The Financial Strain of Hosting the Olympics and the Role of Athlete Advocacy: Lessons for Nonprofit Professionals

The Olympic Games symbolize global unity and athletic excellence, yet behind the scenes, the financial and emotional costs can be overwhelming. Cities vying to host the Olympics face significant economic burdens, and athletes contend with enormous pressures. Simone Biles’s recent experiences highlight these dual challenges and underscore the importance of athlete advocacy in addressing both financial and mental health considerations. Nonprofit professionals can learn valuable lessons from these dynamics, especially in financial management and mental health advocacy.

The Economic Burden of Hosting the Olympics

Hosting the Olympics often involves substantial costs that exceed initial estimates. For example, the Rio de Janeiro 2016 Olympics cost over $20 billion, while London spent $14.6 billion for the 2012 Games (Wills, 2024). Beijing’s 2008 Olympics cost approximately $42 billion (Wills, 2024), and Athens faced around $15 billion in expenses for the 2004 Games (ProCon.org, 2024). These expenses cover building new sports venues, upgrading infrastructure, and ensuring security.

Expected economic benefits, such as increased tourism and improved infrastructure, can sometimes fail to materialize. While cities like Barcelona saw significant urban development, others, such as Athens, struggled with financial fallout and underutilized facilities (ProCon.org, 2024). The disparity between anticipated and actual economic impact raises important questions about the long-term value of hosting the Games.

For nonprofit professionals, the lesson is clear: careful financial planning and realistic goal-setting are crucial. Overestimating benefits or underestimating costs can lead to significant financial strain. Setting SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound) can ensure financial expectations align with organizational capacities and strategic aims (Nonprofit Learning Lab, 2023).

Simone Biles: Championing Mental Health Awareness

Amid the financial complexities of hosting the Olympics, athletes like Simone Biles have highlighted crucial mental health issues. Biles’s decision to withdraw from several events during the Tokyo 2020 Olympics due to mental health concerns marked a significant moment in the conversation about athlete well-being. Her actions, alongside those of other athletes like Naomi Osaka, underscored the unique psychological pressures of the Games (Katwala, 2021).

The Tokyo Olympics posed unprecedented challenges, exacerbated by the COVID-19 pandemic. Athletes faced isolation from their usual support systems, stringent health protocols, and constant scrutiny, intensifying their stress and anxiety (Katwala, 2021). Biles acknowledged the difficulty of navigating these pressures and emphasized the importance of utilizing support systems and being open about mental health struggles (Bregman, 2021).

Balancing Economics and Mental Health

The financial strain of hosting the Olympics and the mental health challenges faced by athletes are intertwined. The immense pressure on host cities to deliver a successful event often prioritizes economic outcomes over the well-being of athletes, leading to inadequate support systems and exacerbating the psychological toll on competitors.

Nonprofit professionals can draw parallels to their work, where financial pressures and the well-being of staff and beneficiaries must be balanced. Biles’s advocacy highlights the need for a holistic approach to planning and support. Just as she has prompted discussions about improving support systems for athletes, nonprofit leaders can advocate for better mental health resources within their organizations and communities.

Prioritizing Mental Health in Nonprofits

According to the National Alliance on Mental Illness, 1 in 5 U.S. adults experiences mental illness. Nonprofit leaders at five national organizations have called on CEOs to prioritize mental health by training managers, increasing flexible work options, re-examining health insurance policies, listening to employee feedback, and taking a critical look at organizational policies through a lens of diversity, equity, and inclusion (Nonprofit Leadership Center, 2024).

Conclusion

The financial and emotional costs of hosting the Olympic Games are significant and complex. Simone Biles’s experiences underscore the importance of addressing both the economic impact on host cities and the mental health of athletes. By integrating these considerations into the planning and execution of the Games, the Olympic movement can value both financial viability and the well-being of those who make the Games possible.

For nonprofit professionals, these lessons are invaluable. Prioritizing sustainable financial practices and advocating for mental health can lead to a more balanced and effective organization. By learning from the challenges and successes of the Olympic Games, nonprofit leaders can better navigate the complex terrain of sustainable operations.

