Happy New Year to everyone. We’d like to begin by thanking all of you, longtime readers and those who’ve just discovered us for your support, passion, and encouragement. Know you’re in good company. Leadership Matters had nearly 50,000 views in 2017–not our best year, that was 2016–but we’ll take it. While most of our readers come from the United States, people from 124 countries read this blog which tells us that questions and issues regarding museum leadership are universal. Our regular readers, garnered from WordPress, Instagram, and Facebook number 1,200. Building on 2016’s unbelievably popular post, Museums and the Salary Conundrum, 2017’s most read post was Are Low Museum Salaries Just a Money Problem? It seems there’s a theme here.
So now, suddenly, it’s a new year, and in a spirit of hope, here are our wishes–a baker’s dozen–for 2018.
- Museums develop and use equity and diversity policies to guide recruitment and conduct. AAM requires equity and diversity policies for all Accredited museums. AASLH requires equity and diversity policies as a StEPs standard. Need some help to jumpstart policy development? The Association of Science and Technology Centers’ Diversity Toolkit can be the place to start.
- That museums stop kicking the can down the road and address the wage gap now. You’ll find good information at the Gender Equity in Museums Movement (GEMM) website.
- More resource pooling or institutional merging among museums across discipline and geographic boundaries to increase impact and strengthen sustainability. Here’s a good starting resource from AAM.
- That museums remember that empathy isn’t just for the visiting public; it belongs in the workplace and boardroom too. The Empathetic Museum’s Maturity Model is a self-assessment that can help your institution better reflect and represent the values of their communities.
- Museums become recognized leaders in workplace reform, emphasizing workers and volunteers as valuable and valued human assets. Looking for ways to begin difficult conversations at work around equity, diversity, inclusivity? This article may help.
- That museums remember that no matter how carefully they construct their public face, boards, staff, and volunteers need to check bias at the door, and work to create open, authentic environments. Here’s a playlist of TED talks to share at work.
- Museums lead the way for nonprofits by becoming places where women DON’T experience sexual harassment. That means supporting women not just punishing men. Need some support? This one-pager from 9-5 might help.
- Museums lead the nonprofit world in board education and development.
- All museums articulate their organizational values and figure out tangible ways to live by them….every day. Doing so will keep them agile and responsive. The resources here and here will get you thinking about organizational culture and values.
- Museum boards commit to sharpening their governance knowledge; museum staff commit to sharpening their creative edge. Together, boards and staff commit their museums to becoming active and transparent learning organizations. What will you do to create the change that will make 2018 better?
- Museums emphasize building endowment as a key strategy leading to long-term financial stability. Coupled with community building grounded in a dynamic and relevant mission, the result is a museum at its most resilient in the face of economic and social change. This article from the Nonprofit Quarterly offers an excellent overview about what an endowment is and underscores the importance of organizational commitment to building and maintaining one.
- Museums make time to hit pause, to plan, to think big, fight mediocrity and encourage community engagement. Consider how you will nourish creativity among your staff.
- Museums commit to an open, fair, equitable hiring process; that they cease posting jobs without posting salaries, and that they stop insisting on a graduate degree for every position. Nicole Ivy’s article starts the conversation.
And don’t let the wishes end here. Let us know what you care about and what you wish for in 2018, and if you’d like to write a guest post, send us a writing sample, and a possible topic.
Anne Ackerson & Joan Baldwin
Last week the Center for the Future of Museums (CFM) blog wrote about the museum workplace. Specifically their Tuesday post takes on the issue of Volunteers and Museum Labor. The piece begins by referencing two earlier posts also about the museum workplace: What Is the Fair Market Value of a Museum Job? and the truly original Museum Sacrifice Measure. As a result, I re-read these two earlier posts.
I almost didn’t respond. We write about the museum workplace a lot here, and more specifically about museum workers, gender, and pay. But I couldn’t stop thinking about these posts, particularly the one titled “What is the Fair Market Value of a Museum Job?” Here is what I struggled with: First, CFM asks “…why some people are happy with the sacrifice they made (lower pay) to work in a museum, while others aren’t, and in a bigger sense, what constitutes a fair wage for museum work?”
