The SOAR Collective
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thesoarcollective.bsky.social
The SOAR Collective
@thesoarcollective.bsky.social
23 followers 5 following 32 posts
The SOAR Collective aims to mobilize advocates to demand accountability and revolutionize the way anti-violence organizations operate.
https://bio.link/thesoarcollective
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wdbproject.bsky.social
December 30, 2025 at 5:23 PM
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wdbproject.bsky.social
October 6, 2025 at 5:42 PM
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wdbproject.bsky.social
Advocates deserve better. Survivors deserve better. Our movement deserves better.
Slide 5: Where is the accountability? 60% of advocates tried to hold leadership accountable by using the following strategies: Open communication & feedback; Asking for help from supervisor, HR representative or Board of Directors; Collective group efforts, including writing anonymous letters to leadership & engaging in unionizing efforts. “We are taught to advocate for our clients but when it comes to us… the rules seem to become unclear regarding how to stay safe while doing our jobs.” - Advocate from Kentucky Slide 6: Retaliation is a Serious Fear: The top two reasons anti-violence workers chose not to share concerns with leadership: Fear of retaliation; Thought it would be unproductive or ignored. "[We have talked] with our executive director about the lack of leadership from management. However, it seems that this leader finds out about what is said and there is retaliation." - Advocate from Wisconsin. Nearly half (48%) of all discrimination claims filed with the EEOC included an accusation of retaliation. In 2024, charges alleging retaliation were the most prevalent filings for the seventeenth consecutive year. Slide 7: Why Are Advocates Leaving? Nearly half of advocates reported the following challenges or reasons they left their jobs: 49% cited “resistance to addressing internal conflict”; 48% cited “ineffective management”’ 47% cited “lack of transparency from organizational leadership and boards of directors”. "They are creating harm and victimizing their own employees in the name of helping victims. They're creating more harm in employees' lives while trying to uphold their mission. They refuse to create internal change in a field that is all about culture change. They hire excited change makers who are given a false perspective of the job, and are then let down and blindsided." - Advocate from Pennsylvania Slide 8: We Deserve Better: “So long as our movement engages in needless power games and toxic management practices, we will be as traumatizing to one another as abusers are to their victims. We must make a collective sea-change effort to no longer tolerate this as a culture.” - Advocate from Ohio; “The movement would be transformed when leadership…begins to treat those served with respect; when leadership is mandated to invest in staff and leadership training; and when microaggressions are no longer tolerated.” - Advocate from Pennsylvania
September 25, 2025 at 8:56 PM