Staff loyalty is exceptionally strong, with a high intent to stay. The Employee Net Promoter Score (eNPS) is 55, which is considered excellent and significantly outperforms the nonprofit sector benchmark of 12. Furthermore, employees reported a perfect median score of 10.0 (out of 10.0) for the likelihood of continuing to work at RAICES for both the next year and the next five years.

Employees demonstrate an exceptionally high connection to the organization's mission and core purpose.

• Pride in Work: Staff feel great pride in the work RAICES is doing, scoring this metric a perfect 10.0 median score.

• Mission Fulfillment: There is strong agreement that RAICES is currently fulfilling its mission, with a median score of 9.0.

• Core Values: The value of Compassion received a perfect 10.0 median score, while Agility, Integrity, and Community all scored 9.0, reflecting deep alignment across the organization.

Supervision is highly rated for fairness and inclusion, and recent leadership changes have been positively received.

• Fairness and Inclusion: Direct supervisors received a perfect 10.0 median score for treating employees from all identity groups fairly and equally and for actively promoting an inclusive environment on the team.

• Feedback and Respect: Staff are highly satisfied with the frequency and quality of feedback they receive from their supervisor (9.0 median score) and feel comfortable expressing disagreement or differing professional opinions to colleagues or supervisors (9.0 median score).

• Leadership Presence: The Q4 2025 transition to Co-CEOs Faisal Al-Juburi and Anna L. Flores is cited as a key positive development, fostering a culture of transparency, accessibility, and a renewed sense of direction.

RAICES provides a Defined Step System where wages are based strictly on Years of Experience (YOE) and rank, ensuring salary transparency. Severance is contractually guaranteed for all individual contributors, provides higher minimums for short-term staff (3 weeks for less than two years), and includes a guaranteed two months of COBRA payments. For financial layoffs, RAICES must notify employees and the Guild at least 60 days in advance.

Employees are protected by a "Just Cause requirement for discipline". Additionally, employees can request "Restorative Practice sessions" to resolve interpersonal conflicts, and written warnings have an expiration date (12 to 24 months), ensuring past issues do not permanently hinder a career.

This is a highly specialized benefit that positions RAICES as a leader in advocacy-aligned employment practices. Specific safety nets are provided, including severance pay if statuses like DACA or TPS are revoked, and employees retain seniority and recall rights for 4.5 years if they regain work authorization. RAICES also maintains a Legal Assistance Fund of up to $7,000 per calendar year to cover removal defense or affirmative filings for employees and their immediate families.

Employees receive between $1,500 and $4,000 every two years for voluntary professional development, based upon licensing and tenure. A rare benefit allows employees to use 50% of this allowance to pay off student loans. Furthermore, new hires or promoted staff receive three weeks of paid work time to study for and take the bar exam.

Unlike standard discretionary retirement offerings, RAICES maintains a 403(b) plan featuring a structured employer match of up to 4%. This includes a full 1:1 match on the initial 3% and a 50% match for the subsequent two percentage points. Notably, the plan utilizes an immediate vesting system, ensuring employees gain full ownership of employer contributions without the typical multi-year waiting periods found elsewhere in the sector.

Beyond providing fully subsidized health, dental, and vision coverage, RAICES has codified mental health as an operational priority. This includes wellness training for all employees, the establishment of dedicated calming spaces in each office, and a robust Employee Assistance Program (EAP) that offers confidential counseling alongside professional legal and financial advisory resources.

Unlike many nonprofits that rely on a "passion tax," RAICES uses a guaranteed PTO accrual system (up to 60 days for long-term staff) and mandates that employees not be contacted while on leave, except in emergencies. There is a guarantee of a maximum of 2 days per week in-office for most staff, along with a $35/month internet subsidy for fully remote staff.

Staff report a significant shift toward a more balanced and respectful organizational climate where mental health is a priority.

• Holistic Wellbeing: Staff highly value the organization’s efforts to mitigate the emotional toll of advocacy work, awarding this area a median score of 9.0.

• Guilt-Free Rest: There is a strong consensus (9.0 median score) that the culture actively encourages the use of earned leave without professional or personal stigma.

• Inclusion and Dignity: The sense of belonging and mutual respect within the workplace remains exceptionally high, both reflected in consistent median scores of 9.0.