the long-term sustainability of community development efforts. Key issues that concern young people include: physical safety and mental health; equity and justice; economic mobility; and sustainability
  7. Digital landscape and education: Today’s youth are digital natives, primarily using mobile devices for online activities. However, this familiarity with mobile technology does not necessarily translate to proficiency in computer skills required for higher education and professional environments. Additionally, young people may be more susceptible to online fraud compared to older generations.
  8. Leadership development and empowerment: Creating strong leadership pipelines is essential for the long-term success of community development initiatives. This process should begin early, ideally in junior high school, to build people capital and prepare the next generation for leadership roles.
  9. Cross-sector collaboration and engagement:
    • Cross-sector partnerships are indispensable for community building, as they bring together diverse expertise and perspectives. This collaboration enables communities to leverage a wide range of skills and resources, ultimately leading to more effective solutions.
    • Authentic Engagement: Genuine engagement with communities is crucial. This involves active listening and observation, ensuring that the needs and voices of community members are heard and respected.

Resources:

Books:

Music:

  • “All You Need Is Love” by The Beatles
  • “Lean on Me” by Bill Withers
  • “Stand By Me” by Ben E. King
  • “If You’re Ready (Come Go with Me)” by The Staple Singers
  • “Good Vibes” by Rebelution
  • “Rise Up” by Andra Day
  • “Beautiful People” by Ed Sheeran featuring Khalid
  • “Fast Car” by Tracy Chapman
  • “With My Own Two Hands” by Ben Harper
  • “All You Need Is Love” by The Beatles
  • “Lean on Me” by Bill Withers
  • “Stand By Me” by Ben E. King
  • “If You’re Ready (Come Go with Me)” by The Staple Singers
  • “Good Vibes” by Rebelution
  • “Rise Up” by Andra Day
  • “Beautiful People” by Ed Sheeran featuring Khalid
  • “Fast Car” by Tracy Chapman
  • “With My Own Two Hands” by Ben Harper

Podcasts:

  • The Power of Community
  • Masters of Community
  • The Community Development Institute
  • Mosaic’s Community Life Podcast

Other resources:

NationSwell Fellows Accelerator: Empowering the Future of Social Innovation

Posted on by NationSwell Team

NationSwell is excited to reintroduce our pilot NationSwell Fellows Accelerator Program, sponsored by Jon & Wendy Stahl, which offers young leaders the strategic support, connections and leadership development needed to turn their interventions into sustainable and meaningful interventions. This cohort has been moving on the four key areas of the program – building and refining a theory of change, building organizational structure and presence, stakeholder engagement  and storytelling. We are honored to remind our networks of the incredible fellows who have been working with us and introduce a new pair of co-founders joining this pilot program.


EMILY BACH (ANY PRONOUNS)

Emily Bach is an organizer and educator based in Oakland, California. Her research on community-based consent education has been presented across 9 universities, and they currently serve as a peer reviewer at the American Journal of Sexuality Education. Emily sits on the Board of Directors at SafeBAE, Stories of Consent’s fiscal sponsor. 


MAYA SIEGEL (SHE/HER)

Maya Siegel is a digital strategist based in Denver, Colorado. Her work focuses on narrative-centered initiatives to foster a more sustainable and equitable future. She currently serves as the Platforms Manager at FEMINIST, the largest (6M+ followers across platforms) women-owned nonprofit media platform for women, girls, and gender-expansive people, and is a founding board member at Intersectional Environmentalist. 

Together, they are the co-founders of Stories of Consent, the first and only national organization in the United States that uses a youth-led, peer-education model to provide consent education in states without educational mandates. In just a year and a half, they initiated conversations about consent with over 462,000 individuals and have implemented an educational model that impacts middle and high school students across 45 U.S. states. They are excited to be joining NationSwell’s pilot Accelerator Program.


ALEX ANG (SHE/HER)

Alex Ang is a content creator and mental health advocate living in Saint Paul, MN. Through her work, she is dedicated to increasing access to mental health resources and developing storytelling around cultural competency, anxiety awareness and workplace mental health. She currently sits on the NAMI StigmaFree Advisory Board for Workplace Mental Health, and is the host of a mental health podcast, a is for anxious. 

