Compare The Center for Reproductive Rights vs Clinton Global Initiative BETASee how Clinton Global Initiative vs. The Center for Reproductive Rights compare on employee ratings, job openings, CEO approval, business outlook and more.
What Employees Say
I worked at The Center for Reproductive Rights full-time for more than a year
I loved working at the Center for Reproductive Rights. I worked there for almost three years and grew immensely as a young professional and as a person. It's challenging work and not for everyone -... there is always a lot going on, the issues are emotionally and mentally taxing, and the organization sets ambitious goals and has high standards. But if you're looking for a fast-paced work environment that will challenge you and help you grow, this is an excellent fit. The staff are incredible. The nature of my role allowed me to work with individuals at various levels across the organization. Each person I worked with was smart, strategic, and dedicated to the mission. It wasn't perfect and some folks are of course more challenging to work with than others, but everyone is on the same team and is working for the same goals. Having that common understanding and commitment kept things in perspective, and kept folks energized and focused. I made some amazing friends and mentors through my work at CRR. I have been gone for almost a year now, and I'm still in regular contact with my former supervisor and colleagues. I found the professional development opportunities for young staff to be plentiful - if you seize them. There aren't formal networks or mentor/mentee relationships (that I know of), but working long hours with senior staff allowed me to create an organic network of mentors/advisers across the organization that I'll cherish throughout my career. When I was applying for grad school and taking entrance exams, every single individual I reached out to for informational interviews was more than happy to speak with me, even if I didn't work with them regularly. I am frequently in contact with my former supervisors regarding professional development questions, and they are always happy to help. I recognize the value of more formal professional development opportunities and would encourage CRR management to investigate potential ideas (and listen to junior staff suggestions), but I found the informal opportunities to be significantly more helpful, genuine, and have sustained since I've left. The work itself is awesome. It was clear to me that the strategic decisions made were carefully thought out and intentional. Everyone is brilliant - it's intimidating but so cool and valuable. I loved being part of an organization that made such a huge impact in the lives of individuals and families around the globe. As previously stated, CRR sets ambition goals - and meets them. They have high standards, and it pays off. Being part of that environment, especially as a junior staffer, allowed me to set a higher bar for myself and realize what excellence looked like in this field. Side note: the offices are gorgeous - especially the NYC headquarters. Plus there are regular all-staff lunches, happy hours, social events, etc. I also found the benefits and pay to be really great, particularly for comparable nonprofit organizations.
The work environment is hard. Working on these issues and in an under-resourced non-profit environment means that folks won't always be their best selves. If you are a very sensitive individual or... take things super personally, this might not be the best environment for you. I definitely left CRR with a stronger backbone than I had before (which I personally think was essential for my professional development, but that's just me). I frequently had to work late hours. It was rare for me to leave by 5:30pm, and I also rarely took a real lunch break. Part of that was my role, but a huge part of that was the result of my personal work style and my personal choice to invest that much into my work. I wanted to stay late and be a fly on the wall while management/executives finished their days. I had the time, enthusiasm, and energy, and I wanted to put a ton of myself into my job to learn as much as possible (and it paid off). It's fine if that's not your goal or your style. But regardless, almost all CRR staff at some point or another will probably have to work late (I think). There were also some reoccurring organizational struggles around junior staff (vs management) and animosity against the Executive team. I personally did not entirely agree with all the merits of these concerns, but I could understand where they are coming from and sometimes agreed. There also is relatively high turnover, particularly with certain teams, and that has caused some instability. The organization has also grown rapidly over the past few years, exasperating this instability and causing some confusion around roles, hierarchy, strategy, etc. Regarding career opportunities, I would say it can be challenging to advance in the program departments if you are not a lawyer. But I think that's changing significantly as the Center's program areas expand and is not an unreasonable reality given that the bulk of CRR work is litigation and legal advocacy. For non-programmatic staff, career growth seems to be more clear in terms of how to work your way up into management positions. It is a nonprofit, though (i.e. limited budget --> limited roles), and folks love working here, so promotion opportunities are not available every year or even every few years. Do not expect to get a promotion after your first year (although that does sometimes happen).
Advice to Management
Continue to increase transparency regarding how decisions are made, why, and when. Be clear (and consistent) regarding expectations, particularly with reoccurring projects. Express enthusiasm about... forming one-on-one relationships with staff and be proactive in creating opportunities for a relationship to form (through assignments, check-ins, etc.), and use those relationships as a two-way street: ask junior staff about their thoughts on programmatic ideas (when appropriate) and any concerns they may have with the work environment (especially before something bubbles up). Continue to create and model a culture of feedback. Consider adding more administrative support roles before adding more executive/management roles so that the org can grow in a sustainable manner. Understand and appreciate that the different teams across the organization will have their own micro-cultures (while continuing to emphasize the core values of the organization). Respect the expertise folks bring to their work. Do not assume that all non-management staff are "anti-management." ADVICE TO APPLICANTS: I loved working at CRR and would come back in a heartbeat. I have worked at other nonprofits in and outside the movement, and CRR has been my favorite by far. Do not let other Glassdoor reviews or rumors deter you from being excited about applying for a job here. Do not automatically buy in to "anti-management" sentiment. That being said, CRR is far from perfect and it's not for everyone. When you are interviewing, be sure to ask about the work environment for that particular team (and the org as a whole) to determine if its the right fit for you.