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On Instagram, ‘Rabbinic Fit Check’ is a look book for Jewish clergy
Rabbi Rafi Ellenson was getting ready for a full day of rabbinic duties in September when he jokingly asked a colleague, “What do I wear that’s appropriate both for religious school and a shiva?”
After some light-hearted deliberation, Ellenson, who works as an assistant rabbi for Congregation Shir Hadash, a Reform synagogue in Los Gatos, California, said they realized his wardrobe dilemma might deserve a spotlight on social media.
“We were like, oh, this would be a really fun idea for an Instagram account,” said Ellenson. It would show what rabbis are wearing and “the absurd things they have to do every day, dressing for 20,000 occasions and for 50,000 people.”
For help turning his idea into reality, Ellenson called Rabbi Arielle Stein, an assistant rabbi at Congregation Rodeph Sholom, a Reform synagogue on the Upper West Side of Manhattan, whom he had met in Jerusalem in 2019.
After some deliberation, the pair created Rabbinic Fit Check, an Instagram account billed as “a style diary for the rabbinate and beyond.”
“We’re trying to show diversity of rabbis, diversity of genders, diversity of expression,” said Ellenson. “There’s no one model, and there’s no one model in the real world, so we don’t want to feature only one model on the account.”
So far, Rabbinic Fit Check has featured 57 rabbis, clergy members and students from a range of denominations and garnered over 1,300 followers. The outfits range from cozy sweaters and “sensible” office wear to zebra-print skirts and a fashion-forward Delfina Balda pant suit.
“It’s nice to see that rabbis look like more than just that old oil painting of someone in a black coat,” said Rabbi Allison Poirier of the Conservative synagogue Temple Aliyah in Needham, Massachusetts. “It’s nice to see that we’re out here as new people, as colorful people of all ages and shapes and sizes, which I think in the world I work in, most people know, but it’s just nice to uplift that.”
Indeed, a new national study of the American rabbinate released last month by the Atra Center for Rabbinic Innovation found that 51% of the rabbinical students surveyed identified as LGBTQ+. According to the Atra report, 58% of rabbis surveyed identify as women, 30% as men, and 12% as nonbinary.
But the diversification of the rabbinate has also underscored a broader trend, with rabbis more often taking on an engaged, hands-on role rather than the old model of the “sage on the stage.”
Stein, who had already gone viral for her rabbinic style videos on social media and was featured in Vogue last month for her videos on clergy-friendly shoe choices, said the pair’s Instagram account has also come to serve another purpose: showing the rabbinate in a more intimate light.
“I think especially for our generation of rabbis, we’re real people, these are important ways that people can connect with us and build trust and understanding,” said Stein. “We’re not pretending that we’re somebody at work and somebody at home.”
Rabbinic Fit Check posted its inaugural outfits from Stein and Ellenson in mid-October. The pair then reached out to their colleagues for submissions, and users soon asked to be featured.
Poirier said that she had been drawn to post her style (J. Crew blazer, Birdy Grey dress, her sister’s thrifted sweater) because of the account’s “diversity and also the light-heartedness,” which she said offered a contrast to reality.
“Everything is so, so heavy right now, and a lot of our day is rightly dealing with some of the heaviness, and it’s nice to just have something that also uplifts rabbis as fun, joyful people, kind of expressing ourselves in this cute, silly way,” said Poirier.
“Rabbis are kind of in the zeitgeist in a lot of different ways, and there’s a lot to say about that both positive and negative, and certainly we’re tapping into some of that,” said Ellenson. “But I think we’re approaching an angle of we’re humans who have these cool jobs, and we want to show parts of ourselves through our clothing and express ourselves more fully and completely, and not bifurcate these two segments of our lives.”
Einav Rabinovitch-Fox, a professor at Case Western Reserve University who wrote a history of women’s fashion, said that she viewed the Rabbinic Fit Check account as part of a “new phenomenon” in which the public image of the rabbinate was shifting. She pointed to Nobody Wants This, the Netflix show starring heartthrob Adam Brody as a young Los Angeles rabbi that first aired in September 2024. The Amazon series Transparent, Extrapolations on Apple TV+ and the 2023 film You Are So Not Invited to My Bat Mitzvah all featured what Hey Alma, JTA’s sister site, called “hot rabbis.”
