Help us spread the word about our new accelerator program in partnership with Chipotle

The last year exposed how fragile the U.S. food system is. In the west, farmers spent their summers fending off wildfires that threatened to destroy their land. The COVID-19 pandemic struck workers and disrupted national supply chains. And all across the country, the farming community reckoned with hard truths about its racist and exclusionary history.

Now is the time to take a fresh look at our food system and reimagine what it can be — technologically efficient, able to meet the demands of our growing population, and equitable for all farmers. In pursuit of this mission, we’re launching the Chipotle…


This is the third post in our series on Uncharted’s ongoing journey to be an anti racist organization. We’re taking intentional steps, but we’re also struggling, and the goal of this series is to provide a behind-the-scenes look into questions we’re asking, the progress we’re making, and the challenges we’re facing. This week, we’re focusing on the topic of hiring and how it intersects with our anti racist work.

In this post, we are going to get into the nitty gritty of our hiring practices. We’ll outline our current metrics, what has worked, what hasn’t worked, reflections, and questions we’d…

There is something powerful about having someone from outside your organization become deeply embedded for a season. Through fresh eyes, sometimes an outsider can help put language to things that have been going on for a while, which your internal team hasn’t been able to name. This happened to our team last month when our DEI consultant, Erin Yoshimura (of Empowerful Changes), called us nice. Nice doesn’t sound so bad, but in the context of our DEI work, being nice maybe isn’t the greatest thing to be.

There’s an underlying sense of politeness, agreeableness, and ultimately, pleasantness to niceness, which…

Thanks for tuning back in. In this post, we’ll be diving into inclusion — what we’re doing well, the challenges we’ve encountered, and what we’re learning.

Unlike some other aspects of our journey to become more antiracist, which are brand new and profoundly challenging, inclusion is an area we feel slightly more comfortable with, though we still have plenty of room for growth and numerous experiences we can point to where we could have and must do better.

Definitions and goals

We’re a people-first organization, which you’ll see reflected in our values, programs, and culture. This is inclusion: the sense of community we…

Uncharted is taking intentional steps to become a more antiracist organization. This work is foundational for our organization and personal for our team. We are determined to rise to the responsibility and role we have to fight systems of oppression, but we are also struggling. This work is complex, nuanced, and slow. There have been times when we haven’t known what to do. So in an effort to ask for help and transparently share our journey, we wanted to create a series of posts that show the behind-the-scenes challenges we’re facing, the progress we’re making, and the questions we’re asking.

This article was written by Uncharted CEO Banks Benitez.

Two weeks ago, we announced that we’re moving to a 4-day workweek as an Uncharted company policy. Today, we’re sharing how we designed, prepared, and continuously optimized to make this work. We’ll also share mistakes and recommendations for others who might be considering alternatives to traditional workweeks.


We had read about the merits of a 4-day workweek (see the assembled resources and articles in this document), but we didn’t want to adopt the 4-day workweek as immediate company policy. …

This article was co-authored by Uncharted CEO Banks Benitez and Coeffect Principal Consultant Paul Collier.

At the beginning of the summer, we launched an experiment to try out a 4-day workweek. Everyone’s salary stayed the same, but our team worked 32 hours every week between June 1st and August 28th, taking every Friday off (This was not four 10-hour days. This was four eight-hour days.).

The experiment tested the hypothesis that we can deliver 100% of the work at 80% of the time, while increasing team mental health, reducing team stress, and maintaining team culture and cohesion.

Based on the…

How to talk about our third annual accelerator program for nonprofits using mobile tech to serve their communities

Today, more than ever, nonprofit startups are finding creative new ways to create impact remotely. Many forward-thinking organizations are turning to mobile technology to disseminate information, resources, and opportunities to their beneficiaries, but bringing their operations online requires complex technical knowledge and guidance. Enter Visible Connect, a virtual accelerator program in a renewed partnership with Visible, a digital phone service. Over the course of 9-months, we’ll provide a cohort of six nonprofits with philanthropic capital, technical support, ongoing mentorship, funder introductions, and other support to help them scale.

Why mobile tech?

Our phones are at the heart of what we do, connecting us…

Written by Banks Benitez, CEO of Uncharted

Uncharted is two months into its 4-day workweek experiment over the summer. In collaboration with Coeffect, the purpose of the experiment is to learn whether fewer hours in the office improve employee happiness and productivity. If you’re starting to follow along, be sure to read about this experiment’s origin, our update from last month, and the article Fast Company wrote about us.

We have one month to go before deciding whether or not the data tells us to implement 32-hour workweeks going forward. …

An open notebook and laptop computer on a desk.
An open notebook and laptop computer on a desk.

Uncharted is one month into our 4-day workweek experiment, which you can learn more about in this Medium post and Fast Company article.

The purpose of this post is to provide an update on our progress. To help us evaluate the 4-day workweek experiment, we’ve hired Coeffect, a third-party evaluator. Some of the data and insights below come from them, and the rest is from internal conversations with the team.

What we’ve done since June 1st

  • Rescheduled our Friday commitments.
  • Implemented 4 hours of meeting-free “deep work” time on Tuesdays and Wednesdays to focus on completing weekly goals.
  • Communicated proactively with our partners and external stakeholders…


We're charting the course from impossible to possible. (formerly Unreasonable Institute)

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