Non-profit work plays a vital role in connecting policy and community, as well as providing essential services in Canada. However, evidence suggests that despite being often engaged in equity seeking work, many non-profit organizations remain sites of inequity and marginalization among service provider staff. In this qualitative study, researchers conducted interviews with representatives from 60 organizations across the province of Alberta, Canada. Using intersectionality and thematic analysis, the study identified three key themes across issues related to the feminization of gender-equity seeking work in the third sector. First, economic exploitation, including low pay across the non-profit sector, and pay discrepancies across positions within non-profit work, impact staff in gendered and racialized ways. Second, uneven labour expectations compound exploitation through failures of performative Equity, Diversity, and Inclusion (EDI), unpaid labour expectations, and gender bias both within and outside of organizational structure. Third, service provider capacities are being restricted through staff mental health challenges and burnout, staff use of the services they provide clients, and challenges with worker retention. Organizations and funders may address these inequities by demanding transparency in promotion policies to ensure women and gender-diverse people, particularly those who are racialized, have fair access to management and leadership positions, as well as by reforming funding structures to encourage more equitable pay.

中文翻译：

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第三部门值得努力的股权女性化

非营利工作在连接政策和社区以及提供加拿大的基本服务方面发挥着至关重要的作用。然而，有证据表明，尽管许多非营利组织经常从事寻求公平的工作，但服务提供商员工中仍然存在不平等和边缘化现象。在这项定性研究中，研究人员对加拿大阿尔伯塔省 60 个组织的代表进行了采访。该研究利用交叉性和主题分析，确定了与第三部门寻求性别平等工作女性化相关问题的三个关键主题。首先，经济剥削，包括非营利部门的低工资以及非营利工作中不同职位的工资差异，以性别和种族的方式影响员工。其次，不平等的劳动力预期会因公平、多元化和包容性 (EDI) 的失败、无偿劳动力预期以及组织结构内外的性别偏见而加剧剥削。第三，服务提供者的能力因员工心理健康挑战和倦怠、员工对他们为客户提供的服务的使用以及员工保留方面的挑战而受到限制。组织和资助者可以通过要求晋升政策的透明度来解决这些不平等问题，以确保妇女和性别多元化的人，特别是那些种族化的人，能够公平地获得管理和领导职位，并改革资助结构以鼓励更公平的薪酬。