Pros
1. Some Y Associations have decently competitive benefits including: subsidized health insurance, optional 403b, Y Pension, and possible education funding. As a young professional, I especially appreciate the retirement saving support. 2. The Y Mission is becoming increasingly inclusive and their goals (Youth Development, Healthy Living, and Social Responsibility) are worth supporting. The Y is partnering with other organizations (the National Inclusion Project) to broaden the communities it serves. It's good to see an organization evolve. 3. Diverse opportunities for professionals of all skills and specialties: finance, development, marketing, operations, facilities, education, fitness, camping, etc. 4. The "community" of a good Y Association can really be uplifting. It's easy to go unnoticed if you choose, to keep your head down and do your work or your exercises; but it's even easier to form attachments and become invested in the stakeholder community (members, guests, staff, partners, etc.). I see staff and members workout together, become friends, inquire about each others' families, and share triumphs or worries in the community.
Cons
1. Employees are often used as stop-gaps, with folks filling in when employees quit or switch departments. This may be standard practice in other organizations or nonprofits, but it contributes to poorer quality programs and service. 2. Additionally, a good number of entry level jobs are two or three jobs merged into one--a school-year job plus a summer-camp job, or a membership and an arts job. Broad experience is great, but again, we sacrifice quality when we fail to: a) hire good people, b) hire for thoughtful positions, and c) invest in those people once hired. 3. The "Y Movement" tries to standardize YMCAs (policies, processes, approaches, etc.)--the issue being the Y isn't Planet Fitness, and Ys needs to have the freedom to be different and function differently from each other to meet the needs of their unique communities. 4. Maternity/paternity leave is borderline insulting for a community nonprofit like the Y. Employees are frequently asked to "volunteer" time, to stretch themselves thin in order to serve others, and to care for the "Y Community" at their own expense. The YMCA of the USA should make the same effort to care for its employees by offering more comprehensive and empathetic parental leave options. Federal Law is 12 weeks unpaid. Working for a nonprofit, with added medical and new childcare expenses, plus the physical recovery time and childcare expenses after returning to work--12 weeks unpaid is ludicrous.