Pros
Money, benefits, food, work hours, facilities, equipment.
Cons
The deeply rooted culture of presenting 'diverse' appearances over embracing proven practices in the fields of diversity and inclusion, represented in my opinion, persistent discriminatory bias in hiring and retention of employees of color and other diverse backgrounds, in a persistent effort to present a tokenist 'diverse' face to the public while retaining the levers of power and control for a limited number of white executive staff or board members personally employed by or selected by the founder. Both on the board itself and the investment committee of senior staff charged with control of grant making and the programmatic directors charged with presenting strategies and candidates for grant funding, power was systematically kept within the ranks of senior white executives or other direct employees of the founder, for fear that more diverse employees would affect the perceived bipartisan nature of the organization, which de facto meant a gag order on anything internally or in program funding related to race, diversity, or identity as a political issue let alone as a toxic issue affecting the organization's workplace culture and mission. Employees of color and diverse backgrounds were hired under the understanding they would be given a meaningful role in the programmatic work of the organization only to be tasked with menial administrative work to make the roles of the white executives easier, and what would have otherwise been high level executive positions with decision making power were otherwise handicapped or adjusted to be subordinate to the existing white executives to prevent any new diverse hires having any real control in the organization. Employees who repeatedly voiced their concerns (and there were many) over perceived or real bias and discrimination in the organizational structure and its hiring and funding practices, would consistently be retaliated against, ignored, shut off from decision making, excluded from meetings, interviews, etc. or otherwise reprimanded, threatened, or induced to silence their criticisms resulting in many employees who voiced these concerns the most vocally eventually choosing to leave or being forced out. Regretfully, hiring decisions and terminations as an unofficial policy were discussed verbally to avoid creating paperwork that could potentially later incriminate, and every hiree was required to sign arbitration agreements and ndas as part of the onboarding or termination process.