Open Letter to Senior Management and Colleagues in MSF: Beyond Words to Anti-Racist Action
Personal reflections and messages of support are uploaded manually throughout the day - if you don’t see your message, check back in a couple of hours.
For the purpose of this forum, accusations against particular individuals will not be posted here. If you are concerned about the behaviour of a member of staff, or an abuse of power, please consider engaging MSF's internal complaints / responsible behaviour mechanisms.
Personal reflections and messages:
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(1) Thank you for this. I have often obeserved this. It's much worse if you are young black and experienced, in the projects they always consider you as a poor young black person who is probably a 1st missioner so your contributions to the project are never taken seriously. Whereas if someone is white even if they have no experience, they are taken more serious than you.
You are likely come to an end of your mission without achieving your goals. You will return home with your knowledge and experience not having put them into practice because no one ever bothered to listen to your contributions.
This has been going on for a while. I appreciate the values that MSF have put on paper but practically nothing has been done about racism so far. Instead, it has been normalised into our system.
More reflections need to be done by MSF.
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(2) The fact that I’m not entirely comfortable openly signing this letter (with which I wholeheartedly agree) is a sign of the impact of systemic racism I have witnessed in our organisation. I see people who are openly racist hired again and again whilst anti-racists feel they cannot openly be so without fear partly due also to the precarious work conditions we find ourselves in. I cringe every time I witness white saviour attitudes in my work place, and don’t let me get started on the causal sexism homophobia ableism. I shouldn’t have to cross my fingers and hope for the best when accepting a contract.
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(3) I believe the black race are more stigmatised and seen as second class when it comes to decision or contribution in the team
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(4) It would be interesting to see this motion clearly stating what is the benchmark. Is it all non-white (define white, is it American definition, is it British or?), is it by skin color, country of birth, country of parents origin, nationality, ethinicity. Then we can start putting proper benchmarks, otherwise this risks to be a anti-whites rally, when it should rather be to defer from a white majority holding power.
If we really want change than we would need to change the whole MSF mentality of emergencies of knowing better than local populations about their context and what they need...that isn’t not about “colonialist” mentality per se, that is economic power dynamics that is part of human race since >10000 years. By giving the perception that all white colleagues are colonialists this risks to become a very unproductive debate, so let’s first define what is we want exactly (country of birth etc etc).
In short: I’m very happy we finally breaking the institutional taboo and do hope that the many racist complains from the past are reopened and we take this even more seriously than the responsible behavior topic (though should be handled as very distinct matters).
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(5) I enjoyed working with many individuals and admired the mission of MSF, but it became increasingly apparent to me that it wasn’t a conducive environment for someone like me. So, I resigned in December 2019. During my time as the MSF-USA Executive Assistant and Diversity, Equity and Inclusion (DEI) Council Co-Chair, I witnessed and/or personally experienced gaslighting, silencing, dismissiveness, accusations of being divisive and not focusing on the social mission, and offensive or discriminatory language by individuals throughout all levels of the organization, including but not limited to senior management and the Board. To witness or experience these things is always disappointing and frustrating, and seeing it at some of the highest levels of MSF makes me question the organization’s commitment to equity and justice for patients or employees. Employees informally and in confidence shared with me their grievances about diversity, equity and inclusion related matters at MSF, and expressed concerns for speaking up. Speaking truth to power, and demanding transparency, accountability and change can be extremely challenging and risky. What I’ve found to be even more challenging is to continue to witness and/or experience injustices, and not see a sense of urgency and meaningful progress toward equity and justice for the patients and employees of MSF.
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(6) It's very bad at project level depending on who is in the management team
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(7) Please take this plan onboard. We don’t need another statement, we need an announcement that you’re beginning radical action and we need to see the radical action (outlined clearly in this open letter) happening. Don’t let it drop when the subject is out of the news headlines. Stay the course. Show the majority of our workforce, the ones who keep this organisation running, that their lives matter and are valued!
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(8) I have never been in such a segregated space as working in Juba with MSF. It felt like a caste system. I was appalled.
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(9) I do agree and thank you for this. Racism surely exists in our beloved MSF and it shows almost everywhere. It’s high time we stand against the sheer claws of racism and start to gel as one.
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(10) MSF, despite being a great organisation, still has issues pertaining to any other company, such as inherent racism. Without a concerted effort by members of MSF, we will never move forward. As a person of colour, I can definitely feel that I have been treated differently in MSF circles and conversations with other team members has revealed the similar concerns. Let us all work hard on correcting this systematic racism so we all may feel equal, even in the tough work that we do.
