What’s Missing From “7 Factors That Drive Museum Wages Down”?

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As people who’ve written and spoken about the museum pay crisis since 2012, Leadership Matters was heartened to read 7 Factors That Drive Museum Wages Down. Written by Michael Holland, it was wonderful to see such an important topic addressed by a forum like Alliance Labs since by inference it carries AAM’s blessing. But that was before we read the article. In our opinion, Holland skipped a few key points. And judging from some of the 20-plus comments, one of which was ours, we weren’t alone. So here’s our response:

1: Gender inequity and the pay gap failed to make Holland’s list. In some ways this isn’t a surprise. Michael Holland is male, and by his own admission, he frequently works for large, well-endowed museums so maybe he hasn’t encountered the gender pay gap? Maybe he doesn’t know that many women doing work similar to his (exhibit design)–not to mention the traditionally female bastions of museum education or event planning– will not make as much as he did in 2017 until April 10 of this year? Maybe he doesn’t understand that according to the Bureau of Labor Statistics the museum field is 46.7-percent female, and that when a field slips down the pink collar slope it’s not a good thing?

2. While Holland lists the “Spousal Income Subsidy” as a way the field depends on hiring people who bring along a second income, he never explores what that means. Whether it’s an employee with a hedge fund spouse or an employee with a trust fund, the need for a second income frequently acts as a class and race barrier. Is it any wonder the museum workforce has a diversity problem? 

3. He addressed the question of a burgeoning number of museum studies programs, offering both undergraduate and graduate training, and the resulting glut of too many inexperienced candidates desperate for employment, but he doesn’t mention these programs are costly, and that many emerging professionals begin their working careers with educational debt that’s the equivalent of a mortgage. And yet we work in a field that tells people if you don’t have a master’s degree, you can’t come to the party.

4. This is a corollary to #3. Holland makes passing reference to unpaid internships. (It appears he’s not a fan.) But he never addresses the damage done by an expensive graduate school education, followed by a series of unpaid or poorly paid internships, meaning that someone could be “in the field” for four years or so before finding a salaried position. And that’s if they’re lucky.

Don’t get us wrong. We’re glad Holland wrote his article, glad to see it published by Alliance Labs, and glad to see it debated and questioned in the Comments. Sometimes it’s depressing being the broken record yammering about gender, pay equity, poor pay, and lousy leadership every week. So–in the tradition of Leadership Matters–where we believe we can all make change, here are some things that might help the museum salary crisis.

For individuals, and women especially: Don’t take a job without negotiating. Use the GEMM (Gender Equity in Museums) 5 Things You Need to Know About Salary Negotiations tip sheet. And for goodness sake look at MIT’s Living Wage Calculator to make sure you can afford to live (really live) on what you’re being offered. If you’re already working in a position you enjoy, when your annual review rolls around, don’t forget to ask for a raise. Again, there’s a 5 Things Tip Sheet for that.

For organizations and directors: Work with your board to make sure it understands the value of your museum’s human resources. People matter. Make sure you and your board know what it costs to live in your community. Make sure the board understands the cost of a churning staff, the time it takes new staff to get up to speed, the resulting loss of institutional momentum and organizational knowledge when someone leaves, and the damage done when a team is disrupted.

Solve your wage equity problem first. Do men at your organization make more than women? Do white women make more than women of color?

If you’re faced with the you-can’t-get-blood-from-a-stone argument, make an effort to put all the other pieces in place to support staff–HR support, equitable benefits, paid time off, maternity/paternity leave, even housing if that’s available. When was the last time you reviewed your personnel policy? Make sure new applicants know the work you’ve done around wages and benefits.

For regional and national museum service organizations: Isn’t it time for a wage summit that would bring together big thinkers from inside and outside the field to tackle this problem?

Joan Baldwin

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What We’re Reading, Watching, and Listening To…

reading is fun

Leadership Matters was on the road over President’s Day Weekend, heading south to the Small Museums Association meeting in College Park, Maryland. There, we talked about “Lessons from the Workplace: Women in the Museum.” We’ll be back next week to report on the audience reaction to issues of gender and the museum world, but in the meantime, here are some things that have captured our attention recently.

Books: Women & Power-Manifesto by Mary Beard. A short (128 pages), but blistering account of how women have been silenced throughout history. Don’t want to spend the money on the book? Here’s the backstory from the New Yorker: The Troll Slayer.

