When healthy food costs more, takes longer to prepare, and is harder to find, the burden can't rest on parents alone. We explore what family support organizations and early childhood centers are doing to step up as partners in nutritional equity, from two-generation cooking classes to school meal advocacy.

"Real food is elitist" sounds compassionate, but look closer. BSF CEO Kathryn Leigh Goetz challenges the assumption that low-income families can't prioritize nourishment, and makes the case that true equity means both upgrading systems and honoring every family's agency.

Not long ago, cooking wasn’t a hobby; it was a basic human skill. BSF CEO Kathryn Leigh Goetz traces how we lost that art, what replaced it, and why reclaiming the kitchen may be one of the most important things families can do for their children's health and future.

"I'm going to have to eat vegetables for the rest of my life?!" A ten-year-old's horror at a few microgreens on a sandwich turns out to be a window into how the food industry captured children's palates, and what it will take to win them back.

The most intimate house we inhabit is the body and what we feed our children shapes that house daily. BSF CEO Kathryn Leigh Goetz draws on an inherited pocket Bible, a cancer diagnosis, and modern food science to make the case that snacks are not just treats. They are small, repeated acts of protection.

When BSF CEO Kathryn Leigh Goetz received a breast cancer diagnosis, the principles she'd spent decades teaching families became deeply personal. Here, she reflects on what a serious illness reveals about how we nourish ourselves and why small, loving changes around the kitchen table can be among the most powerful acts of resilience a family can take.

As an executive director (ED) of a non-profit, building a strong, collaborative relationship with your board of directors is crucial. Many EDs hesitate to communicate openly with their board due to fear of a perceived power differential, but it's essential to remember that while you report to them, no one else does. You are in charge of your staff and operations. If you’re doing your job well, the board will respect and support your leadership. They are looking to you to lead and to structure their role so that they can make a meaningful contribution without it taking too much of their time and energy (they are volunteers which means they generally have lots of other obligations! and this is important to remember as it works in your favor.)

In this blog series, I’ve spoken about my commitment to racial equity and undoing the damage systemic racism has caused all of us. I’ve called out performative allyship, stressing that authentic engagement must come from gut-level and heart-level understanding, born of personal experiences that reveal the real benefits of DEI work. One question that lingers, even if unvoiced, is: Why? As a white person, even my own mother once asked me, “Why don’t you like white people? Why don’t you seem to trust people like you?”

While gender is increasingly understood as a spectrum and social construct, the binary framework of masculinity and femininity remains deeply embedded in cultural norms. Traditionally masculine qualities—such as assertiveness, competitiveness, and decisiveness—continue to dominate perceptions of effective leadership. However, these qualities alone are insufficient for the complex challenges of modern leadership, making it essential to examine the shadow and light of both masculine and feminine traits.