Through these last few months of the accelerator, she has been working on her project, Mental Health Mailboxes, a community-based campaign aimed at increasing access to free mental health resources and acts as a catalyst for mental health awareness, using the power of collective aid and resource exchange to curate a source of mental health stories and resources. The idea is a simple one: Place a Mental Health Mailbox in your community and watch as community-members populate its shelves with an abundance of resources, suited to each community’s culture and location.


JORGE ALVAREZ (HE/HIM)

Jorge Alvarez is a first-gen Latine Social Impact Strategist, Mental Health Advocate, & Creator who has taken his mental health advocacy from lecture halls on his college campus, to millions online, and even to The White House. After being recognized by MTV as 1 of 30 participants to be part of the inaugural Mental Health Youth Action Forum at The White House where he spoke alongside Selena Gomez, the U.S. First Lady, and the U.S. Surgeon General, Jorge went on to consult companies and nonprofits alike on campaign messaging, program development, and BIPOC/youth engagement strategies. Most recently, he advised MTV and sActive Minds, a youth mental health nonprofit, on their national mental health campaign called A.S.K.– the stop, drop, & roll for young people to emotionally support their friends! Online, he uses his love for storytelling to spark dialogue for collective reflection, unlearning limiting beliefs, and breaking cycles leading to his community of +130,000 across social platforms. While he loves creating, Jorge works directly with communities by speaking at venues, universities, and institutions across the U.S. to empower and educate young people and allies about mental health, social media, advocacy, and more. 


JAZMINE ALCON (SHE/HER)

Jazmine brings over 7 years of experience in the mental health advocacy space and is dedicated to transforming the mental health narrative to be more culturally relevant, engaging, and accessible. Her work has been rooted in empowering BIPOC communities, which she has executed through health equity, community, and marketing initiatives in the non-profit and corporate sectors. Jazmine is an Ilocana immigrant who believes that storytelling is fundamental in creating systemic and collective change in how we address youth mental health. Jazmine holds a Bachelor of Science in Public Health with a minor in Health and Society. She is also the co-founder of AAPI Mental Health, a digital platform dedicated to redefining the mental health conversation in the Asian and Pacific Islander community. In her free time, Jazmine likes to create art, hang out with her friends and cat, and be outdoors!

Together, the pair have been building on their work in the Accelerator Program. Titled, I’ve Been Meaning to Tell you, this campaign consists of a non-scripted interview-style video web series featuring difficult yet sincere intergenerational dialogue between BIPOC parents or guardians and their children (ages 18-26). Given the impact of cultural, ethnic, and racial nuance, each episode will spotlight how vulnerable and intimate conversations between parents and children of color can lead to a place of understanding. This campaign will not only invoke emotion and demonstrate that having intimate and vulnerable conversations between different generations is possible and why it’s important to do so, but it will also inspire others to have these same conversations. Ultimately, our goal is to use digital content to drive traffic toward culturally relevant resources with actionable next steps with viewers to continue the conversation.

Learn more about the NationSwell Fellows Program here.

NationSwell Launches the ‘Childcare for All’ Site from the Case for Childcare Collaborative

Posted on by NationSwell Team

The Business Case for Childcare Benefits for Every Employee

Today NationSwell is proud to announce the launch of our expanded Case for Childcare Collaborative site advocating  for childcare for all workers. Employees—especially gig, hourly, part-time and frontline workers— across the country continue to face an uphill battle, punctuated by the ongoing childcare crisis in the United States. Frontline workers represent about 70% of the workforce with 90% of companies relying on these workers (BCG, Fortune). And yet, while only 14% of full-time workers have access to employer-sponsored childcare support, that number falls to 8% for part-time workers (U.S. Bureau of Labor Statistics). This demonstrates a childcare benefits gap, revealing those with the most to gain from these benefits are traditionally excluded from qualifying. The detrimental effects of a broken childcare system are glaringly apparent, with parents forced to leave careers in order to take care of children, and businesses suffering huge workforce losses. 

