As I approach my 11-year work anniversary at SEARAC, I find myself reflecting on a journey that began in April 2015 when I joined the organization as its newest immigration policy manager. Since then, I’ve gotten married, had two kids, and survived being a working parent during a pandemic—all the while seeing the political ups and downs of SEARAC’s advocacy work through three very different presidential administrations.
Looking back, the early years after having my daughter in 2016 was a post-partum blur. I remember managing the logistics of a pumping schedule, daycare pick ups, and general mommy duties while commuting in and out of DC, attending meetings, and traveling for work. I have distinct memories of pumping in a tiny room on Capitol Hill and a dark parking garage next to an ICE field office in Philadelphia before meetings. I remember dreading a work flight to Minnesota during the winter when my daughter was 10 months old because I couldn’t handle the anxiety of leaving her so young and figuring out the logistics of pumping and transporting milk back safely between cities. Ultimately, this led me to ending my pumping journey prematurely.
Like many in the nonprofit sector, I was overwhelmed and running on fumes, just as SEARAC was beginning to have conversations around wellness and what balance could and should mean for worker sustainability. Then COVID-19 hit, and so much changed.
As an organization that advocates for restorative health and mental health policies, it was a pivotal year for us to “walk the talk.” We took active steps to institutionalize wellness at work through a codified staff sabbatical policy, fulltime remote work, and a four-day work week. Explicitly outlining these policies solidified SEARAC as a leader and model for organizational health that provided a lifeline for many, including myself. They are the reason I have avoided burnout, and it has allowed me to thrive professionally and grow my family. After the pain of multiple pregnancy losses following those tumultuous COVID-years, my family welcomed our rainbow baby in February 2025.
Reflecting back, the contrast is staggering. Compared to the post-partum grind following my daughter’s birth 10 years ago, this time around with my son felt more supported and balanced, even despite the escalated attacks on SEARAC’s work and communities. As we celebrated my son’s birthday last month, I celebrated wrapping up my pumping journey on my terms this time — a huge win that I am certain many working mothers can relate to.
It is a unique and beautiful thing to work for an organization that lives and breathes its values. I have stayed with SEARAC for over a decade because of this. For any nonprofit leader looking for the solution to staff retention, it is simple: value people for their labor, and institute it in policy.
Katrina Dizon Mariategue is SEARAC’s Chief Operating Officer
To learn more about SEARAC’s wellness policies, read our blog post from 2022, Creating a Culture of Community Care.
For more blogs in this year’s WorkPlace Wellness Anniversary series, see:
- Quyen Dinh: Five Years of Revolutionary Community Care
- Phoebe Tran: A Season of Yes