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Climate change is increasing the likelihood and magnitude of disaster impacts. The nonprofit sector’s ability to address disaster survivors’ needs will become an increasingly important aspect of adapting to a changing climate. Disaster recovery also provides time for nonprofits to affect community resilience to future disasters and climate change. This article analyzes a unique phenomenon of the sector during disaster recovery: Long-term Recovery Groups. These groups are increasingly encouraged by government and national nonprofits, yet little academic research exists on them. We assess the existence and location of groups, their missions and tasks, and their legal structure. We find heterogeneity in structure and location but similarity in stated goals of addressing failures of government and private sector recovery practices. These groups emerge, as expected, in areas with disaster losses and in areas with slightly greater social vulnerability. Most groups, though, miss the opportunity to include climate change as part of their mission. 

Despite global commitments and efforts, a gender‐based division of paid and unpaid work persists. To identify how psychological factors, national policies, and the broader sociocultural context contribute to this inequality, we assessed parental‐leave intentions in young adults (18–30 years old) planning to have children (N = 13,942; 8,880 identified as women; 5,062 identified as men) across 37 countries that varied in parental‐leave policies and societal gender equality. In all countries, women intended to take longer leave than men. National parental‐leave policies and women's political representation partially explained cross‐national variations in the gender gap. Gender gaps in leave intentions were paradoxically larger in countries with more gender‐egalitarian parental‐leave policies (i.e., longer leave available to both fathers and mothers). Interestingly, this cross‐national variation in the gender gap was driven by cross‐national variations in women's (rather than men's) leave intentions. Financially generous leave and gender‐egalitarian policies (linked to men's higher uptake in prior research) were not associated with leave intentions in men. Rather, men's leave intentions were related to their individual gender attitudes. Leave intentions were inversely related to career ambitions. The potential for existing policies to foster gender equality in paid and unpaid work is discussed.