This was the instigation for NationSwell to launch the Case for Childcare site in February 2024, showcasing two years of research making the case for employer-supported childcare benefits, revealing the business opportunity of supporting employee childcare needs. 

Why focus on frontline workers?

But–a gap in our research remained—frontline workers have the most to gain from childcare support yet are traditionally excluded from benefits packages that are reserved for full-time, salaried employees. So we set our sights on an expansion of this site to build the case for employers to provide childcare benefits for all workers. Over the last year, we’ve focused our research on frontline workers, speaking with workers, advocates, and employers alike. This research highlighted the importance of these workers for businesses and the overall economy—leaving this demographic out of conversations around employer-based childcare support is a missed opportunity for companies to improve their retention, attraction, loyalty, and engagement of workers, ultimately boosting their bottom line. Today, we’re exposing the data that employers should support their worker’s childcare needs because it is both the right thing to do for people and the company.

Educate

With this launch, our Collaborative aims to put the spotlight on the research-backed value of supporting employer-sponsored childcare benefits for frontline workers so that more leaders can educate their colleagues and advocate for change.  If you need to make the case for childcare at your company, you can find easily downloadable materials that can serve as a pitch to leadership on why childcare benefits should be implemented or expanded for your workforce. Visit our site and request the synthesized research and solutions that you can use to pitch leaders and HR managers on the expansion of your childcare support for all workers.

Commit

You might be asking, “After I get buy-in, how can we get started? What can we offer as an employer to support caregivers?” The newly launched site includes a visualization of childcare solutions that range to fit any business, no matter where you’re starting from, whether it’s just starting to think about childcare support for the first time or adding cutting-edge policies to your already comprehensive benefits package. Explore each solution with resources and organizations to help you get started and examples of other companies who are implementing these kinds of support. Then commit to change, perhaps making a plan to reevaluate your care policies each quarter with executive leadership or starting to pilot one solution over the next six months. No matter where you start, start somewhere. Join others by committing publicly on our site—submit your story or commitment to be uploaded on our wall of examples. Together we can build a community of care. 

Share

Finally, we encourage you to share this site with your networks. Caregiving is undervalued in the United States and we’re on a mission to showcase the value of care for businesses and our economy. This site not only portrays the data on the clear business value in providing employer-supported care benefits for every employee, but it also features firsthand stories from business owners and workers who are parents. Listen to employers share how to accommodate childcare needs in the workplace for all workers—it’s not only possible, but practical. Hear from advocates on the unique barriers these workers face in regards to care. And listen to parents share their stories on the impact of employers who support the care movement. Post the site on your LinkedIn, text the link to a friend or family member, or reshare NationSwell’s social posts. Help us reframe the narrative to value care.

Conclusion

This site is a go-to hub for businesses and leaders to find information they need to not only build awareness of the business case for employer-supported childcare, but also, to provide tactical solutions that more employers can implement to grow the support for all workers to  have access to affordable, quality childcare that fits the needs of their family.

Visit the Case for Childcare Collaborative’s childcare for all expanded site to learn about the case for care for all workers, commit to implementing solutions, and share the information with your team and network. Help us forge a world where childcare is no longer a barrier for workers to remain and thrive in the workforce. Thank you to our partners at the Annie E. Casey Foundation, American Family Insurance Dreams Foundation and Pivotal Ventures for supporting this important work.

Read more about the Case for Childcare Collaborative

JPMorganChase Delivers Major Boost to Ohio’s Workforce Through Formation of New Regional Workforce Collaborative

Posted on by NationSwell Team

The $2.1 million commitment will advance career pathways and deepens the firm’s 155-year investment in Columbus.

NationSwell is honored to partner with JPMorganChase, One Columbus Foundation, Columbus City Schools District, Ohio Excels and Zora’s House in support of the critical work of the newly formed Columbus Regional Workforce Collaborative. Together, the Collaborative will bring in local stakeholders, drive equity by addressing employment disparities, and strengthen the systems needed to support both employers and employees as the Columbus Region’s economy continues to grow and flourish. 

