Do what you love, and you will never have to work a day in your life, they say.

Well, yes. But, no. Obviously, many of us get into this profession because of raw passion, but many of us also leave it because of the high burnout rate in the industry. Even Idealist has an entire section on managing employee burnout in the nonprofit sector.

Aside from the high-stress environment many of us are subjected to daily, let’s look at another contributing factor to the high burnout rate: the expectation of providing free labor. I am talking about the (excessive requests to provide) volunteer/pro-bono work, the obligation to take on extra work (when your colleague resigns, or when your nonprofit cannot afford to hire another staff, etc), the long hours at the office, the work weekends, and the ongoing events that need your attendance.

In my 5 years of providing professional work in the nonprofit sector (and an additional 5 years of volunteering/involvement), I admit that sometimes I returned home feeling completely stretched and used. I felt like I was milked out of what I’m worth.

Allow me to say this, with no small amount of guilt: it took me a long time to realize that as much as I love doing good work for nonprofits, expecting me to sacrifice my time when I don’t have any for myself partly forced me to stop providing (or at least significantly reduce) free labor.

Why is free labor so common in the nonprofit sector?

An economist might argue that the value of the work is cheapened because supply exceeds demand; it’s easy to recruit new blood. A lot of people view the nonprofit sector with pink-tinted lenses. It is almost romantic to envision oneself as the highly passionate social worker who is poor financially but rich in experience and good karma.

A feminist economist, on the other hand, might argue that the nonprofit sector, which mostly comprised of women, is already used to providing free labor in another way – unpaid care work. To the unfamiliar, unpaid care work refers to the unbalanced distribution of house work, including providing care for children and the elderly.

In this argument, women are simply redistributing their internalized sense of obligation, instead of using that time to increase their economic potential.

Women Must Say ‘No’ When They Mean ‘No’

However, is almost taboo to talk about money and compensation in the nonprofit sector. Someone even tried to make me feel guilty for being a salaried employee, when I should have done it for free! In an ideal world, everyone who works in the nonprofit sector are selfless beings who work for the satisfaction alone. I am not such angel, I cannot make this claim for myself – like most people, I also worked for the paycheck. I am not even ashamed to say this – I believe that sustainability, including financial sustainability, is important.

Can we reduce the expectation of free labor in the nonprofit sector?

The expectation of free labor in the nonprofit sector runs deep, and early, too. Many of us started as (unpaid) interns. Many of us recruit volunteers, or were volunteers ourselves. Many of us are willing to work long hours and weekends, for the better good.

Just to be clear – getting help from good-willed individuals is a good thing. There is strength in those numbers. It affirms that yes, the world is still worth saving.

Taking advantage of good-willed individuals, on the other hand, is precisely what I am advocating against. Admirably, one of the forerunners in highlighting one type of abusive free labor system comes from the unpaid intern group themselves. The Fair Internship Initiative advocates for ‘higher quality and fairly remunerated internships within the United Nations System’.

This is a brilliant initiative, and it’s not like the unpaid internship system made sense in the first place anyway. Bryan Caplan, professor of economics at George Mason University even went as far as saying ‘all internships are illegal‘ in the U.S.

Back to the issue I highlighted in the first few paragraphs, employee burnouts partly happen when nonprofit employees get desperate for time for themselves, and they see no other way to make this happen unless they quit it all. If this thought ever crossed your mind, you need to start saying no to providing free work. Easier said than done, of course, but look at it this way – you’re helping to improve your movement’s sustainability.

That’s a great reason, isn’t it?

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C.E.O @ The New Savvy
Anna Haotanto is passionate about finance, education, women empowerment and children’s issues. Anna has been featured in CNBC, Forbes, The Straits Times, Business Insider, INC and The Peak Singapore. She was nominated and selected for FORTUNE Most Powerful Women conference in 2016 (Asia) and 2015 (San Francisco, Next Gen). Anna has 10 years of experience in the financial sector and is currently a Director in Tera Capital. Her previous work experience includes positions at Citigroup, United Overseas Bank, a regional role in Business Monitor and a boutique private equity firm based in Shanghai. She graduated from Singapore Management University (Finance and Quantitative Finance).