My question: How do you know who is happy? If you look at Joyful Museums, you discover that its creator actually tried to figure out whether museum folk are happy or not, and more importantly, why. Joyful Museums 2014 survey reveals that 88-percent of respondents defined work happiness as either engaging with projects and tasks or enjoying working with co-workers. Among the most happy were the Millennials and the Boomers. When respondents were asked how work culture (and remember this is museum work culture) could be improved, the list is long, but the majority believe they are not getting paid what they’re worth.
CFM writes, “I suspect many people in these roles went into museum work with a vision of the job based museum norms that were anointed as “norms” decades ago. Or they believed in a semi-mythical version of museum work that was compelling and attractive but never entirely true.” And yet according to Joyful Museums, it’s the Boomers who are by and large, happy. We suggest that it is the world that’s changed and museum workplaces have failed to keep up. It seems a dated notion on CFM’s part to think of museums solely as stewards of collections where people work and not workplaces where culture is cared for and interpreted.
CFM suggests fair market value is “is the compensation (cash + intangibles) an employer and a job applicant agree on when both parties are knowledgeable, willing and unpressured.” So if you’re job fails to offer either cash or intangibles it lacks fair market value? The museum world isn’t known as a high-paid paradise. A look at AAM’s salary survey confirms that. Does that mean if you’re poorly paid in comparison to the for profit world you make it up in intangibles? And what does that mean? We’re pretty sure it is not paid maternity/paternity leave, excellent health care, or on-site day care. CFM seems to believe that museum workers survive on psychological rewards–creativity, beauty, power, authority. Yet intangibles don’t pay off graduate school loans or write day care checks or car payments so that leaves us with a really dark view of museum workers. Seduced by beauty, history or scientific discovery, they took out loans, received the required degrees, and miracle of miracles found jobs where 88-percent of them say they’re happy. And they’re living off fumes?
Here is what we think is missing with CFM’s argument: Museums are about meaning yet they remain traditional, hierarchical workplaces because we allow them to be that way. That isn’t the fault of the workers who have every right to enter the field with big dreams. But too often the beliefs we espouse in exhibition halls don’t extend to our offices. We collectively wring our hands about the lack of diversity in the field, but fail to examine long-standing hiring practices. Too many museum employees don’t make a living wage. And as the field reaches a tipping point between gender balanced and pink collar, we allow women to make significantly less than men. Our visiting public may dine on intangibles every day as it wanders galleries, zoos, and historic houses, but museum workers need an equitable, living wage coupled with adequate benefits. They’re smart enough to find the intangibles on their own.
Do you agree?
So it may seem disingenuous to quote anything Bill Gates says after his comments about museums last fall. Remember him telling the world that donations to museums are morally reprehensible? Well, he’s entitled to his opinion, and this post isn’t about philanthropy or really about Gates. It is about one of Gates’ favorite books though. Business Adventures by John Brooks, a New Yorker writer. Why should you care? Well, because if you’ve been paying attention here, you know we keep advising, coaxing, and encouraging everyone to read, listen, watch everything you can about leadership, business and organizational behavior. Much of the best stuff written is by writers about the for-profit world, and while Business Adventures was written before many of you were born, it’s still a good read. (If you’ve given up reading books in favor of what’s online, check out Seth Stevenson’s post on Slate about the book.)
So…how does Business Adventures connect with the museum world? Well, in describing the Ford Co. and the disastrous launch of the Edsel, Brooks makes the point that Ford failed because of the decisions made by the men running the company. Some of those decisions were random, some were wrong, and a few resulted from poor communication. Brooks finishes by reminding readers that corporations run on people. Why don’t museums think like this? If anything, museums might say they run on collections, yet the rarest of pieces is meaningless without the care, interpretation and governance brought by museum staff and volunteers. In a world where just about everything is available online, the role of people in the museum equation carries more weight.
If you’re a leader do you put your staff and volunteers front and center? Does your board treasure its staff, acknowledge the free-will talents of volunteers, and make a point to invest in them? Do you invest in yourself? Are you open to opportunity and not mired in process? We believe museums reflect the people who work in them. Strong organizations care for and about their staffs and their volunteers. Do you? Does your organization? Share your stories with us.