“We are committed to transforming how we prepare our employees and others to compete for well-paying jobs and successful careers,” said Corrine Burger, Columbus Location Leader for JPMorganChase. “We’re proud to deepen our investment in the region by joining forces with some of our city’s leading business and community organizations, including NationSwell, to create a more prosperous and inclusive workforce.”

Read below to learn more. 

September 12, 2024 (Columbus, Ohio) — Today, JPMorganChase announced its support of a newly-formed regional workforce collaborative that will strengthen the Columbus Region’s economy by breaking down obstacles to employment, advancing equity, and equipping job-seekers with the skills and experience needed to thrive. The collaborative, funded by a $2.1 million commitment from JPMorganChase, will enable five organizations to better align the Columbus Region’s workforce system to address employment disparities, enhance workforce development, and create an environment where diverse individuals and families can fully benefit from the region’s economic growth. The funds will be distributed amongst the organizations to support their involvement and initiatives within the collaborative.

Led by One Columbus, central Ohio’s leading economic development organization, the new workforce collaborative will convene business, education, community, and elected leaders for facilitated discussions to modernize the regional workforce system strategy. Its focus will be on emerging industries that demand highly technical skills. Specifically, the collaborative will develop:

  • A landscape assessment of regional attributes and case studies of successes and pitfalls
  • A regional workforce roadmap that articulates business needs and priorities
  • Data and research on the needs of diverse community members
  • A comprehensive workforce system plan, with robust community input, identifying strategic implementation steps, critical partners, and potential resource alignment

“Today’s announcement will help to ensure the Columbus workforce is equipped with the knowledge, skills and experience needed to compete for high-quality careers in emerging industries, ” said Tim Berry, Global Head of Corporate Responsibility and Chairman of the Mid-Atlantic Region for JPMorganChase. “Drawing on our experience, we know it’s critically important to bring the right local stakeholders together to ensure the workforce has the skills needed to meet the evolving needs of the region.”

The Columbus Region is one of the fastest-growing economies in the nation. However, like many urban areas, the available job opportunities have not been equitably shared among all workers and residents, leading to a racial wealth divide. The workforce collaborative announced today will help address this challenge by preparing individuals for jobs that can jump-start careers.

“As an employer with such a long-standing history in Columbus, we’re proud to deepen our investment in the region by joining forces with some of our city’s leading business and community organizations to create a more prosperous and inclusive workforce,” said Corrine Burger, Columbus Location Leader for JPMorganChase. “Together, we’re making a difference and ensuring that every resident can thrive.”

“When it comes to workforce training, the Columbus Region is program-rich, but by addressing skill gaps within our workforce, we can advance opportunity for all residents,” said Kenny McDonald, president and CEO of the Columbus Partnership. “This new commitment from JPMorganChase will go a long way toward helping us strengthen the systems and strategies that will improve our workforce for both employers and employees.”

Partners Include:

  • One Columbus Foundation: One Columbus will lead the integration of workforce efforts across the region, aligning regional initiatives to meet the needs of emerging industries. By facilitating collaboration among businesses, educational institutions, and workforce partners, One Columbus will develop a more cohesive system that supports sustainable economic growth, enhances skill development, and ensures equitable access to job opportunities for all residents.
  • Columbus City Schools District: Columbus City Schools will support this project by ensuring connectivity between their high school redesign work and the opportunities and skills articulated by the business community throughout the process.
  • NationSwell: NationSwell will support OneColumbus with the overall project design, conducting research on challenges and opportunities, facilitating convenings, and developing key assets, including a regional workforce system roadmap.
  • Ohio Excels: Ohio Excels will provide project management support to One Columbus, ensuring alignment, coordination, and communication among all grant partners throughout the process.
  • Zora’s House: Graduates of Zora’s House Women of Color Equity in Design Institute (WECDI) — a program that upskills participants in design thinking skills and then embeds them in critical community conversations and projects to ensure that the lived experiences of women of color are adequately engaged and informing the work — will develop processes to ensure that the voices and experiences of women of color—the fastest-growing population segment in our region—are adequately addressed in strategy planning and design.

