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This week’s dilemma
Dear NGO agony aunts,
Lately I’ve been in the situation where the INGO [international non-governmental organisation] I work for is trying to get rid of me from the mission. I am wondering if there is a regulatory body for international NGOs where I can complain about racism, nepotism and bullying happening now? Is there a regulatory body of NGO activities? After discussing with friends I feel hopeless because it is happening in many settings and many organisations. I feel somehow that there are no rules for them and they can do whatever they want. You may ask why this is happening – I think maybe it’s because I voice the problems I think the INGO has in terms of security, and drinking alcohol openly in a conflict zone in an Islamic country etc. How can NGOs be held to account for their behaviour towards us, humanitarian aid workers?
‘My first point of call would be speaking to your staff representative’
Kate Denman, training coordinator, RedR
Well done for speaking up and voicing your concerns, it’s a difficult thing to do. You should be entitled to a staff representative that can raise issues for you anonymously, and help with ways to deal with any discrimination. A large INGO should have clear grievance procedures available to everyone. And check if there is any counselling service available to you as field staff, many organisations offer it for free with a call up service for those working remotely.
If you have concerns that standards are not being met this should be addressed with the appropriate people in the organisation. Start by speaking to your staff representative, failing that your line manager. If you feel neither of those are possible, look into the correct procedures for making a formal complaint. Racism, nepotism and bullying is not acceptable on any mission. We are accountable to the beneficiaries and to ourselves as NGOS, INGOs, and individual aid workers. As we move forward as a sector we need to really work on this standard as, unfortunately, it is a complaint we hear far too often.
‘Log all the incidents that are concerning you – and read up on organisational policy’
Lucy Heaven Taylor, accountability specialist
The first place to start is within your organisation; you could go up the management line, or contact regional or headquarters HR with your concerns. Log all the incidents that are concerning you – and find out if the INGO has policies on bullying or harassment. These policies might also contain definitions that will help you to unpick exactly what it is you are dealing with. What is the formal procedure for raising complaints? Most INGOs should also have a disclosure of malpractice, or whistleblowing policy that protects complainants.
There is no one regulatory body that covers all INGOs; most instead sign up to voluntary codes of practice such as the CHS Alliance’s Core Humanitarian Standard, which commits them to certain standards. Is the INGO you work for headquartered in the UK? If so, they are regulated by the Charity Commission, who deal with complaints against UK-registered NGOs. If not, it is worth checking if there are any similar regulatory bodies where your employer is based. Good luck!
‘This problem is prevalent and, sadly, widely accepted’
Maia Gedde, author of Working in International Development and Humanitarian Assistance: a career guide
Begin by checking your contract to see which country’s law is said to be applicable. You can, like any employee, launch a complaint using the labour law specified in your contract, subject to the courts in that country having jurisdiction to hear your claim.
On the wider issues regarding the juxtaposition of humanitarian workers and the situation of local people and their culture, this is indeed a problem which is prevalent and, sadly, widely accepted. Numerous people I interviewed for my book brought up the stereotypical thrill-seeking or veteran humanitarian who drinks hard and plays hard. Everyone needs to find coping mechanisms in these difficult circumstances, and alcohol is a common vice.
At the same time the composition of teams is important as you spend all your time with those people during a humanitarian mission. If one person doesn’t fit in, it can negatively affect the whole team. Changing the whole system will be hard, but for your future missions find out who the team is comprised of, that they share your values, or check what the NGO policies are on alcohol and respecting local culture so that you can find a good fit.
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