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There were two @ncvo stories yesterday. Lunchtime @OliverReichardt proposed the recruitment should include a vote by members. @ThirdSector that evening reported on the EDI report the organisation has been working through since last year. We already knew it must have been shocking
because their public announcements of actions to address the findings set out how much there was to do. The story made clear, to me, this is historic and deep rooted in the culture. It also indicated, to me, that the pace of change is felt to be too slow by someone. Lasting
change does take time. The new chair and acting CEO have probably spent last night and today dealing with the fallout of the full horror, and it is horrendous, being made public. Alongside all that is going on with restructuring and redundancies. It's the people I have been
thinking about. Everyone that shared their story in confidence. Everyone that told stories of what they witnessed others going through, some of whom may have left the organisation recently or some time ago. I think about how past employees are feeling reading about what they
experienced, with no chance to prepare for that. It is a story we needed to hear but much as I might *want* to read the full report I don't *need* to if it risks exposing those affected to further trauma. NCVO knew they needed to find out what was happening, commissions the
report last year, publishing the timeline and being more open about the process and findings than any organisation I have done similar work for. When you hear individuals' stories they live with you, they change you and you have a duty to protect them. No one is all good or bad.
'Good' people do bad things. Bad systems support and perpetuate bad practice. Bullying, harassment and discrimination should not happen and never be tolerated but they often happen one 'isolated' incident at a time. We all have to change that system. Failure to address it becomes
complicity. #TellJane was introduced as a safe way to report bullying and harassment but I'm not sure it's being used widely enough. People stay in roles they love in situations they hate for many reasons, moving on shouldn't be the only option for those affected. We don't have
inclusion if our colleagues are afraid. This NCVO story should be a(nother) wake up call for every organisation. It's not just infrastructure. We can have honest conversations with respect and compassion - if we try. This is a moment for truth and reconciliation, with due
reparations in-between.
NCVO are about to start the recruitment for a new CEO and I beg them to put EDI at the heart of that process, as it should be at the heart of all products, services, policies and procedures. Do things differently this time to begin that culture change.
NCVO are about to start the recruitment for a new CEO and I beg them to put EDI at the heart of that process, as it should be at the heart of all products, services, policies and procedures. Do things differently this time to begin that culture change.
I will do what I can to support @PriyaSinghNCVO and @sarahvibert82 to make changes. Just as I support anyone affected to get a fair response and result.
