Looking to the future: people and culture in the charity sector
This interview originally featured in NCVO's Looking to the Future Blog, August 2019
When you look to the future, what worries you most? But most importantly, what are you optimistic about?
Climate crisis. The rise of fascism. The rolling back of women’s rights. It’s a pretty bleak time. And I’m not convinced that our sector is being radical or strategic enough to affect the systems change we actually need. Our current model and ways of working are going to become obsolete. That said, I am optimistic about movements like Extinction Rebellion (for all its flaws) and School Strike for Climate as well as organisations like Bloody Good Period). Call me naive, but it feels like there is an inevitable dismantling of traditional power structures – at least in our sector – on the horizon and for me, this will only increase our chances of effecting real change in the world.
Are current approaches to diversity in the sector working?
It’s positive that these conversations are happening and that high-profile institutions in particular are putting diversity and inclusion front and centre. That said, while I think most approaches in the sector are coming from a very genuine place of wanting to effect change, I feel there is a woeful lack of education and ambition across the sector as a whole.
We’re dealing with the continuing legacy of an old-fashioned notion of charity that’s not rooted in empowerment. Look at the white saviour critiques of some international development. This correlates with our whiteness as a sector and with assumptions about gender roles reflected in our disproportionately female workforce. This doesn’t necessarily mean that individual intentions aren’t good but I don’t think we can ignore these factors.
Leaders in our sector need to invest in educating themselves on these issues and not in a tokenistic way. They need to tackle their own discomfort and vulnerability in talking about their biases and the advantages they may have had in life which others haven’t.
What practical support is needed to help organisations change their approach to diversity?
My advice to charity leaders would be this: hire experts who are at the forefront of this work, genuinely engage with people who have lived experience, don’t be afraid to relinquish some of your power, be radical and stop worrying about offending people whose views are stuck in the past and instead choose your values and stick to them.
Experiences of working in the voluntary sector aren’t always positive and there has been a lot of discussion about creating safe and tolerant workplaces. What do you think this looks like in practice?
We mustn’t put the onus on staff who are facing harassment or discrimination to be the drivers of change. It’s up to those who don’t face this to be making sure that our organisations are inclusive.
Does the culture of charities need to change to ensure it is fit for the future? If so, how?
If I could wish for one thing it would be that we stop seeing ourselves as the good guys.
Of course we should believe in the work we do, but I think this really holds us back from making difficult decisions or taking stances which might not please everyone, being diligent about what’s going on in our own organisations, and owning and being transparent about our mistakes.