References

Bregman, S. (2021, October 10). Exclusive! Simone Biles on sparking mental health conversation: “We’re going through it together.” Olympics.com. Retrieved from Olympics.com

Katwala, A. (2021, July 29). Simone Biles and the Unprecedented Olympic Pressure. WIRED UK. Retrieved from Wired

Nonprofit Leadership Center. (2024). Mental Health Resources for Nonprofit Professionals. Retrieved from Nonprofit Leadership Center

ProCon.org. (2024). Hosting the Olympic Games – Top 3 Pros and Cons. Retrieved from ProCon.org

Wills, J. (2024). The Economic Impact of Hosting the Olympics. Retrieved from Investopedia

Nonprofit Learning Lab. (2023, May 30). 17 SMART Goals For Nonprofits and How to Set Your Own. Nonprofit Learning Lab. Retrieved from Nonprofit Learning Lab

 

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A recent survey of 58 nonprofit organizations has shed light on the current state of employee benefits in the sector. The results offer valuable insights for organizations looking to attract and retain top talent while balancing their budgetary constraints.

Key Findings:

1. Health Coverage: An overwhelming 93% of surveyed organizations provide health insurance, with nearly half covering 100% of the costs. This demonstrates the sector’s commitment to employee well-being.
2. Dental and Vision: The majority of nonprofits (91% and 88% respectively) offer dental and vision coverage, rounding out a comprehensive health benefits package.
3. Retirement Planning: 84% of organizations provide retirement plans, helping employees secure their financial futures.
4. Professional Development: 61.4% of respondents offer funds for employee professional development, investing in their workforce’s growth and skills.
5. Stability in Benefits: 78% of organizations have maintained consistent benefits over the past two years, suggesting a level of stability in the sector.

These findings highlight the nonprofit sector’s efforts to provide competitive benefits packages, even among smaller organizations. With 88% of surveyed nonprofits employing fewer than 50 people, it’s clear that size doesn’t necessarily dictate the quality of benefits offered.

For nonprofit leaders, this data can serve as a benchmark for evaluating their own benefits packages. It also underscores the importance of comprehensive benefits in attracting and retaining talented professionals in the competitive nonprofit landscape.

As the sector continues to evolve, staying informed about benefit trends will be crucial for organizations aiming to balance their mission-driven work with the need to support and nurture their most valuable asset – their employees.

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The Center for Nonprofit Advancement celebrates Pride Month 2024 while recognizing the complex landscape of LGBTQ+ rights and representation in today’s world. 

As rainbow flags adorn storefronts and corporate logos, we must remember that Pride began as a protest. While increased visibility is positive, the commercialization of Pride often overshadows the ongoing struggles faced by the LGBTQ+ community. True allyship extends beyond a month of colorful marketing campaigns. 

Activists like Jennicet Gutiérrez continue to fight tirelessly for justice, particularly for often-overlooked groups like LGBTQ+ immigrants. Andrea Jenkins, as the first openly transgender Black woman elected to public office in the U.S., reminds us of the importance of diverse representation in politics and the ongoing work needed to achieve it. 

The intersectional advocacy of individuals such as Blair Imani highlights how LGBTQ+ rights intersect with racial justice and religious freedom. Alok Vaid-Menon’s art challenges us to think beyond binary concepts of gender and sexuality, pushing for a more nuanced understanding of identity. 

We’d like to contribute to the call for sustainable allyship – a year-round commitment to supporting LGBTQ+ rights and individuals. This means: 

1. Supporting LGBTQ+-owned businesses beyond June 

1. Advocating for inclusive policies in workplaces and communities 

1. Amplifying LGBTQ+ voices, especially those from marginalized groups 

1. Educating ourselves and others about LGBTQ+ history and current issues 

1. Challenging discriminatory practices and legislation 

As Raquel Willis reminds us, “There is no liberation for some of us without liberation for all of us.” To protect the progress made and continue moving forward, we must commit to ongoing, meaningful action. As this year’s Pride Month comes to an end, let’s celebrate achievements while rededicating ourselves to the work that remains. True pride is found in sustained commitment to equality and justice for all LGBTQ+ individuals, every day of the year. 

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Discover the importance and benefits of successful onboarding in our guest blog provided by our partner, UST

(A version of this article appeared on the UST website in October 2023)

A well-designed onboarding plan is more than a perfunctory welcome packet with endless bureaucratic documents and a brief meet and greet from days gone by. It provides your nonprofit hiring team and the respective department manager an opportunity to fully integrate new hires into your organization.

