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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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What rabbinic wisdom taught me in the wake of the BAFTA scandal

When I woke up Monday, the first message I saw was from a friend asking if I’d seen the “Sinners Tourette’s thing from the BAFTAs.” The “Sinners Tourette’s thing” took place Sunday night, when John Davidson, the subject of the BAFTA-nominated film I Swear, about living with Tourette’s, shouted the N-word while Black Sinners actors Michael B. Jordan and Delroy Lindo presented an award.

This sparked thoughtful online conversations about racism and understanding coprolalia, a form of Tourette’s that presents as involuntarily uttering obscenities. It also led to criticism of BAFTA and the BBC for not intervening after the reportedly slur was thrown at other attendees earlier and for censoring a pro-Palestine statement but not the N-word (a BBC spokesperson said the statement was cut for time and has now censored the slur on the BBC iPlayer video of the BAFTAs).

Of course, productive dialogue online was overshadowed by vitriolic racism and ableism attempting to villanize both parties involved.

As I read about the controversy, I was reminded of ona’at devarim, a Talmudic prohibition against verbally harming someone else, through purposefully shaming them, spreading gossip or giving bad advice.

John Davidson. Photo by Dominic Lipinski/Getty Images

The embarrassment here, to me, appears twofold. Shaming Davidson could have further embarrassed him. But Jordan and Lindo had already been publicly embarrassed, and that needed to be rectified.

When is publicly calling out behavior useful — such as establishing boundaries around slurs — and when is it vengeful? And how much does intent versus impact matter?

I reached out to several rabbis to learn how Jewish values could help me understand this situation — and how to think about accountability when a billion people can see your mistakes in a matter of seconds.

Rabbi Shais Rishon, known by his pen name MaNishtana, leads the congregation Ohel Eidot CHeMDaT’’A, a D.C. synagogue for African American and Caribbean Jews. In our conversation, he noted that many people were embracing racism or ableism, when they should be acknowledging the situation’s nuances.

“There’s a lot of little parts here and in these kinds of conversations. I always say it’s important to move into them with three sort of goal posts in mind,” said Rishon. “The first is that multiple things can be true at the same time. Second is multiple things can be wrong at the same time. And the third is explaining how to make this work so it doesn’t absolve from accountability or agency.”

Rabbi Lauren Tuchman, who focuses on disability access and inclusion in the Jewish world, emphasized making sure accountability is not overlooked.

“Sometimes I actually worry that the standards are not applied appropriately when harm happens when a disabled person causes the harm,” said Tuchman, who is a fully blind person. “You don’t want a situation where any kind of apology is like meeting the needs of the offender and not at all meeting the needs of those who are harmed.”

Even so, everyone’s unique situation must be accounted for. Both Tuchman and Rishon believed Davidson should apologize to Jordan and Lindo, but cautioned against mistaking Davidson owning what he did as him admitting to having done it on purpose.

“Nothing can be universalized here and everything is so case-specific, especially when that offensive speech is actually not in this person’s control,” said Tuchman.

Tuchman noted that everyone is entitled to their feelings when met with offensive language, even if it’s unintentional, something she has dealt with a lot. Sometimes she decides “They didn’t mean it, I’m just gonna try to let it go.” But, she said, “you make that choice for yourself and your own integrity.”

“I think that there are ways in which we need to be able to allow for us to feel what we feel, and then to make wise choices about how we act,” she added.

Rabbi Lauren Tuchman and Rabbi Shais Rishon. Photo by Stephanie Sisle/Cory Fisher

It doesn’t seem to me that what Davidson needs and what Jordan and Lindo need have to be in conflict with one another. Rishon pointed to tochecha, the obligation in Leviticus to reprimand and correct improper behavior in a way that betters the community.

“It’s not supposed to be done in sort of that embarrassing way,” said Rishon. “It’s not about spectacle. It’s about transformation.”

Next, Tuchman said, we must embrace the value of teshuva: correcting our mistakes by realigning with our morals in our actions and deeds.

“The Rambam talks about needing to acknowledge the wrongdoing [and] really take responsibility,” Tuchman said. “And then engage in restitution in whatever way that makes sense.”

“This is somebody with a personal challenge, and maybe there’s a personal conversation and apology to happen,” Rishon said. “There’s no need for us to excoriate him because he has no control.”

Rishon suggested scrutiny should be focused on the BBC and BAFTA, for their “ lack of attentiveness, their lack of fastidiousness, [and] their lack of sensitivity.”