Managing People and Projects in Museums: Strategies that Work by Martha Morris. Morris rightly states that “The majority of work in museums today is project based.” So, why not combine the topics of projects, people, management, and leadership in one easily accessible book from a veteran museums studies educator? In addition to a whole chapter on museum leadership, Morris takes a deep dive into creating, managing and sustaining teams, including the team leader’s critical role.

Articles & Blogs: Not enough ethical challenges in your leadership life? Read this: The Family That Built An Empire of Pain

#MeToo and the nonprofit sector:  Vu Le is the fertile mind behind the blog, Nonprofit AF. If you’re not reading, you’ll want to make this one of your weekly must do’s. In the post we highlight here, Vu offers up his thoughts about creating safe environments for staff, volunteers, and community members. “We must examine our implicit and explicit biases,” Vu writes. “We need to confront one another and point out jokes and actions that are sexist. And we need to do our own research and read up on all these issues and not burden our women colleagues with the emotional and other labor to enlighten us.”

In this Harvard Business Review article, the fastest path to the top of an organization usually isn’t a straight shot. The authors rely on extensive research to explore why big, bodacious, and bold may feel counterintuitive sometimes, but are usually the keys to CEO success.

The Women’s Agenda is a regular shot of women’s empowerment reading from across the big pond (Australia, that is). News and research is gathered from around the globe on women in leadership, politics, business, and life.

Are Orchestras Culturally Specific? Jesse Rosen, League of American Orchestras president and CEO, recently led a discussion with four thought leaders about orchestras and cultural equity. From the intro: “While diversity, equity, and inclusion (DEI) are complex topics that require thoughtful consideration and strategic action, the concept of equity can be especially nuanced. It challenges us to fundamentally reconsider what it means for orchestras to play a constructive and responsive role in their communities—a role that acknowledges and responds to past and current inequities in the arts and in society.” Museums and other cultural institutions, take note.

Video: This video features CharityChannel’s Stephen Nill and members of the Governance Affinity Group of the Alliance of Nonprofit Management discussing their research on nonprofit board leadership. The discussion centers around a ground-breaking survey representing the second phase of research on this topic. The first phase, the widely acclaimed Voices of Board Chairs study, investigated the roles and preparation of board chairs, surveying 635 board chairs across the United States. Not only is there very little research that investigates nonprofit board chair leadership, but there is even less about other pivotal leadership roles within boards such as the officers and committee chairs. 

You may think there’s not much connection between endurance running and museum leadership, but perhaps there is. Take a look at this video on how to run a 100 miles. Perhaps there are some parallels?

Sound: A big thank you to podcaster Hannah Hethmon who assembled all the museum-related podcasts in a handy link for us all: https://hhethmon.com/2017/12/31/a-complete-list-of-podcasts-for-museum-professionals/


The Harassment Conversation You Need to Have

harassment statisticsSource: NBC News Poll, October 23-26

In the post-Weinstein Tsunami that is the American workplace, there’s a lot of guilt going around. There are also a lot of nervous folks. They are the people who say “I bet I can’t say that anymore” or “I’m glad I’m not on her team. She’ll get me fired.” And then there’s another kind of backlash: The humans lying in wait for those they see as not their friends to slip up, to put an arm around them, give them a full frontal hug or tell them they look pretty.  Then they pounce.

If you’re a museum leader and you haven’t had a post-Weinstein conversation with your staff, your department or your team, you should. Perhaps the first conversation should be with your board. They may look at you like you’ve lost your mind, particularly if you lead a small museum or heritage organization. Their faces may say–sexual harassment! Are you kidding me? The furnace is on it’s last legs. That’s what we need to think about. They may also say, “That wouldn’t happen here.” Why? Because they know their community? Because they are there to keep watch over the public, volunteers, interns and staff as they interact with each other?

Preparing your organization to deal with sexual harassment claims is a moment when belief and hope aren’t enough. Have the conversation. Frame it as a check-in. Make sure everyone on your board understands that just because you operate a museum or heritage organization, doesn’t mean you aren’t subject to Title VII. Nor does it mean a member of your staff can’t or won’t file a complaint with the EEOC. Make sure you and the Board have thought through what it might do when a complaint goes to the police. And last, and perhaps most importantly, your staff–even if it totals three or five–needs to know they matter, and letting them know the organization cares, empathizes and is there to protect them is one way to do that.

