Item | Value |
---|---|
Country | United States |
Facebook username | thehumaneleague |
YouTube username | @TheHumaneLeague |
Twitter username | @TheHumaneLeague |
Website | https://thehumaneleague.org/ |
Team page | https://thehumaneleague.org/our-leadership |
Launch date | 2005-01-01 |
Wikipedia page | https://en.wikipedia.org/wiki/The_Humane_League |
Timelines Wiki page | https://timelines.issarice.com/wiki/Timeline_of_The_Humane_League |
Last recorded date when we made major data updates for this org | 2023-01-31 |
Hover over a name to see the position and date range. This table only includes positions where at least the start date is known. The positions count can count the same person multiple times if they held different positions; similarly, the list of staff may include the same person multiple times if they held more than one position during a single year. For each year, a person is included if they were at the organization for any part of the year; this means the actual staff count at any point during the year can be lower (or higher, if some staff held multiple positions in a single year).
Year | Positions count | Researchers | General staff | Associates | Board members | Advisors |
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The following table lists some dates and people who were at the organization on the given date (namely, the start of the year). The table may not list every person who worked for the organization (e.g. they could have joined and left in the middle of a single year). This table excludes associates, interns, advisors, and board members.
Date | Staff count | Staff |
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This table shows the full change history of positions. Each row corresponds to at least one addition or removal of a position. Additions are in green and subtractions are in red. If a position name changed, it is listed simultaneously as an addition (of the new name) and removal (of the old name) and colored yellow. Additionally there are faded variants of each color for visited links.
Date | Number of positions | Number of positions added | Number of positions removed | Positions added | Positions removed |
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Person | Title | Start date | End date | AI safety relation | Subject | Employment type | Source | Notes |
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Name | Creation date | Description |
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Title | Publication date | Author | Publisher | Affected organizations | Affected people | Document scope | Cause area | Notes |
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Roundtable: how can remote employees maintain a healthy work-life balance? | 2019-10-26 | Cash Callaghan | Animal Charity Evaluators | The Humane League, Centre for Effective Altruism, Animal Equality, Rethink Charity, Animal Charity Evaluators, ProVeg International | Stephanie Frankle, Julia Wise, Antonia Vitale, Baxter Bullock, Leah Edgerton | General discussion of organizational practices | AI safety|Animal welfare | The blog post is a roundtable between people working in executive, operational, and community health roles at organizations in the animal welfare and effective altruism spaces. It is mainly focused on how organizations with remote employees can maintain a healthy work-life balance. Some of the organizations are completely remote (they have no central office) whereas others have both on-site and remote employees. Common themes emphasized by multiple participants include: work-life separation through time (keeping clear working hours boundaries) and space (e.g., having a designated space for working in one's home), open and proactive communication, encouraging time off with leadership setting an example, and keeping a healthy level of social interaction through tools such as Slack. Also cross-posted to the Effective Altruism Forum at [1] (no comments there as of November 10, 2019) |
Roundtable: how can remote organizations effectively hire and onboard new employees? | 2019-09-28 | Cash Callaghan | Animal Charity Evaluators | The Humane League, Centre for Effective Altruism, Animal Equality, Rethink Charity, Animal Charity Evaluators, ProVeg International | Stephanie Frankle, Julia Wise, Antonia Vitale, Baxter Bullock, Leah Edgerton | General discussion of organizational practices | AI safety|Animal welfare | The blog post is a roundtable between people working in executive, operational, and community health roles at organizations in the animal welfare and effective altruism spaces. It is mainly focused on how organizations with remote employees can effectively hire and onboard new employees. Some of the organizations are completely remote (they have no central office) whereas others have both on-site and remote employees. Common themes emphasized by multiple participants include: using "culture add" and not just culture fit (to reduce risk of homogeneity), frequent check-ins, in-person meetings where feasible, and culture orientation for new employees (either an explicit orientation session, or through Slack and check-in meetings). |
Title | Publication date | Author | Publisher | Affected organizations | Affected people | Affected agendas | Notes |
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Organization | Number of people in common | List of people in common |
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Rethink Priorities | 6 | Ashley Zebro, Derek Shiller, Jacob Peacock, Romina Giel, Samara Mendez, Vicky Bond |
Mercy for Animals | 4 | Cecilia Valenza, Chris Liptrot, Neysa Colizzi, Zoë Sigle |
Animal Advocacy Careers | 3 | Alexandria Beck, Edie Bowles, Taylor Ford |
Effective Altruism Funds | 3 | Alexandria Beck, Mikaela Saccoccio, Zoë Sigle |
Animal Charity Evaluators | 2 | Andrea Gunn, Kalista Barter |
Mercy For Animals | 2 | Kristen Diederich, Kyle Fujisawa |
Rethink Charity | 1 | Kalista Barter |
Farmed Animal Funders | 1 | Mikaela Saccoccio |