“It’s kind of like a sign of our times,” said Rabinovitch-Fox. “Not all of them are like Adam Brody, but I think it’s a depiction of a trend, and I think that Instagram account is part of it, like, ‘oh, look, Judaism is cool.’”
Rabbi Jamie Field, the director of education at Beth El Temple Center, a Reform synagogue in Belmont, Massachusetts, was featured on Rabbinic Fit Check shortly before her appearance on the Netflix show Squid Game: The Challenge. She said it was a “really beautiful that there is an increase in rabbinic visibility.”
“We have a really sacred responsibility to show that rabbis are real people, and that we are engaged and part of the world and being responsible for being part of that conversation, not just witnessing it through Netflix shows about rabbis,” said Field.
While Rabinovitch-Fox said religion does not always “celebrate the individual,” she added that “fashion is a really a great and simple way to make your own statement.”
“People want to find somehow to relate, and I think with this Instagram generation, fashion is something that is important to people, so it’s just another way to relate to that,” said Rabinovitch-Fox. “If you can talk with your rabbi about style, you have a cool rabbi.”
Rabbi Andrea London, the leader of Beth Emet The Free Synagogue, a Reform congregation in Evanston, Illinois, said she submitted a photo of herself and Cantor Natalie Young on Parashat Noah after Ellenson, who is a family friend, mentioned it to her in conversation. For her cameo, she wore a white button-down shirt with a gold necklace and slacks.
London, who was ordained in 1996, said that she had submitted the photo to offer the account “a little diversity of age.” She recalled that early in her career, “as a woman, you wouldn’t dare to be on the bimah without a skirt.”
“One of the things that was annoying in the rabbinate was that people would comment on my clothing a lot, and it was just tiresome and men didn’t get that,” said London. “And now, I think Rabbinic Fit Check is trying to turn it on its head, like let’s have fun with it as opposed to seeing this as somehow discriminatory or sexist in any way.”
So far, Ellenson and Stein said the response to the account from their congregants and colleagues had been positive. Looking ahead, Ellenson said they hoped to feature leaders from other faiths.
“I think it’s about joy, showcasing diversity, showcasing the personal, and showcasing that all of these pieces can be a part of cultivating rabbinic and cantorial and clerical work,” said Ellenson. “We can bring ourselves into the work, and that makes the work better when we’re being ourselves with our communities.”
This article originally appeared on JTA.org.
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Investing in Early Career Nonprofit Professionals Strengthens the Entire Jewish Community
Demonstrators at pro-Israel rally in Hamburg, Germany. Photo: Screenshot
The Jewish community and the nonprofit organizations that sustain it are facing major challenges today, including rising antisemitism and deep polarization around Israel. These are exacerbating already high rates of burnout and turnover among those who work at Jewish nonprofits, especially early-career professionals.
According to a 2025 Leading Edge report on the “state of Jewish nonprofit talent,” only half of employees under age 30 expect to remain at their organization two years from now. This poses a serious threat to the sector’s talent pipeline and raises an urgent question: How can Jewish organizations, foundational for communities and Jewish life, keep early-career professionals passionate and engaged for the long-run?
Research from M²: The Institute for Experiential Jewish Education’s recent Hope Study highlights two factors linked to sustained engagement among Jewish communal professionals: work energy, defined as feeling energized by one’s work, and Jewish belonging, a meaningful connection to the Jewish people and community. Professionals who experience both are more likely to remain in the field over time. For organizations focused on retention, cultivating these conditions early in a professional’s career should be a strategic priority.
Professional development (PD) has long been one of the primary tools that organizations use to build a sense of belonging and purpose among staff. However, traditional models often reserve this type of investment for mid-career or senior staff who have already demonstrated staying power. If a substantial portion of young professionals leave Jewish nonprofits within their first two years, waiting until mid-career to invest does not make sense.
Instead, we advocate for Jewish nonprofits to invest in early-career PD, starting from the onboarding process. Alongside tangible skill-building, PD should also draw on Jewish values and learning to help professionals think through the real responsibilities and tensions of communal work. When colleagues explore these questions together, they deepen their connection to the mission and build peer relationships that support them in their roles.