Hopefully, when your board leaves the room, it will understand its role. As we’ve said many times on these pages, this might be the moment to a) update your personnel policy or write one if you don’t have one, and b) create a values statement so everyone from part-time contractors to volunteers to board and staff know what the museum stands for and what it will and won’t tolerate. Hint: If you’re having trouble with this, outline several harassment scenarios and imagine how your organization would deal with the victim, accused and the PR.

The next conversation is with your staff. It might be led by you and your board president or the two of you plus your HR director if you have one. Make sure the expectations are clear, and most importantly, make sure staff understand what to do in the event of harassment. People who’ve been hurt, violated and humiliated aren’t interested in being hurt, violated and humiliated a second time during the reporting process. If your reporting system is too complex and Byzantine–don’t model yourself on the U.S. Congress–no one will come forward. Ultimately they will resign, but not before they’ve missed work and been justifiably unhappy. You don’t want this. You want and need a happy, productive staff.

So think of these conversations–first with the Board and then with the staff–as a form of insurance. You may believe you work in Happy Valley–and we hope you do–but in the event someone is harassing your 20-something intern and she’s too embarrassed to talk about it–do your due diligence. You’ll protect your museum, but most importantly you’ll stand up for something that hasn’t been right for decades. Museums have a long history as white, patriarchal institutions. That’s created world-renown collections and big endowments that generate great programs and exhibits. But isn’t it time for a cultural shift? Not just for your public and your community, but for the staff that works hard to feed your community’s soul? Museums and heritage organizations have been complicit in a system that oppresses women and particularly women of color for too long. We’re overdue for change. Be part of the change.

Joan Baldwin

 


It’s the board, stupid.

board meeting

As the Berkshire Museum‘s (Pittsfield, MA) drama roils on, the museum world is thinking a lot about deaccessioning. And it should. The New England Museum Association even added a last-minute session to its annual meeting roster to talk about it. But here at Leadership Matters, the Berkshire Museum’s problems have made us think a lot about boards, board behavior, and organizational culture.

Remember Bill Clinton’s famous tag line, “It’s the economy, stupid”? How about a variation on that for the museum world: “It’s the board, stupid.”? How many of a museum or heritage organization’s problems, both financial and cultural, trace back to the board? Yes, yes, mission and vision are really important, but assuming they’re beautifully crafted in the beginning, they don’t have power on their own. They’re just words. The folks empowered to carry them forward into the world, to interpret them, to make the magic happen, are first and foremost, board members, and in a recent Stanford survey of non-profit boards 27-percent of board members lack a the depth of knowledge, and the engagement required to help their organizations succeed. Pretty shocking.

At larger museums, boards are often referred to with the pronoun “they,” as in “I wonder if they will give us a raise this year?” They are rarely seen except when they meet on site several times a year. Then, the most jaded staff make jokes about which board members will be able to find the meeting room. They have all the cookies, and yet it’s so easy for them to lose their way, literally and figuratively.

And who can tell them anything? They are the board. They hire the museum leadership that we write about each week on these very pages. This is not to say all museum and heritage organization board members are jerks. They are not. Many are exemplary human beings, but just as being promoted from assistant director to director doesn’t make you any smarter, neither does board membership. And yet so much depends on board members’ good work. So if you’re a board member, if you work with museum boards or if you’re a museum director who wields some influence, here are some things we hope you’ve tackled:

  • Does your board understand its legal responsibilities? Is that information available in their board handbook? Does your organization have regular check-ins about those responsibilities vis a vis the organization?
  • What kind of orientation does your board offer new members? If information is passed orally from member to member, you may want to re-think that. There is plenty of support for how to design a board orientation plan. We are particular fans of Joan Garry because of her clear, simple approach. You could do way worse than to take her advice.
  • Does your board have a strong nominating or governance committee? Do they understand your organization deeply and completely enough to know that being wealthy and well-connected might not be all your organization needs?
  • Is your board among the 52–percent of non-profit boards nationally whose work is done by a board within a board? If the answer is yes, do you understand when and how that happened, and whether it is still working?
  • Does your board have a respectful, collegial relationship with your executive director? Does it have succession plans for board and staff leadership?
  • Does your board understand that its primary responsibility is fiduciary? According to the Stanford survey only 42-percent of all non-profits have a “give or get” policy where members are required to donate or raise a particular amount each year. That might not work for your board, but even a modest required donation levels the playing field, and reminds all board members why they are there.