As I spoke to Rishon and Tuchman, I couldn’t help but think that what Judaism asks of us feels more difficult when social media demands its users have instant and loud reactions to anything and everything. In another world, those involved could sort it out privately, and heal in their own time. But when an incident can be shared across the world in minutes, the apology becomes a public matter. And if you don’t do what the internet demands of you immediately, you’re automatically villanized.

From Rishon and Tuchman, I gathered that instead of focusing on who is right and who is wrong, we should take a breath and ask what we need to move forward in community. It’s embarrassing to be called a slur on television; it’s embarrassing to utter that slur when you can’t control it. But it’s happened. How can we respond as people who want to be better than we were before?

I still wouldn’t say I have all the answers for this situation or whatever the next attempt at public shaming may be. But I feel a lot more confident knowing I can turn to the advice of the rabbinic sages — and not just someone on X.

The post What rabbinic wisdom taught me in the wake of the BAFTA scandal appeared first on The Forward.

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US to Offer Passport Services in West Bank Settlement for First Time

The Israeli national flag flutters as apartments are seen in the background in the Israeli settlement of Efrat in the West Bank, Aug. 18, 2020. Photo: REUTERS/Ronen Zvulun

The US will provide on-site passport services this week in a settlement in the West Bank, marking the first time American consular officials have offered such services to Israeli settlers in the territory, US officials said on Tuesday.

Much of the international community considers Israeli settlements in the West Bank illegal under international law.

Israel disputes this, citing historical and biblical ties to the area. It says the settlements provide strategic depth and security. Defenders of Israel also note that, while about one-fifth of the country’s population is Arab and enjoys equal rights, Palestinian law forbids selling any land to Israelis.

TENS OF THOUSANDS OF AMERICAN-ISRAELIS IN WEST BANK

US President Donald Trump, a staunch supporter of Israel, has said he opposes Israeli annexation of the West Bank. But his administration has not taken any measures to halt settlement activity, which has reportedly risen since he took office last year.

In a post on X, the US Embassy in Jerusalem said that as part of efforts to reach all Americans abroad, “consular officers will be providing routine passport services in Efrat on Friday, Feb. 27,” referring to a settlement south of the Palestinian city of Bethlehem.

The Embassy said it would plan similar on-site services in the Palestinian West Bank city of Ramallah, in the settlement of Beitar Illit near Bethlehem, and in cities within Israel such as Haifa.

The US offers passport and consular services at its Embassy in Jerusalem as well as at a Tel Aviv branch office. The number of dual American-Israeli nationals living in the West Bank is estimated to be in the tens of thousands.

Asked for comment, an embassy spokesperson said: “This is the first time we have provided consular services to a settlement in the West Bank.” The spokesperson said similar services were being offered to American-Palestinian dual nationals in the West Bank.

The move came after Israel’s cabinet last week approved measures to make it easier for settlers to buy land, a move Palestinians called a “de facto annexation.”

Much of the West Bank is under Israeli military control, with limited Palestinian self-rule in areas run by the Western-backed Palestinian Authority.

Efrat, the Jewish settlement where American consular officials will provide passport services on Friday, is home to many American immigrants. The US Embassy said it did not have data on the number of Americans living there.

More than 500,000 Israeli settlers live in the West Bank, home to 3 million Palestinians. Most settlements are small towns surrounded by fences and guarded by Israeli soldiers.

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CAIR Official Claims Israel Harvests, Collects Skin of Palestinians

Executive Director of the Ohio chapter of the Council on American-Islamic Relations (CAIR-OH) Khalid Turaani, speaks at a press conference, July 9, 2025. Photo: USA TODAY Network via Reuters Connect

A senior Council on American-Islamic Relations (CAIR) official claimed Israel harvests and collects the skin of deceased Palestinians at a recent Ohio state Senate Judiciary Committee hearing.

“Israel has the largest human skin bank in the world,” Khalid Turaani, executive director of CAIR’s chapter in Ohio, said last week at a hearing on adopting the International Holocaust Remembrance Alliance’s (IHRA) working definition of antisemitism.

“Where do you think they got all this skin from? They have more human skin than China and India. They are literally skinning the dead bodies of my brothers and sisters in Palestine,” Turaani continued. “And if I call them Nazis, your law [adopting the IHRA definition of antisemitism] is going to punish me.”

Scholars and activist groups have described the conspiracy theory of Israeli organ harvesting as a modern version of the antisemitic blood libel rooted in medieval conspiracies charging that Jews murdered Christian children and drank their blood during the holiday of Passover. The organ harvesting claim dates back to 2009, when a Swedish tabloid published an erroneous article saying that the Israel Defense Forces (IDF) kills Palestinians to provide organs to Israeli hospitals.