Why Does Employee Onboarding for Nonprofits Matter?

An onboarding plan for new hires gives you a window — designated by your leadership and HR teams — to provide an in-depth cultural and productivity-based primer. It serves as a prolonged orientation that focuses on ensuring new employees have all the tools they need to successfully complete daily tasks.

It’s equally important that new team members feel welcome and included by their peers and managers. Onboarding plans can help with this since they are generally designed with equity, diversity, and fairness in mind.

This focus aids in fostering a much-needed and desirable team-oriented environment. It helps individuals learn, acclimate, engage, improve, and thrive. A robust onboarding strategy helps ensure that everyone works together to fulfill your organization’s mission according to its values.

The Definition of an Employee Onboarding Process for Nonprofit Organizations

With helpful resources from trusted sources and partners, along with the following tips, you can create a highly effective onboarding program and get the results you want for your nonprofit organization and your valued employees.

Duration — Think Long Term

Onboarding is best when viewed as a long-range strategy. It isn’t a one-off event that takes one day. Instead, think of it as a continuous process that focuses on the employee’s long-term integration within the organization.

Think of timelines such as our 30-60-90-day plan that sets nonprofit employees up for short-term and long-term success that leads to powerful employee retention.

Mapping out a plan for a new hire’s first three months is crucial. It provides structure, sets expectations, and ensures that both the organization and employee are aligned in their objectives and expectations.

1. Create a Nonprofit Employee Onboarding Checklist

Planning and organizing a long-range onboarding process will help ensure you don’t miss anything you want to include. This is true for any business, but for nonprofits, where mission and purpose are at the forefront, it’s vital to create an experience that aligns new employees with the organization’s unique vision and goals from day one.

Below are some things to consider when thinking about an onboarding plan that can help to ensure your nonprofit’s onboarding process is comprehensive and effective:

· Job essentials like desk supplies and necessary technology

· Training manuals and sessions

· Welcome package and a daily agenda ready for their first day

· Co-worker introductions

· Job description review

· Administrative paperwork

Adaptability and future growth should be at the core, ensuring that the process remains relevant and effective as organizational needs evolve.

2. Rely on Technology to Streamline the Process

Besides sending out emails and productivity app messages before employees arrive on the first day, you can lean on even more technological tools. For example, you can record complex training modules for processes you and your team know are challenging. This allows new hires to watch on-demand as many times as needed to understand a particular process or function.

3. Create an Employee Handbook

A thoughtful and comprehensive handbook communicates rules and policies. It also instills a sense of the organization’s culture, mission, and values. Best of all, it serves as an easily accessible, consistent, and constant companion which is essential for helping new hires navigate their initial days with greater confidence.

4. Implement a Work Buddy Program

Assigning a new hire to an existing employee to act as their work buddy helps to quickly instill and foster a sense of belonging. It’s no secret that starting a new job can be overwhelming in terms of the work itself and relationship-building. This provides employees a go-to person for information, someone to answer their questions while they acclimate to the team and align them with your mission, and their place in your organization.

5. Make Personal Introductions for Quick Connections and Long-Term Collaboration

Help new hires get to know as many of their colleagues as possible in the onboarding process. When you take the intentional time and energy to introduce new hires to team members and leadership, it helps to establish immediate connections, encouraging an open and collaborative work environment.

6. Set Clear Goals

Clear goals provide direction and purpose for your new hires to aspire to. Ensure that goals are aligned with the organizational objectives and tailored to the employee’s role, promoting a sense of accomplishment and belonging.

7. Establish a Mutual Feedback Loop

Regular constructive feedback reinforces positive behavior and identifies areas for improvement. It’s also a good time to discuss what the employee is doing right and how much you appreciate their efforts. However, feedback should be a two-way conversation, ensuring new hires feel heard and valued. Let them know that their constructive feedback is welcome and helpful to your managers and the organization.

A well-structured onboarding strategy is an excellent way for your organization to welcome new employees into your workforce. It helps make them feel welcomed, valued, and prepared to excel in their new roles. This structured approach not only helps new employees learn and acclimate quickly but also fosters engagement, continuous improvement, and overall success. Execution of a proper onboarding plan ensures everyone is in sync and collaboratively striving to achieve the organization’s objectives and maintain its mission-driven goals.

