Frequently Asked Questions

The Emerging Leader Fellowship lasts for two years. The 2021-2023 Emerging Leader Fellowships will begin on September 1, 2021 and continue through August 31, 2023.

Stoneleigh has supported nearly 40 Emerging Leader Fellows to launch their careers. To get a fuller picture of the Fellowship’s impact, here’s testimonials from four recent Fellows.

The Emerging Leader Fellowships are for early career professionals. Emerging Leaders typically possess a deep commitment to social justice; are proactive, organized problem-solvers; and are poised to become leaders in their fields.

The specific skills and experiences required vary by project, and are noted in each Fellowship announcement (e.g., research skills, organizing experience).

We strongly encourage a diverse pool of candidates to apply, including women, people of color, people who identify as LGBTQ, people with disabilities, and people who have lived experienced of housing insecurity, and/or system involvement. We invite candidates to include in their cover letters a statement about how their unique backgrounds and experiences might contribute to their perspectives on and Fellowship’s execution.

The Fellowship award goes directly to the host organization and includes funds for the Fellow’s salary, benefits, and taxes. Salary is $60,000 in Year 1, with a 3% increase in Year 2. Stoneleigh also provides up to $2,500 for professional development expenses annually. All final budgets are approved by Stoneleigh.

Stoneleigh provides monthly programming for the Emerging Leaders, including skill building, networking and leadership development sessions. Stoneleigh regularly gathers its full network Fellows and alumni a few times annually.

Stoneleigh provides Fellows with the connections and exposure to advance their project goals and promote their professional development. We intentionally foster a sense of community among our current and former Fellows and provide opportunities to exchange ideas across disciplines and focus areas. We also offer opportunities to disseminate findings to other funders and influencers, both locally and nationally.

Emerging Leader Fellow supervisors play a unique and critical role. They not only directly oversee the Fellow’s work, but also serve as mentors and provide connections to professional development opportunities. Specifically, supervisors are expected to:

  • Collaborate with the Fellow to develop a work plan and support project implementation
  • Meet regularly with the Fellow to supervise the project and provide mentorship
  • Support the Fellow’s professional development and identify opportunities to build leadership skills
  • Work with the Fellow to finalize project deliverables, identify opportunities to share findings, and support the project’s overall impact and sustainability

We closely examine the capacity of each proposed supervisor to fulfill these obligations through detailed questions in the project proposal and an in-person interview.

The Emerging Leader Fellowship is intended to provide individuals with the opportunity to lead a project and gain valuable hands-on experience. Unlike a staff position, which includes day-to-day tasks related to the ongoing operations of an organization, a Fellowship is a focused project with discrete goals. Furthermore, opportunities for professional development are built into project goals and pursued throughout the Fellowship. These opportunities may include attending conferences, presenting, and networking with leaders in the field.

While we do not have a set number of awards, we awarded 5 Fellowships for the 2019-2021 Emerging Leader Fellow cohort.

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