“In the 1990s, one Israeli facility (the Abu Kabir Forensic Institute) [ran by Dr. Yehuda Hiss] took organs from IDF soldiers, Israeli civilians, Palestinians, foreign workers, and others whose corpses came into the institute, without seeking permission from the families of the deceased,” the Anti-Defamation League (ADL) noted in an article debunking the conspiracy.

“In a state inquiry report, Israeli authorities found ‘no evidence that Hiss targeted Palestinians; rather, he seemed to view every human body that ended up in his morgue, whether Israeli or Palestinian, as fair game for organ harvesting,” the ADL continued. “The families of dead Israeli soldiers were among those who complained about Hiss’s conduct.”

There is no evidence that such activity has happened since the 1990s.

Nonetheless, Palestinian media has repeatedly invoked the organ harvesting conspiracy, which has been picked up by anti-Israel activists in the West.

Last week’s hearing came about four months after Turaani took part in an online event in October alongside a senior member of Hamas who has been sanctioned by the US government and other individuals tied to the Hamas and Palestinian Islamic Jihad (PIJ) terrorist organizations.

Turaani moderated the event hosted by the Beirut-based Al-Zaytouna Center titled “Palestinians Abroad and Regional and International Strategic Transformations in the Light of Al-Aqsa Flood.” The term “Al-Aqsa Flood” is the name Hamas gave to its Oct. 7, 2023, invasion of and massacre across southern Israel, in which Palestinian terrorists murdered 1,200 people and dragged 251 hostages back to Gaza.

Among the speakers was Majed al-Zeer, who was sanctioned by the US Treasury Department in October 2024 for his role as a senior Hamas operative in Europe.

Also featured was Ziad el-Aloul, a Hamas-linked activist involved with the European Palestinians Conference and the Popular Conference for Palestinians Abroad, both groups accused by Israeli authorities of operating as Hamas fronts in Europe.

CAIR has drawn scrutiny in the past over its alleged ties to foreign terrorist groups. In the 2000s, CAIR was named as an unindicted co-conspirator in the Holy Land Foundation terrorism financing casePolitico noted in 2010 that “US District Court Judge Jorge Solis found that the government presented ‘ample evidence to establish the association’” of CAIR with Hamas.

According to the ADL, “some of CAIR’s current leadership had early connections with organizations that are or were affiliated with Hamas.”

CAIR has strongly disputed the accuracy of the ADL’s claim and asserted that it “unequivocally condemn[s] all acts of terrorism, whether carried out by al-Qa’ida, the Real IRA, FARC, Hamas, ETA, or any other group designated by the US Department of State as a ‘Foreign Terrorist Organization.’”

In November 2023, CAIR co-founder and executive director Nihad Awad said “yes, I was happy to see people breaking the siege and throwing down the shackles of their own land, and walk free into their land, which they were not allowed to walk in,” referring to Hamas’s Oct. 7 atrocities.

“The people of Gaza only decided to break the siege — the walls of the concentration camp — on Oct. 7,” he said.

About a week later, the executive director of CAIR’s Los Angeles office, Hussam Ayloush, said that Israel “does not have the right” to defend itself from Palestinian violence. He added in his sermon at the Islamic Society of Greater Oklahoma City that for the Palestinians, “every single day” since the Jewish state’s establishment has been comparable to Hamas’s Oct. 7 onslaught.

CAIR has been a fierce critic of IHRA’s definition of antisemitism, arguing it aims to silence legitimate criticism of Israel.

IHRA — an intergovernmental organization comprising dozens of countries including the US and Israel — adopted the “working definition” of antisemitism in 2016. Since then, the definition has been widely accepted by Jewish groups and lawmakers across the political spectrum, and it is now used by hundreds of governing institutions, including the US State Department, European Union, and United Nations.

According to the definition, antisemitism “is a certain perception of Jews, which may be expressed as hatred toward Jews. Rhetorical and physical manifestations of antisemitism are directed toward Jewish or non-Jewish individuals and/or their property, toward Jewish community institutions and religious facilities.” It provides 11 specific, contemporary examples of antisemitism in public life, the media, schools, the workplace, and in the religious sphere. Beyond classic antisemitic behavior associated with the likes of the medieval period and Nazi Germany, the examples include denial of the Holocaust and newer forms of antisemitism targeting Israel such as demonizing the Jewish state, denying its right to exist, and holding it to standards not expected of any other democratic state.

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