JPMorganChase in Ohio

JPMorganChase has a 155-year long history serving Columbus and has committed $11 million over the last five years to strengthening career pathways for Central Ohio residents. As one of the state’s largest private employers, JPMorganChase is proud to serve more than 18,000 employees, 725,000 consumer customers, and 59,000 business customers. As leaders in business, the firm works in partnership with local government officials, businesses, and nonprofits to advance inclusive economic growth and drive a stronger, more inclusive economy.

About JPMorganChase

JPMorgan Chase & Co. (NYSE: JPM) is a leading financial services firm based in the United States of America (“U.S.”), with operations worldwide. JPMorgan Chase had $4.1 trillion in assets and $341 billion in stockholders’ equity as of June 30, 2024. The Firm is a leader in investment banking, financial services for consumers and small businesses, commercial banking, financial transaction processing and asset management. Under the J.P. Morgan and Chase brands, the Firm serves millions of customers in the U.S., and many of the world’s most prominent corporate, institutional and government clients globally. Information about JPMorgan Chase & Co. is available at www.jpmorganchase.com

The Paralympics show how DEI means winning together

Posted on AiLun Ku

Over the past year, as anti-DEI (diversity, equity, and inclusion) efforts have hit the headlines, I’ve talked with countless leaders who are wary of potential catastrophic impacts for their work – layoffs, lawsuits, the list goes on. The irony? Those imbedding fear in DEI leaders are scared themselves.

Anti-DEI forces are tapping the intrinsic human fear of exclusion to build their take-down of DEI. They want to convince people that they are being left out of the economy, left out of having a voice, left out of fair access to opportunities, and left out of being relevant.

When we believe we are left out, it is easy to feel scared. Scared of losing what we have and scared of what else we can lose. When we feel like we’re being left out, we believe that the fight must be a zero-sum game – it’s me or them – never us winning together. 

When ideologies and identities are conflated into opposing forces (as we’ve seen recently in the U.S. political landscape), winning together can feel like an oxymoron. In reality, winning together means moving away from finger-pointing and debating the reality that most things don’t exist in dichotomies. DEI is about shaping our systems, policies, institutions, and conditions so no one is left behind and everyone can thrive in their own self-determination. 

DEI’s unifying powers in action are seen this week, in the Paralympic Games. 

With origins to honor injured veterans, so they could be actively included and celebrated, not left behind and forgotten, the Paralympics have evolved to carry forward broader goals around inclusivity. The 2024 Paris Paralympic Games begin on August 28, and Paris has invested over €1.5 billion ($1.6 billion) to improve education, employment, and accessibility for people with disabilities. 

Even though the Paralympic Games last only 11 days, the investments to make host cities more equitable and accessible will endure long after – not only for people with disabilities, but kids, the elderly, those in recovery from medical procedures, those who are pregnant, weary travelers, and more.

While more than 4,400 Para athletes will compete for bronze, silver, and gold at over 549 sporting events, in between those events, they will get to live, eat, and train in spaces made with them in mind. “The residence areas and apartments do not have steps. The restrooms are spacious, and the shower has a chair that allows athletes to transfer from their wheelchairs. Electric sockets are even placed 45 centimeters above the floor to make it easier for athletes with different disabilities to reach them.” The completely accessible Paralympics Village is the physical manifestation of providing the Para athletes with everything they need to compete at their best. 

The Paralympics is a testament to DEI’s charge and mandate – to broaden and expand resources, opportunities, information, and care so that everyone, inclusive of all identities and abilities, can access what they need to meet their highest potential. Even though most of the athletes won’t go home with a medal around their neck, they will have shown us that winning together is not about a singular medal but rather getting access to all the essential resources, opportunities, and care to be the best versions of ourselves.

That doesn’t sound scary at all.

AiLun Ku is the Senior Strategic Advisor at NationSwell