How do we establish common direction and clear division of tasks in an NGO?

"Through an inclusive process, we have had important conversations within the leadership, among employees, and volunteers, which has contributed to strengthening our shared narrative. We wouldn't hesitate to recommend ReSearch Humanity to others." - Amma Asare-Nyako, Secretary General at Sabaah

CHALLENGE

Sabaah advocates for the rights and opportunities of ethnic minority LGBT+ individuals in Denmark. The organization reached out to ReSearch Humanity seeking assistance in systematizing and establishing a clear direction for their work.

Specifically, they sought help in further developing their organizational strategy and ensuring clearer division of tasks between the secretariat and the board.

APPROACH

In the process of creating a clear direction and clearer division of tasks, we collaborated with Sabaah over two sessions or workshops, each lasting respectively half a day and a full day.

One workshop involved the board, the secretary general, and the executive director in Aarhus. Here, we focused particularly on the overall direction for the organization and strengthened collaboration between the board and the secretariat by reimagining the division of tasks.

Another workshop involved employees, volunteers, and the board. Here, we worked through the strategic objectives, prioritized between areas of focus, and operationalized them.

By involving all layers of the organization, we effectively work on development and ensure that ownership of the strategic direction isn't solely vested in the leadership. We ensure broad organizational consensus, and with our external perspective, we can identify the social and work-related dynamics that the group may be entrenched in.

We ensure to create a space that accommodates everyone. Opponents of certain ideas or the general direction also participate in developing the strategy. Often, opponents end up becoming active collaborators, thereby helping the group find common ground. This results in a strategy deeply rooted within the organization, leading to happy participants who can more easily find common ground in the future.

OUTCOME

Throughout the process, Sabaah has achieved greater consensus and unity within the organization. They have established a clear division of work between the board and the secretariat. In this regard, the secretariat has gained more autonomy in their daily tasks, and board members have taken ownership of specific areas of work. This will help the organization work more efficiently in the future and make the most of the resources available to them.

"I learned a lot about Sabaah as an organization today. Thanks for an exciting workshop." - Workshop participant

Several participants describe afterward that the process has given them "hope" for the organization's future and further work. Volunteers have also learned more about the organization and gained new energy to continue working with the target group.

"I was energized and inspired by all the great inputs and ambitions and by the super cool facilitation." - Workshop participant

In this case, Sabaah has achieved both a clearer structure and division of their work, laid out a two-year strategy, and specified tasks accordingly. Additionally, they have gained insights into methods for facilitation and strategy development that they can utilize in their ongoing work.

"We have experienced a high level of professionalism and an understanding of the context in which we operate. It has made us feel safe and supported in the process." - Amma Asare-Nyako, Secretary General at Sabaah

Developing a strategy with involvement and co-creation across the organization requires specialized facilitation and can contribute to creating a shared narrative, ownership, and less friction within the organization.

Do you need help developing a strategy that is widely anchored in your organization and based on current challenges for your work? Reach out to us, and let's see if we are the right partner for you.

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How can we understand gender-based wage inequality among actors?

"ReSearch Humanity and Kurana have both provided us with a clear understanding of the causes behind gendered wage disparities among actors and contributed a direction for how we can work towards creating more equitable conditions" - Christine Vestergård Hüttel, Deputy Director of the Danish Actors' Association

Challenge

For several years, the Danish Actors' Association has documented wage inequality between women and men in the industry. To gain a better understanding of why this inequality persists, they collaborated with Kurana and ReSearch Humanity to conduct an in-depth problem analysis.

Approach

A thorough problem analysis is an essential part of socially sustainable solutions. If we do not understand the challenge, we may end up addressing symptoms instead of tackling the root problem.To work on solutions with lasting effects, we must understand the underlying structures that the problem expresses. Therefore, ReSearch Humanity and Kurana have focused on exposing the logics and norms dominant when actors and musical performers are considered for jobs, negotiate salaries, and engage in discussions about wages in the workplace. These norms create specific gendered rules of the game, resulting in differences in wage and career development for actors. This is evident when men negotiating salaries have more leeway than women, who are more likely to consider collective consequences and may face threats of job loss if they do not accept the offered salary.

