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Resources for Practical Implementation

Reports & Surveys

The following reports and surveys are from organizations highlighting many DEI focus areas that are covered in our Compact and are present in the international development/humanitarian community.

  • Bond Report: Bond U.K. released a report that explores the experiences of people of color working for U.K. international development organizations that are based both in the U.K. and overseas. Structural racism has played a big part in the limitations that people of color have experienced in the workplace and has also had influence over the uncomfortable experiences employees face from racist workplace culture. This report gave people of color the platform to voice their personal experiences of incidents in the workplace. Bond U.K. uses these findings to analyze and highlight the specific factors that have prevented people of color from getting jobs in the sector. Bond U.K. lays out recommendations ranging from the organizational level to the individual level in order for organizations to reevaluate and improve their diversity, equity, and inclusion efforts.
  • Time to Decolonise Aid: Time to Decolonise Aid is a report published by Peace Direct in collaboration with Adeso, the Alliance for Peacebuilding, and Women of Color Advancing Peace and Security. The findings and recommendations from this report come from a three-day online consultation where over 150 contributors discussed the issue of structural racism, exchanged experiences on the current power dynamics and imbalances within the humanitarian, development, and peacebuilding sector, and envisioned the benefits of a decolonized system. The current system is derived from a Westernized mindset that mirrors the relationships and structure of past colonial-era practices—which usually benefit the Global North and silence the knowledge and values of the Global South. This report clearly outlines how structural racism shows up in the sector and the recommendations that INGOs, donors, policymakers, and individuals within the sector can use to decolonize aid.
  • GISF Diversity Profiles: The Global Interagency Security Forum released a research paper aimed at better understanding the interplay between the different facets of an aid worker’s identity and how an organization can understand the security risks faced by staff. Directly targeting NGO staff who have roles focused on the security and wellbeing of other staff members (i.e., human resource specialists, senior managers, security focal points, and more), this research paper outlines examples of good practices and recommendations that organizations can use to improve the role of security staff while respecting staff member’s rights to privacy, equality, and non-discrimination. This paper emphasizes that aid organizations have a duty of care to take all reasonable measures to protect staff from foreseeable risks, including those that emerge due to an aid worker’s personal characteristics—for example, biological sex, gender, ethnicity, cognitive and physical ability, and sexual orientation.
  • BRIDGE Report: In March 2021, BRIDGE (Benchmarking Race, Inclusion, and Diversity in Global Engagement) released a survey—the first of its kind—to baseline diversity, equity, and inclusion at the organizational level across U.S.-based organizations in the international development and humanitarian sector. With the results from this survey, organizations are able to compare their own data to the industry benchmark and identify areas where efforts need to be focused.
  • The New Humanitarian Report on DEI: This report highlights the results from two questionnaires circulated by the New Humanitarian, which included questions regarding DEI within aid agencies and about the broader localization agenda. The response from management teams versus individual aid workers showed a vast difference in the policies and changes organizations claim to have made compared to the lack of action that individual workers report themselves. Using the results from the questionnaire, the article highlights how, despite the DEI policies put in place, racism has actively prevented employees of color from advancing or entering the sector. The article serves as a necessary call for organizations to reexamine the effectiveness of existing DEI efforts and make the necessary changes to improve relationships with staff and partners. Read the full results here.
  • Awake to Woke to Work: Building a Race Equity Culture: Equity in the Center highlights the need for racial equity and explores the social and institutional implications that structural racism has on the sector. The report stresses the importance of building a “Race Equity Culture” that proactively counteracts race inequity inside and outside the organization. Overall, the aim of this report is to help organizations build a foundation and culture within organizations that promote anti-racist mindsets and behaviors.
  • Inequality Kills: Oxfam International’s report outlines the impacts of economic inequality and extreme wealth on vulnerable populations. The gap that already exists between the rich and poor is only growing wider. This report highlights important statistics that prove that the top 1% are continuing to amass wealth as the rest of humanity—especially the most vulnerable—are pushed into deeper poverty. Lower- and middle-income countries continue to suffer from a lack of access to adequate healthcare, vaccines, food, and more. Moreover, the COVID-19 pandemic has only made these inequalities all the more apparent.
  • RINGO: Fostering Equitable North-South Civil Society Partnerships: The Re-imagining INGO (RINGO) initiative, created by Rights CoLab, is designed to reexamine the purpose, roles, and delivery mechanisms of INGOs and the impact on the global civil society ecosystem. This report was based on a survey conducted to capture views from NGOs in the Global South to identify, understand, and inform what is needed to better respond to the challenges of engaging with INGOs. The key findings of the survey show that the majority of surveyed civil society organizations (CSOs) do not find their relationships with INGOs beneficial to their operations. Using the voices of CSOs from the Global South, these results provide ideas and recommendations on how Global North-Global South NGO relationships and power dynamics should evolve.
  • IRC-Gender Based Violence Report: This report shows how survivors respond to gender-based violence case management services—specifically whether their feelings of stigma changed as a result of the intervention. The data comes from survivors who are affected by a humanitarian crisis, experience gender-based violence, and subsequently seek help despite the risks involved. Through the International Rescue Committee (IRC), this effort was funded and supported by Elrha’s Humanitarian Innovation Fund (HIF), a grant-making facility that improves outcomes for people affected by humanitarian crises by identifying, nurturing, and sharing more effective and scalable solutions.
  • IRC DEI Strategy: The newest DEI strategy created by the IRC’s DEI Team (with the help of IRC staff, leaders, and other individuals) focuses on actively shifting power to staff, clients, and partner organizations within the communities they serve. The strategy seeks to address the power concentrated within the IRC, the domination of Western culture, the unequal distribution of power, the lack of inclusive culture, and unequal access to information. The overall goal is to align this DEI strategy with IRC’s Gender Equity Unit’s efforts to break the cycle of systemic discrimination and implement a plan that strengthens the organization’s feminist commitments.