There is no nirvana of boards where everyone internalizes the museum’s mission, gets along with the executive director, contributes time and money and gets others to do the same, but if board members universally understood their trusteeship as work, based in a museum’s mission, perhaps there would be less disruption, less mediocrity, and more organizational success, and raising operations endowments by selling the collection would never ever be considered.

Joan Baldwin


When a Mission is Like a Cake

Cake-Dreams

For the last month I’ve worked with a small local history organization. It is big enough to employ a part-time staff member, own a building and a sizable collection, but small enough to suffer from too few resources and a certain amount of instability. Although it’s located in a little community, where many people with an interest in history and historic preservation know one another, its current board is largely new to the organization. They are each passionate about their slice of the pie whether it is black history, archaeology, women’s fashion, or early technology.

For years their mission was the classic “preserves, promotes and presents the history of” statement. Its blandness was used to respond to questions on grant applications and little more. Everyone believed they knew what it meant. Individually, their ideas about the same vague sentence sustained the organization in a half-hearted way. Collectively though–to quote Gertrude Stein–there was no there there.

The board has talked a lot recently about its hopes and dreams for this organization. They’ve talked about being a task-oriented board, and about living in a community where the demographic skews older not younger. They’ve argued–mildly–about whether history is a story or whether history is some immutable truth or both. They understand how wishy washy their current mission statement is, and they’ve gamely brain-stormed verbs to create a stronger statement that embodies their collective hope going forward.

What is apparent though is how fragile this formula is: A group of interested, committed people + mission = action. If we asked every history organization to bake a cake, they would all be different. And don’t get us wrong those differences are wonderful and important. But the fact that some hire a caterer, some bake one from scratch, and others buy gigantic sheet cakes at the grocery store affects the resulting party. And just as in cake baking there are outside forces working for or against the baking aka organizational stability.

Today, the museum field puts more resources into career training than ever before, but boards need guidance too. We understand that even gathering boards together is like herding kittens, but there is no question they need training, support, and encouragement. And yes, the StEPs program works to enable better board leadership, but boards change, sometimes quickly, and StEPs knowledge isn’t always passed on. The bottom line? The field needs to make the same sort of investment it’s making in staff, in boards because better boards mean stronger, better-enabled leadership and staffs, and more meaningful missions. We’re all for that.

Joan Baldwin


Museum Boards: The Leadership Matters Wish List

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In the wake of the ongoing dismay surrounding the Berkshire Museum’s decision to renovate its building, change its focus, and shore up a plundered endowment, and Lee Rosenbaum’s cautionary post about the National Academy of Design — another organization that hoped to cure its ills with cash — we’ve been thinking a lot about boards, board culture, board building, and board behavior.

We’ve written about museum leadership since 2013. Our focus has been the women and men leading museums and heritage organizations. Any of you who’ve read our posts know we believe passionately that the museum field needs to invest more in its leaders and staff than its infrastructure.

Lately museums have made news for a host of reasons including poor decision making and inattention. Each incident sends the press scurrying to find similar situations so the public is reminded of the field’s misdeeds. The field needs to make our job sector a place with better salaries, better benefits, HR offices, personnel policies, and gender equity training. That’s a cultural shift that isn’t going to happen overnight, and a lot of the heavy lifting needs to be done by museum boards. We don’t have a magic wand, but if we did, here are our five wishes for board behavior:

  1. Boards who understand why they’ve chosen to serve, who know that service is about the institution, whether it is tiny and all-volunteer or a community’s anchor store.
  2. Boards who believe in the museum field, who understand it’s a place with its own culture, rules, and most importantly, ethics and standards. Those standards weren’t invented a century ago because the folks at the newly-formed American Association of Museums (now American Alliance of Museums) had nothing else to do. On good days these ethics and standards actually inform what the field does.
  3. Boards who invest in museum leadership within their own ranks as well as staff ranks find that it can be a key to making change, not just an opportunity to shift the responsibility of leadership off their own backs.
  4. Boards who have a deep understanding of why their organizations matter know it is an understanding that informs and eases the ongoing task of raising money.
  5. Boards who know that museums hold the public trust, and realize that being a non-profit isn’t a ticket to practices and behaviors they wouldn’t sanction in their own businesses.

This sounds like we think all boards are badly behaved, and we don’t. Many, many are exemplary. But for the sake of collections, communities, and museum staffs, we’d like to see boards move the needle away from downright poor decision making and mediocrity. And the sooner the better.