Ready to take the next step in optimizing your onboarding process? Join UST’s eNews community for more valuable insights and practical tips tailored to nonprofit organizations.

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As nonprofit professionals, we often find ourselves on an emotional rollercoaster, much like Riley in Pixar’s “Inside Out 2.” This sequel offers profound insights into the complexities of human emotions and personal growth that expand on the sentiments and ideas offered in the first movie. Riley’s narrative, if we allow it, may resonate deeply with the teams dedicated to creating positive change in our communities.

The introduction of new emotions in Riley’s mind, particularly Anxiety, mirrors the challenges we face in the nonprofit sector. As our understanding of social issues evolves, we’re constantly confronted with new perspectives that can conflict with our long-held beliefs about what constitutes “good” work or a worthy cause. This evolution can be unsettling, forcing us to reevaluate our approaches and even our core missions.

Anxiety, often viewed negatively, proves to be a double-edged sword in both the movie and our work. When channeled properly, it serves as a powerful motivator, reminding us of the urgency of our missions and spurring us to take actionable steps. How many fundraising deadlines or grant applications have been met thanks to that twinge of anxiety? However, we must be cautious. When anxiety begins to undermine our core values or fixates on factors beyond our control, it can paralyze rather than propel us forward.

The film’s portrayal of Riley grappling with uncertainty over her high school hockey team position echoes the challenges we face in the nonprofit sector. We often encounter situations where funding is cut, policies change, or community needs shift unexpectedly. In these moments, it’s crucial to embrace the challenge rather than resist it. By acknowledging our limitations and finding compassion for ourselves – even in the face of mistakes or unintended negative impacts – we open the door to growth and the possibility of new solutions.

As we watch Riley navigate the emotionally fraught experience of being a teenager, we’re reminded of our own journeys in the nonprofit world. We grow, we change, and sometimes our core memories – or core beliefs about our work – need to be reevaluated. This process can be uncomfortable, but it’s essential for personal and professional growth.

In conclusion, “Inside Out 2” offers a powerful metaphor for the emotional journey of nonprofit work. By embracing our full range of emotions, including anxiety, and practicing mindfulness and self-compassion, we can navigate the complex landscape of social change more effectively. Let’s take inspiration from Riley’s journey and continue to grow, adapt, and make a positive impact in our communities, even when the path forward isn’t always clear. 

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PRESS RELEASE                                                                                FOR IMMEDIATE RELEASE

Monday, June 10, 2024

THE CENTER AND MARTHA’S TABLE PARTNER TO EMPOWER NONPROFITS IN WARD 8

Washington, D.C. – Monday, June 10, 2024 – The Center for Nonprofit Advancement is thrilled to announce a new partnership with Martha’s Table to provide intensive, customized capacity-building support to 14 nonprofit organizations. This initiative, focusing on organizational assessment, in-depth interviews, and tailored capacity-building plans, aims to enhance the effectiveness and sustainability of these vital organizations.

Through this collaboration, we strive to ensure these nonprofits can continue to make a significant impact in their communities. This partnership is part of Martha’s Table’s broader effort, in collaboration with the Greater Washington Community Foundation, to strengthen and support grassroots organizations in Ward 8.

Martha’s Table has announced that 14 high-impact nonprofits in Ward 8 will receive Community Impact Fund grants. These grants, each totaling $15,000, are designed to support innovative solutions to community challenges, enhance organizational infrastructure, and bolster program operations. This funding is made possible through the generous support of local funders dedicated to creating a more just and equitable region.

“The Center for Nonprofit Advancement’s strategies to engage and strengthen nonprofits includes collaborations and partnerships.  By joining together, the Center and Martha’s Table can ensure that Ward 8 nonprofits not only sustain their operations, but also have the capability to expand their impact and outcomes,” said Glen O’Gilvie, CEO of the Center for Nonprofit Advancement. “We are committed to fostering a vibrant nonprofit sector that is equipped to address the unique challenges faced by people and communities in need.”