Over time, we believe that PD rooted in both tangible skill-building and Jewish purpose will create internal leadership pipelines for people who are actually invested in the community’s future. It strengthens organizational continuity, reduces turnover costs, and ultimately benefits the Jewish communities these institutions exist to serve. To realize these gains, however, organizations must approach early-career development intentionally.
Professional Development Begins With Onboarding
Professional development should begin on day one. Organizations have an opportunity to equip new employees during their first year with foundational skills in navigating the workplace, teamwork, and sector knowledge. This includes engagement with Jewish texts and ideas that offer language for working through tensions that arise in daily workplace dynamics as well as in broader communal conversations, including Israel and antisemitism. Understanding the language, history, and structure of the field strengthens an employee’s connection to mission and purpose, and helps them succeed, all fostering retention.
This is particularly important in a workforce where 38 percent of employees are not Jewish. Thoughtful onboarding helps ensure that talented professionals are not left to navigate cultural norms or communal rhythms on their own and increase belonging. New early career PD programs, including M²’s Aleh Summit and Leading Edge’s Onboarding Intensive, are responding to these needs by integrating Jewish learning into PD and making what is often implicit, explicit.
Articulate a Clear Growth Trajectory
Early-career professionals benefit from clear direction from upper management. Organizations should encourage supervisors to outline a six-to-twelve-month growth arc and identify the skills, responsibilities, and capacities the employee is expected to develop and ultimately own in that time. This may include naming particular leadership competencies or framing stretch assignments as deliberate developmental steps. Professional growth in Jewish nonprofits should also focus on ways to explore and deepen employees’ understanding of the Jewish values and organizational norms that drive the organization. This strengthens long-term commitment to service and can contribute to motivation at work.
Setting measurable goals also helps with retention. Research shows that employees who feel they are making progress, engaging in challenging work, and understand how their role contributes to organizational goals are significantly more likely to intend to stay.
Build an Implementation Plan
Professional development programs often focus on introducing new ideas and skills. However, without structured follow-through, what participants learn rarely makes it into their day-to-day work. Organizations can change that by encouraging supervisors to work with returning program participants to identify two or three concrete practices to integrate into their daily routine. A well-executed plan should anticipate obstacles and clarify what support will be needed to sustain and deepen the new practices.
This kind of intentional follow-through can be a game changer in the “engagement crater,” a period, often two to five years into a role, when initial enthusiasm can decline before stabilizing. Without continued growth and reinforcement, early-career professionals may experience that dip more acutely. But attention to growth and progress by both the employees and their managers can help avoid this decline.
For the employee, this practice strengthens competence and confidence. For the organization, it reduces the likelihood that initial enthusiasm dissipates.
Show Genuine Interest in Employee Growth
Managing early-career professionals requires ongoing communication. When organizations encourage supervisors to invest in these conversations, they can learn what motivates an employee and how to help them individually succeed. At the same time, a strong supervisor will affirm specific strengths they have observed, both before and after a professional development experience, and help the employee see their growth as part of a cohesive trajectory.
Opening a conversation about what early career professionals need, how they work best, and what support would enable them to thrive responds to patterns increasingly seen among Gen Z employees. They want clarity, feedback, and meaningful partnership at work. When managers co-create the work environment in this way, employees are more likely to feel heard and valued. These are the conditions that build and strengthen long-term retention.
A Long-Term Investment in Jewish Communal Leadership
In a sector where people are the primary asset, cultivating emerging professionals must become a strategic priority. Many early-career employees initially demonstrate strong alignment with mission and purpose. The question is whether organizations will maintain that alignment over time.
Sustaining professional commitment requires consistent attention. Early-career development should include an arc with multiple touchpoints, beginning with structured onboarding and continuing through the next several years as responsibilities deepen. The foundation built in the first months supports later growth.
In summary, when Jewish nonprofits invest early and consistently in their staff, professionals are equipped to develop confidence and deepen their understanding of the community they serve. Over time, this will foster pride in working on behalf of the Jewish community and encourage long term commitment to the field.
Kiva Rabinsky is the Deputy CEO and Chief Program Officer at M²: The Institute for Experiential Jewish Education. He holds an MPA in Nonprofit Management and an undergraduate degree in Education and Archeology.