Joan Baldwin


Twin Thoughts: A Postscript on Salaries and Disruption in the Berkshires

fiduciary-duty

As we predicted last week’s post generated some lively thoughts. Since not all our comments are posted on the blog itself, in the spirit of change coming from the bottom up, we thought we should share a comment with you. With the writer’s permission, here it is:

I am in the process of writing a grant, or as we say, I am playing the hunger games. The request is for a FT staff position and the salary I am requesting is $33,000 plus health and life insurance, total compensation package approximately 40,000. I am requiring one year of experience (internships count), but I am not requiring an MA because I believe doing so has made our field less diverse and less equitable over the past 25 years. When I showed the job description and salary package to a colleague, her reaction was “Wow! That’s a lot of money.” When I explained that it was just over the soon to be minimum wage of $15 hr, she just said, “Oh.” We all need to stop thinking that an MA is required to work in a museum (or a library). We need to invest in the next generation, believe and act on the belief that less than minimum wage is unacceptable, for anyone.”

What would happen to the museum field if more people did this? No, one individual’s act won’t change the salary crisis, nor will it deal with the gender pay gap, but if even a quarter of museums opened their doors to newly minted college graduates, let them test the water, mentored them, advised them, would the field be worse off? Might it be more diverse as the writer suggests? Might emerging professionals be better off understanding the field a little bit before investing in graduate school?

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Given our location near that hotbed of artistic happenings known as the Berkshires, we would be remiss if we failed to comment on the fracas generated by the venerable Berkshire Museum’s announcement last week. If you’ve been on vacation and cut off from news, the Museum disclosed plans to sell 40 paintings to increase endowment and make capital improvements. Needless to say, the news release sent shock waves through the museum world. While the Berkshire Museum isn’t alone–the Delaware Museum of Art did something similar in 2015 when it sold four paintings–monetizing the collection isn’t usually a board’s first or even second choice when it’s desperate for money. To date, the Museum received a letter from the American Alliance of Museums and the American Association of Art Museum Directors. Their joint statement included this line, “One of the most fundamental and longstanding principles of the museum field is that a collection is held in the public trust and must not be treated as a disposable financial asset.”  The Museum’s director responded in The New York Times by stating, “The fact is, we’re facing an existential threat, and the board chose the interests of this institution over the interests of these national professional organizations.”

What puzzles Leadership Matters is the same question we asked about Tom Campbell’s exit from the Metropolitan Museum: What was the board thinking? In that instance we were curious whether the board had given Campbell free rein, and then woken up to see the museum tipping toward financial disaster. Did something similar happen in Pittsfield, MA? What is the board thinking?

But more importantly the Berkshire Museum is not any nonprofit organization. It’s a museum. When current board members agreed to serve–and serve is an operative word– did no one tell them that a position on the Board, meant they were joining not only the Berkshire Museum, but the larger world of museums through AAM and AAMD? How did they get the idea that ignoring standards of accepted professional and ethical practice wouldn’t matter?

This situation is eerily reminiscent of Walter Schaub Jr.’s resignation from the Office of Government Ethics. At the time Schaub told National Public Radio, “Even when we’re not talking strictly about violations, we’re talking about abandoning the norms and ethical traditions of the executive branch that have made our ethics program the gold standard in the world until now.” Remind you of anything? How about we replace the words “executive branch” with the “America Alliance of Museums”? In other words, the Museum hasn’t done anything illegal, but its board chose to disregard the field’s ethical boundaries.

While we can hope some gazillionaire raises his hand at Sotheby’s, buys a painting or two and donates them to another museum, the Berkshire Museum’s pending sale seems like a train that’s not going to stop. But before you get too smug that this sorry state of affairs would never happen at your institution, we suggest there’s always work to be done. This is probably a teachable moment. When was the last time your board familiarized itself with terms like “fiduciary” and “duty of care”? Did they receive or are they reminded of AAM’s Pledge of Excellence or AAMD’s Code of Ethics regularly? Is it worth discussing that museums and heritage organizations don’t operate in vacuums, but collectively agree to abide by the field’s ethical boundaries? That is an obligation, not a choice. Like so many other things–political office, for example–you can’t only follow the rules when they suit you. The museum field is the wonderful, complex place it is today because we collectively agree to serve our public. So let’s do the best we can to protect the objects, living things, buildings, and sites entrusted to us.

Joan Baldwin