The analysis relies on a combination of quantitative and qualitative methods, including a survey and interviews with both actors and industry stakeholders such as directors, producers, and agents. These methods provide a unique insight into the extent of gender differences and lived experiences, including salary negotiations, network utilization, and wage discussions in the workplace. An inclusive approach has been employed, with the Danish Actors' Association actively contributing to the study's development

"Throughout the project, there has been an ongoing dialogue where we have adjusted the direction along the way. We have been pleased to follow and contribute to the work that Kurana and ReSearch Humanity have carried out" - Michael Oxfeldt, Project and Communications Coordinator at the Danish Actors' Association

Result

With this study, the Danish Actors' Association has gained a deeper understanding of a complex problem fundamental to its members. Additionally, ReSearch Humanity and Kurana have formulated recommendations on how the Danish Actors' Association can strengthen its gender equality efforts.

The full report can be found here.

“This is a highly useful study for us as it clearly demonstrates how genders encounter different expectations and rules when negotiating wages. We hope that this can be the starting point for us, collectively across TV, film, and performing arts, to ensure more equal conditions across genders” - Benjamin Boe Rasmussen, Chairperson of the Danish Actors' Association

Are you curious about our methods? Or do you need assistance in understanding a challenge in depth? Contact us on the button below.

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How do we create a research environment that promotes inclusion?

"We didn't know where to start. It was the absolutely right decision to involve you. The quality, facilitation, follow-up, engagement, and asking the right questions were things we couldn't have achieved on our own." - Head of Institute, ECE, Aarhus University, Mikael Bergholz Knudsen

CHALLENGE The Department of Electrical and Computer Engineering at Aarhus University faced a challenge with low gender diversity within the department and encountered difficulties in retaining and recruiting female faculty members. They sought to gain more insights into the challenge and develop concrete measures to create a more inclusive environment.

Like many other STEM research environments, the department experienced a decline in the representation of women throughout the research pipeline, particularly at the Ph.D. level.

The primary challenge revolved around how to attract and retain female researchers. Additionally, the department aimed to establish a more inclusive and secure working environment for all employees.

The department recognized that addressing this challenge required comprehensive change, and they were prepared to work towards a cultural shift across the entire institute.

APPROACH The project's key approach is the co-creation of knowledge, strategy, and solutions. This means that both students and staff have been involved throughout the entire process. They have contributed knowledge, developed strategies, created new procedures, and designed training to establish a safe space for everyone, where discrimination and inappropriate behavior are taken seriously.

"The training sessions have been highly engaging, providing us with a greater sense of ownership in the inclusive work we carry out in the department"

- Participant in training and development program

All aspects of this collaboration have involved various stakeholders with different perspectives on the challenge.

Involving diverse stakeholders is crucial for viewing challenges and potentials from different angles. It provides a more accurate understanding of the problem and increases the resilience of the solutions. Additionally, it is advantageous for creating ownership widely within the organization. This ensures that employees are motivated to continue the work on inclusion.

"The institute has truly managed to do comprehensive work that has significant potential to change the culture. Their open approach and willingness to engage have had a decisive impact." - Development Consultant, ReSearch Humanity, Karoline Barkvoll Holstad

RESULTS In collaboration with the Department of Electrical and Computer Engineering at Aarhus University, we have created a fundamental understanding of the challenges women may face in their study and work environment. We have provided the department with tools to improve their working environment and involved them in the development, enabling them to take ownership of the inclusion work. It has become easier, more transparent, and safe to discuss challenges and inappropriate behavior.

"Cultural change is truly complex - even though we all want it. However, the fact that we have now taken some small and very concrete actions gives us a good starting point to continue the work, so we can achieve a more inclusive culture"

- Participant in training and development program

The Department of Electrical and Computer Engineering at Aarhus University has made significant progress in the work on inclusion and gender equality. The key results so far include:

• A new reporting procedure developed by the employees themselves with a focus on safety and early reporting.

• Comprehensive knowledge about inclusion challenges for the department.

• Development of concrete change initiatives and an action plan for further work.

• An environment attentive to excluding structures and habits.

• Understanding of an inclusive work culture among staff.

Creating an inclusive culture and structure is an ongoing process that does not end with this initiative. The department hires new staff and discovers new challenges. They now have the tools to address these challenges themselves, and we are ready with more knowledge to assist them in facilitation. The department is looking at task assignments for employees, exploring new forms of collaboration among researchers, and reevaluating recruitment methods for fairness and advantage.

At ReSearch Humanity, we create long-term change. We can assist with analysis, development, and ensuring that all staff or volunteers take ownership of the work to solve the problem. We help with challenges related to inclusion, as well as other complex issues.

If you are facing a challenge or change that requires the involvement of the entire team, reach out, and let's explore whether we are the right collaborative partner for you.

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