Compact Specific Topics

Advocacy

Anti-Blackness & Racism

Communications

Decolonizing Aid

Disability Access

Diversifying the Sector

Humanitarian Work

International Development

LGBTQIA+

Locally-Led Development and Localization

Mental Health and Well-being

NGO Operations

Operationalizing DEI in the U.S. v.s. Abroad

Sector-Specific Resources

Climate

Gender/Children & Youth

Funding/Budgeting

List of DEI Consultants, Trainers, Experts

 

Name Contact Current/Past Consulting Experiences For More Information
Aida Mariam Davis Email Internews –
Angela Bruce-Raeburn Email – LinkedIn
Atena Hensch Email The International Federation of Red Cross and Red Crescent Societies (IFRC) Hensch Consulting Website
Ayanna De’Vante Spencer Email – LinkedIn
Bridge Partners Email Congressional Hunger Center Bridge Partners Website
Chanda Daniels Email – LinkedIn
Dena Robinson Email – LinkedIn
Desiree Acholla Email – Decolonize Development
Didier Sylvain Email InterAction Didier Sylvain Website
Diversity Abroad Email World Learning Diversity Abroad Website
Dr. Alexandria White Email – ReBoot Accel
Dumiso Gatsha Email – LinkedIn
Friday Faraday Email – LinkedIn
Giovanna Adams Email – Alliance for Collaborative Equity
Hayvia Crawford Email – LinkedIn
Hello Collective Contact Form Americares Hello Collective Website
Inacent Saunders Email
Contact Form		 – Groundwork for Change
Itzbeth Menjivar Email InterAction
Global Health Corps (GHC)		 Bridge People.us
Jennifer Brown Contact Form – Jennifer Brown Consulting
Marlysa Gamblin Email InterAction
Bread for the World		 Marlysa Gamblin Website
Nika White Email InterAction Nika White Website
Patience Garton-Kristiansen (based in Oslo) Email – Hamba Consulting
Rhonda Khan Email – Simply Speech Solutions
Samra Ghermay Email – Wingo NYC
Selena Wilson Email Internews Decolonize Design Team
Sydnee Corriders Email – SrCorriders, LLC
Tawana Bhagwat Email IREX Organization At Its Best Website

 

Additional Resources

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