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Growing number of young Jews turning to service to express their Jewish values
When Jon Cohen was in college a decade ago studying biology and chemistry with plans for medical school, he knew he wanted to make a difference in the world beyond the Florida State University campus in Tallahassee.
So he and some friends decided to launch a community project teaching science to children from low-income households living nearby. Every Friday, they’d conduct experiments with the kids designed to spark excitement and curiosity about the world around them in a way that would leave an impact on them beyond school.
The idea of service was something Cohen had grown up with in his more affluent Miami suburb, and he wanted to take some time off between college and medical school to devote to it. When, as a college senior, Cohen saw an email about a Jewish service fellowship with Repair the World, he applied.
“I was really interested in seeing what justice-minded Judaism was like,” Cohen recalls.
His family didn’t practice Judaism framed through the lens of morals and values, he said, but rather through rituals like Sabbath observances and attending synagogue. He didn’t go to a Jewish day school or summer camp, he didn’t know Hebrew, and when his parents divorced, they stopped observing Shabbat, leaving Cohen with few pathways for Jewish connection.
When Cohen started his fellowship in New York for Repair the World, he realized he had found a different model for Jewish action — one that felt more meaningful. Cohen worked with Digital Girl, an organization that teaches computer coding to kids of all genders in underfunded schools in neighborhoods like Chinatown, Bedford-Stuyvesant and East New York where many people live in poverty.
Cohen is one of over 230 people who have “served” full-time through Repair the World’s fellowship. Another 740 have completed Repair’s service corps, a three-month, part-time Jewish service learning program for young adults. Since 2009, Repair has partnered with approximately 2,880 service organizations, resulting in over 516,000 acts of service and learning. The goal is to reach 1 million by 2026.
This kind of Jewish engagement is indicative of a sea change in the Jewish communal world: Service is now an integral part of American Jewish life and a meaningful form of Jewish expression, especially for younger adults. Service projects increasingly are how American Jews put their faith into practice and find purpose through humanitarian acts.
“Younger generations are deeply passionate about making the world a better place and improving their communities,” said Robb Lippitt, chair of Repair the World’s board of directors. “Connecting this passion to their Jewish values is something that Repair does really well.”
The organization sends Jewish young adults to serve both with Jewish and non-Jewish organizations addressing needs such as food, housing, and other local needs. Repair the World’s activities are structured with an eye toward making them meaningful Jewish experiences.
“Everything we do is done through both a Jewish and a social impact lens,” said Cindy Greenberg, Repair’s president and CEO. “In addition to hands-on service, we look at the issue area at hand and ask: Why is my service needed? What are the underlying societal challenges impacting this issue and how might it be healed? And what does Jewish wisdom have to say about these challenges and our obligation to repair the world?”
Janu Mendel, the Southeast regional director of Repair the World, tends to vegetation at a local community farm in Miami. (Courtesy of Repair the World)
Greenberg said expanding the Jewish service movement will lead to a flourishing Jewish community and strengthen society generally.
Repair the World was founded 13 years ago to make service a defining element of Jewish life. Since then, studies have shown that Jewish young adults increasingly express their Jewish identity by caring for the vulnerable.
“Over 13 years, Repair the World has been the driving force of the Jewish service movement, ensuring that these experiences are grounded in serious Jewish learning,” said Barry Finestone, president and CEO of the Jim Joseph Foundation, one of Repair’s funders. “Repairs organizational partnerships, fellowship programs, and proven best practices define the movement today — and enable so many to find purpose in Jewish life while creating change.”
While most of those who serve with Repair — about three quarters — are Jewish, much of the impact is in non-Jewish communities. About eight years ago, for example, the organization began partnering with St. John’s Bread and Life, a faith-based emergency food provider in Brooklyn that operates a food pantry, serves hot meals and hosts a mobile kitchen.
St. John’s serves approximately 1,000 hot meals a day, according to Sister Marie Sorenson, the chaplain there. The current Repair the World fellow serving with St. John’s has continued volunteer outreach, ensuring that unhoused and food-insecure individuals and families in the neighborhood have their nutritional needs met with compassion and respect. Repair also has organized volunteers to give thousands of toiletries, personal hygiene kits, baby wipes, diapers and baby formula to clients of St. John’s.
“Because we are both faith-based service organizations, we have really connected well with each other,” Sorenson said.
This commitment to food justice is connected to Repair’s service impact nationwide. Repair has mobilized volunteers to donate 200,000 pounds of food and prepared or served more than 100,000 meals to people in need throughout the country.
In the partnership with St. John’s, the Christian participants tend to be locals who have extra time or are retirees, whereas the Repair volunteers are “young people who value service, who value giving back to the community,” Sorenson noted.
Repair is funded by a wide array of supporters, including Jewish federations across the country, the Jim Joseph Foundation, and the Charles and Lynn Schusterman Family Philanthropies. Repair’s expansive pandemic response, Serve the Moment, drew funding from philanthropist MacKenzie Scott and the Jewish Communal Response and Impact Fund, known as JCRIF.
Repair has also invested significantly in partnerships with other Jewish organizations to maximize reach and impact.
“The power of Repair’s model is the opportunity it provides for young adult volunteers to learn from and work in deep partnership with the communities they are serving — while engaging in Jewish life and learning,” said Lisa Eisen, Repair’s founding board chair and co-president of Schusterman Family Philanthropies. “We saw this so clearly through the pandemic, when Repair mobilized tens of thousands of young Jews to support people in need while also providing an avenue for them to stay connected to each other and Jewish community.”
Eric Fingerhut, the president and CEO of the Jewish Federations of North America, described service programs as a gateway to greater Jewish involvement. “We believe service is a powerful tool for expanding engagement in Jewish life across the system,” Fingerhut said.
Volunteers paint and restore a community space during MLK Weekend of service in New York. (Shulamit Photo + Video)
Lippitt, Repair’s board chair, noted that Repair’s service work is especially important given the divisions in the country right now.
“It’s a vitally important bridge-building experience with our neighbors in these divided times,” he said. “The benefits that come at this moment in American history of getting out in the community and serving alongside people who may not see the world as you do are just immense for the community and for society.”
Many of the young Jews who work with Repair the World come from cohorts that traditional Jewish organizations have struggled to reach. In the most recent data collected by the organization, Repair found that between 19 and 25% of participants identify as having a disability; 25% of participants and 44% of corps members identify as non-white; and 75% of fellows, 42% of corps members, and 22% of participants identify as LGBTQ.
After Jon Cohen finished his yearlong fellowship with Repair, he went to medical school as planned, but he soon realized it wasn’t the path he wanted. When an opportunity came up to join Repair’s staff in Miami, he jumped at the opportunity, staying for three years. He now is the director of community mobilization at Keshet, the Jewish LGBTQ+ rights organization, and serves on Repair’s board of directors.
“Service has always been something that was important to me but never existed through Judaism until I did the fellowship,” Cohen said of his experience. “It was groundbreaking for me to learn about tikkun olam and all of my Jewish values. It was such an educational experience, and now I feel so proudly and passionately Jewish because of the foundation Repair the World gave me.”
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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.
The post JD Vance praises Tucker Carlson-Mike Huckabee interview as ‘a really good conversation’ appeared first on The Forward.
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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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