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Reflect on burnout culture. This org/report but may be helpful in thinking about burnout and recovering from/preventing burnout.

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Climate Critical ® rejects the stale assumption that we can achieve our plans for a habitable planet without an intentional and enduring investment in the people giving their lives to the work. It's well and good to have a pristine vision for change and matching demands to halt investments in planetary harm. But underlying that demand is an essential need to make space for the messiness of human scale restoration and repair. That requires that we, the people, create some norms, language and practices that consider the emotional costs of doing work for everyone on earth. Climate Critical ® comes to this moment as co laborers, with you, who carry the need for care as indispensable to how we win.

This first report on burnout in our movement is the labor of a beloved community. Folk from 108 distinct organizations, groups, foundations across climate and environment participated. We conducted the survey leveraging decades of home grown relationships, and worked with colleagues to develop questions and focus groups that would not further trigger a community we know is hurting because we are in it, for the duration.

With our combined lifetimes of experience we are seeing some disturbing trends in the state of work in climate . We are witnesses to the toxic toll on bright minds burning out, and in several cases dying, rather than staying in a movement that needs us all. And we are witnesses to the multigenerational loss that represents, especially for people of color. Climate Critical ® partnered with Third Plateau to begin to test the assumptions in these trends. We conducted what we hope will be a useful examination of burnout that considers the triggers, conditions and solutions. This exploratory study is focused on burnout in the climate and environmental change workforce in the words of folk experiencing it, now. We took care and intention to ask participants about the experience, causes, and coping mechanisms that they used to prevent or recover from burnout. And we asked our community what the barriers are to accessing prevention or recovery support. The report outlines major themes from that research.

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Climate Burnout Report - Climate Critical®

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Climate Critical ® rejects the stale assumption that we can achieve our plans for a habitable planet without an intentional and enduring investment in the people giving their lives to the work. It's well and good to have a pristine vision for change and matching demands to halt investments in planetary harm.

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Will leadership commit to a significant budget for DEI for experts (consultants who are trained in this field) to support CHM form a long-term, multi-year plan? Let's build the foundation for long-lasting DEI efforts that are embedded into all aspect of CHM: the science and research, staff hiring and retention, building belonging and culture, support for non-dominant identity staff and education for dominant-identity staff (white, hetero, CIS, etc) to gain better understanding of how these dominant identities affect their world view and their work.

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Strategy building: A written recap of what the goals have been in the past & where we are now with DEI at CHM would be helpful for the task force to create, in order for everyone to understand where we are at. This will help us realistically look at long-term goals by having a baseline understanding of the successes, failures and issues that have arisen in the past.

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Define the "diversity" part of DEI work for CHM. It seems we have been exclusively focused on visible race (perhaps even specific ethnic groups) recently. If that is our focus, clearly define this and name it. If not, name that, too. If CHM cares about more than visible racial identify, how do we open things up for conversations regarding diverse abilities, SCS, sexual/gender orientation, backgrounds, etc.

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How to modify CHM's culture to RETAIN diverse staff (it's more than just hiring and getting more diverse employees in the door)

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How to reach more diverse audiences with our marketing efforts.

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How to increase the diversity of our research participants

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Work with the Department of Equity, Inclusion, and Employee Well-Being.  They offer in-depth departmental consultations for all things DEI  & staff related! I know a few employees have taken the Rejuvenation Through Decolonization course, which is through them.

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