Dana Childress is a Vice President, Program at Leading Edge. She focuses on programming designed to strengthen workplaces so all employees can thrive. She is based in Washington, DC.
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JD Vance praises Tucker Carlson-Mike Huckabee interview as ‘a really good conversation’
(JTA) — Vice President JD Vance has weighed in on the Tucker Carlson-Mike Huckabee interview that has ignited widespread antisemitism allegations as well as a diplomatic row with Arab states, calling it “a really good conversation that’s going to be necessary for the right.”
Vance made the comments to the Washington Post, which published them Friday morning. He said he had not seen the entire interview, which was more than two hours long, but had viewed “clips here and there.”
Vance is a longtime ally of Carlson, a leading far-right figure who has stirred a rift among conservatives by platforming antisemites, at times promoting antisemitic conspiracy theories himself and increasingly campaigning against Israel. (Carlson says he is not antisemitic.)
Vance’s refusal to criticize Carlson or seek to end the rift has increasingly alarmed Jewish conservatives. To the Washington Post, he reiterated what he said before when asked about Carlson and the antisemitism rift — that he believes the Republican Party should be an open marketplace of ideas.
He said he was pleased that the right has stoked “a real exchange of ideas,” even when it includes “the people that I find annoying on our side,” whom he did not specify. That exchange, he said, was also essential for electoral success.
“If you think of the Trump coalition in 2024 — and the way that I put it is, you had Joe Rogan, Mark Levin, Sean Hannity, Tucker Carlson and JD Vance and a coalition of people — but to do that, you have to be willing to tolerate debate and disagreement,” Vance said. “And I just think that it’s a good thing.”
Vance is seen as likely to run for president in 2028.
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Amid Iran tensions, Huckabee tells US embassy staff in Israel they should leave ‘TODAY’ if they wish
(JTA) — Ambassador to Israel Mike Huckabee has told U.S. government employees and their families that they may leave the country and should do so expediently, amid mounting signs of a possible U.S. attack on Iran.
Huckabee emailed embassy staff on Friday morning saying that if they want to leave, they should do so “TODAY,” according to a letter first reported by The New York Times. He noted that commercial flights could become scarce and urged them to accept passage to any country before returning to Washington, D.C.
“There is no need to panic, but for those desiring to leave, it’s important to make plans to depart sooner rather than later,” he wrote.
The letter comes a day after U.S.-Iran talks in Geneva ended without public breakthroughs. Iranian officials, as well as the Omani mediators, said additional conversations were planned for next week; the United States did not comment. Steve Witkoff and Jared Kusher, two Jewish advisors to President Donald Trump who successfully brokered a ceasefire in the Israel-Hamas war last year, are leading the U.S. delegation.
Trump has been threatening to attack Iran for weeks over its nuclear program and has built up U.S. military forces in the Middle East to levels not seen in decades. In recent days, Secretary of State Marco Rubio and Vice President JD Vance have both said military intervention could be needed while saying the president continued to prefer diplomacy.
Vance’s comments were particularly notable because he typically opposes U.S. intervention overseas. He told the Washington Post in comments published Friday morning that there was “no chance” that the United States would get involved in an extended Middle East campaign.
Iran has said it would consider Israel a valid target in the event of a U.S. attack. Last year, Iranian missiles killed more than two dozen people in Israel during a 12-day war initiated by Israeli strikes on Iran’s military program. Now, Israelis have been living in limbo for weeks while waiting to learn whether a new war, expected to be more destructive, will begin.
In the past, when expecting Iranian retaliation, the embassy has warned staff against leaving population centers in Israel. Now, the Department of State has updated its Jerusalem embassy website to reflect “the authorized departure of non-emergency U.S. government personnel and family members of U.S. government personnel to leave Israel,” setting a status that means flights will be paid for by the U.S. government.
While El Al, Israel’s national carrier, does not fly during Shabbat, other airlines typically do run some flights to and from Ben Gurion Airport on Friday nights and Saturdays. Many of those are budget European airlines that have only recently resumed flying to Israel after last year’s Iran war; some airlines, including KLM, have already suspended Israel flights in anticipation of another conflict.
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