The international non-governmental organization (NGO) sector is entrenched in the same reckoning that the U.S. and countries worldwide are facing due to systemic and systematic issues of racism, sexism, and inequality. The sector has deep unlearning and reframing to do.

Guided by the principle of Do No Harm, InterAction strives to model the ethics it values as a mission-driven thought leader and standard-bearer to better integrate and promote a Diversity, Equity, and Inclusion (DEI) approach within the NGO sector.

Across the international development and humanitarian sectors, a consensus is growing that organizations must use an intersectional framework to challenge persistent inequalities and work in ways that are anti-racist and not based on colonial models of engagement. NGOs are now rightfully expected to understand that race, gender, sexual orientation, disability, religion, age, and class are each vast and complex identities that intersect across categories, cultures, and regions.

InterAction’s DEI approach moves its Members toward an intersectional framework that will lead to broad organizational changes related to localization, staffing, compensation, and representation, among others.

While global considerations are critically important to the framing of our work, InterAction’s DEI approach is also specific to the U.S. context in which our coalition comes together and where many of our Members are headquartered. In the current divided political climate, InterAction has increased awareness of the urgent call to promote anti-racism and racial equity here at home, where it impacts the lives of many of our staff, Member organizations, partners, and the community. As race and social justice remain principal concerns in the U.S., InterAction will continue to be a leader and ally standing against bigotry and racial violence that exist in our country.

Our coalition has a responsibility to maintain a culture of inclusion for its employees and the communities it serves worldwide. It is not always easy or comfortable to engage in DEI work, but InterAction can attest to the value of intentionally prioritizing and incorporating DEI principles. As an organization responsible to our own staff, InterAction elevated DEI through its staffing structure and hired a third-party consultant to benchmark staff diversity, conduct focus groups, and provide the organization with a detailed DEI Assessment Report. We are better for having gone through this intensive process and commit to continuing our internal work as a leader and an example for the sector.