Here come the Autonomists: Redefining nonprofit work 

The way we work is rapidly evolving amid societal and industry changes in a post-pandemic world. One shift I’m seeing is the rise of those I call the “Autonomists”—highly skilled professionals who are opting out of traditional employment structures in favor of independent, project-based work. The movement signals a new era of work, one where professionals value autonomy over security and innovation over tradition. 

This new vision has led nonprofit organizations to reconsider how to best leverage talent in a changing landscape. Based on my experience as a consultant to nonprofit executive teams and advisor to women pursuing new ways of working, several factors have contributed to the Autonomist movement, especially among Black and brown women in nonprofit leadership roles. 

The rise of the Autonomists: Driving factors 

The impact of COVID-19 

The pandemic disrupted nearly every aspect of the labor market. For many professionals—especially women and people of color—the pandemic was a turning point. 

Evidence from a study by Harvard researchers highlighted that “Black employees, and particularly Black women, reported numerous ways in which interacting with their majority white coworkers negatively influenced their participation [at work], and identified challenges related to their task assignments and performance evaluations,” which were a contributing factor in their decision to leave their roles. Many women are opting to work as consultants rather than return to what they feel is a grind that simply is no longer working for them. 

Olanike Mensah, founder of Mosaic Consulting, says, “Despite success in white-dominant workplaces, leading in national nonprofits and becoming an SVP at a Fortune 50 global company, I was unfulfilled. My health declined, culminating in a dangerously low WBC count tied directly to my office building. Now, I control my time and energy investments.” 

Shifting professional and personal priorities

The pandemic also prompted many nonprofit workers to reassess their professional goals and personal priorities. For many, the ability to control their schedules and to prioritize family and mental health became paramount.  

“I’m able to provide honest and constructive insight to clients who need my expertise and focus on the substance of the work, rather than battling egos who are desperate to win a game I never even agreed to play,” shares Elizabeth Silleck-LaRue, who launched her firm, Silleck Consulting Services, in 2021.  

Redefining career and success 

Autonomists are helping many reconsider the way we think about careers. They value the ability to move fluidly between projects and industries, allowing them to utilize their diverse skill set while maintaining independence. In the community of women consultants that I work with, members are succeeding in all kinds of projects with their nonprofit clients: research and writing, strategic planning, fractional and interim leadership roles, project management, development and fundraising, and human resources—and they’re doing so at both small and large organizations. Autonomists are willing to step in and take on various needs, alleviating some of the “capacity” constraints that plague many nonprofit teams. 

For many Black and brown women, the decision to leave nonprofit leadership wasn’t just about escaping toxic work environments—it was about redefining what success looks like.  

“I tried many different types of nonprofit work: direct service, fundraising, and even CRM sales for a large corporation. Nothing fit my goals and personality until I started my business in 2023,” says Kristi Scott, who now runs a consultancy focused on nonprofit email marketing. “My favorite part is choosing who I work with [as] clients and collaborators.” 

Navigating challenges and seizing opportunities 

While stepping out of traditional roles has given many women the flexibility they crave, it hasn’t been without challenges. On the one hand, Autonomists often lack access to traditional benefits like health insurance, retirement savings, and federal protections, which exacerbates existing wealth gaps. 

“It is nerve-racking going from a steady paycheck to creating your own income. You have to believe in the value you bring and charge what you’re worth, which can be all the more challenging for women of color who are constantly asked to prove themselves,” says Arum Lee Lansel, founder of ALL in 4 impact. “But I choose this life because of the freedom it brings to make real impact and on my terms.” 

On the other hand, the opportunities are immense. Autonomists bring fresh perspectives as outsiders with tools (technology, systems and operations, recent lessons from past clients) that can drive innovation within organizations. Nonprofits that recognize and integrate the strengths of these independent professionals can tap into a global pool of talent eager to advance strategy; strengthen donor, board, and stakeholder confidence; and apply their vast expertise and networks to address immediate challenges, helping organizations navigate solutions more quickly while remaining less entangled in internal politics that can often stifle innovation and progress.  

Integrating Autonomists into the nonprofit workforce 

For HR professionals and nonprofit leaders, this shift requires a reevaluation of talent strategies. Forward-thinking nonprofits should create and budget for more fluid, project-based roles, and focus on fostering a culture where Autonomists and traditional employees can coexist. By leveraging the strengths of both groups and navigating with intention the differing needs and motivations of these two types of workers, organizations can increase agility, creativity, and overall effectiveness. 

The shift toward autonomy and flexibility is reshaping the future of work. Organizations that adapt will not only future-proof themselves from the costly retention and culture challenges many organizations face but will also create more inclusive and innovative work environments. It would benefit nonprofit leaders to recognize the attributes Autonomists bring and embrace a hybrid workforce where both traditional employees and experienced Autonomists can thrive. 

Photo credit: AndreyPopov via Getty Images