The FY23-24 grantees include:

• A Beautiful Balance, Inc.
• Anacostia AMP Outreach & Empowerment Center
• BESTKids, Inc.
• TheBookshelf Project, Inc.
• College Tribe
• Fihankra Akoma Ntoaso (FAN)
• Fresh Start Project
• It Takes A Village DC
• Project Create
• Recovery Café DC
• SoulTrak Outdoors
• TheTraRon Center
• William Lockridge Community Foundation
• Women Involved In Reentry Efforts (The WIRE)

These grants will support a range of capacity-building activities and targeted initiatives. The Center for Nonprofit Advancement is excited to work alongside these organizations to help them achieve their goals and maximize their impact.

For more information, please visit Martha’s Table Community Impact Fund Recipients.

Media Contacts:

Center for Nonprofit Advancement:
Ellie Shippey
Center for Nonprofit Advancement
eleanors@nonprofitadvancement.org
202-457-0548 

Martha’s Table:
Charlie Gussom
Martha’s Table
cgussom@marthastable.org
202-849-8518

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As we enter the season of open enrollment for VitalHealth, the topic of health and wellness is at the forefront here at the Center for Nonprofit Advancement. However, amidst the buzz of insurance plans and coverage options, we can’t ignore the pervasive influence of diet culture that often accompanies discussions around health.

Social media is currently flooded with posts and ads promising the “summer body” or “beach body ready.” While these messages may seem harmless, they perpetuate harmful stereotypes and ideals that contribute to a toxic relationship with food, exercise, body image and a misguided definition of healthy living.

It’s time to dismantle these damaging narratives and embrace a holistic approach to health and wellness that acknowledges their intersectionality and impact on individuals and communities.

Health is not solely determined by physical appearance. True health includes mental, emotional, and social well-being, and access to care and wellness resources that support overall wellness. By shifting the focus from narrow beauty standards to a more inclusive definition of health, we can celebrate diversity and promote acceptance of all body types.

We must also recognize systemic barriers that disproportionately affect marginalized communities’ access to care and resources. Issues like food insecurity, lack of affordability, and discrimination contribute to health disparities that can’t be addressed with simplistic “get fit quick” solutions.

As advocates for social change, we must address these inequities and work towards a more just and equitable healthcare system. This means advocating for policies that expand access to nutritious food, affordable healthcare, and culturally competent services, and challenging harmful stereotypes that perpetuate stigma and discrimination.

As we navigate open enrollment and the barrage of messages about achieving the perfect summer body, let’s remember that true health and wellness cannot be attained through quick fixes. Instead, let’s commit to promoting an inclusive and compassionate approach to health—one that honors our diverse bodies and experiences and recognizes the interconnectedness of our physical, mental, and emotional well-being.

Together, we can dismantle diet culture, challenge inequities, and create a world where everyone has the opportunity to thrive, regardless of size, shape, or background.

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The Center for Nonprofit Advancement is excited to honor Asian American, Native Hawaiian, and Pacific Islander (AANHPI) Heritage Month. This vibrant celebration highlights the profound impact and enduring legacy of these diverse communities. 

In the realm of civil rights, trailblazers like Fred Korematsu have fought tirelessly for justice and equality, challenging discriminatory practices and reshaping the landscape of civil liberties. Patsy Mink, the first woman of color elected to the U.S. House of Representatives, paved the way for future generations of women in politics with her pioneering spirit. 

 Today, the legacy of activism continues through inspiring leaders such as Ai-jen Poo, whose advocacy for workers’ rights and social justice echoes across the nation. Similarly, Hasan Minhaj’s unique blend of humor and political commentary confronts stereotypes and sparks crucial conversations on issues affecting AANHPI communities. 

 AANHPI Heritage Month is a time to reflect on past achievements and celebrate the rich diversity within the AANHPI community. From Filipino Americans to Native Hawaiians, each group brings unique traditions and perspectives, adding to the vibrant tapestry of American culture.  

As May transitions into June, let us renew our commitment to elevating AANHPI voices and acknowledging their invaluable contributions. By doing so, we move closer to realizing the vision of a diverse and equitable America. In the wise words of Yuri Kochiyama, “We are all part of one another.” This month, let’s honor and celebrate the rich heritage of AANHPI individuals, an essential part of the mosaic that shapes the American experience. 

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