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(11) I personally think a lot of people enjoy working with MSF besides race and all mainly because majority of interventions/projects in a lot of countries are quite appropriate and are direct to the most needy-thats a fact ( with a few exceptions ). However the idea that in some of these countries where work especially African countries, there is no room for people to contribute to MSF financially or give back to MSF, I find it very difficult to understand. I am talking of donating money to the organisation. I feel this is how in most cases we end up with some inequalities or rather it gives people in the West mostly white power over their Asian and African colleagues( mostly Africans) .
Quite often in the field, people are reminded that, " my grandmother is a regular donor that's why MSF exists". Some of the comments are even insulting , often reflecting that the beneficiaries and African staff are at the mercy of Western people. And I often feel terrible bout this.
Additionally I believe there is no country which is immune to corruption- my point here is that you often here that some countries do not have the donor platforms because of " poor governance" or country X has a history of corruption internationally. I don't think this is the reason as MSF we should not be able to reach out to ordinary citizens . Just recently on the covid 19 donations page. I tried to access it and a message continually popped up saying this country is not accepted ( can't remember the specific message ). I thought to myself that everyone is affected by Covid and a lot of people worldwide want to help.And I don't know what was the point of restricting some countries.
I think this is an opportunity for the organisation to accept that there are some things which are not right or a culture which is not right and which affects the perception of MSF especially amongst its own staff.
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(12) I remember vividly well how IGA reps were de whipped to make the USA motion face friendly as the complain was dubbed..''shooting ourselves at the foot'' and yes the face was saved.But what has been done 3 years down the line ? The heart has continued to bleed as the face smiles.A boil whose time has come cannot be suppressed anymore.Change the fundraising policies to allow equity so as to bring to an end the famous..''this is my grandmother's money'' menace in the field.Change the recruitment policies which pushes local staffs with 10 to 20 years experience to be supervised by fresh graduates from college in the name of maitaining donors interests.
MSF is what we make of it.
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(13) Intersections of systemic oppression are real. Black and IPoC who are queer, disabled or female are an order of magnitude more likely to be hurt by the system. Msf must acknowledge this and change.
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(14) I wish to underscore a quote from the message from Christos Christou and Samuel Bumicho: "We need to listen to those who are on the receiving end of discrimination and take bold action." For all those tempted to dismiss the content of this petition as too radical or not reflecting the reality or character of MSF as *you* know it, please be open to hearing and affirming the experiences of people whose experiences and reality are different from yours.
Also, for those tempted to tie this issue merely to what is now happening in the US, as has been reflected in various statements and conversations I have observed recently: Anti-racism is a global struggle. For many intersecting reasons, including but not limited to the death of George Floyd, we now find ourselves in a historical moment with a unique opportunity. Let us not squander it.
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(15) The sad reality of racism in MSF, is glaring for all to see, but very few want to see it. Racism unfortunately has been entrenched in the foundation of humanitarianism, and it has informed the nature of interventions, staff growth, fundraising, and how MSF relates with beneficiaries and donors. If MSF is to remain relevant in the next decade, we need to stamp out racism and white supremacy in every form, by owning up to it, do away with the colonial mindset, and give an equal voice to people of every race or Creed.
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(16) Hi there, great effort and I'll for it. I would add as an extra point the eed of accountability at higher levels and mechanism to enforce that. Either an independent ombudsman or allocate to the Association GAs the evaluation of accountability for the the management. Let's not forget that "dialogue is in favor of the perpetrator", so we would have to make sure that there is accountability and justice before entering into a dialogue. No one of us would enter into a dialogue with his/her perpetrator if the latter wouldn't -at least- accept that he/she personally exercised violence against us; would we?
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(17) This is so true and a very good number can attest to it. It sometimes looks as if racism is a core value of MSF despite saying otherwise on paper.
We see white supremacy in recruitment making us seem incompetent.
National staff remain in a particular level from entry to termination of contract and any opportunity for growth is quashed.
Personal development is only for selected few.
Not only does our opinions, ideas and experience not matter, we marvel at the way inexperienced whites claim to train those who are obviously more experienced.
Situations where ideas coming from you is used by some other person without acknowledging you as either a contributor or actual owner of these ideas.
The greatest of this is fear! Fear of being victimised, fear of being blacklisted, which is what I feel as i type right now. But in the end we still have to voice out. Thank you for this opportunity..
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(18) This (open letter to senior management) would have been just another impotent statement to me if I didnt see yesterday's genuine and courageous letter by MSF president about this issue. It is promising that institutional bias are recognized at that level of position and transparency.
I consider my self lucky and proud for working in MSF for all of its great humanaterian deeds that communities are always grateful for. MSF's intent of solidarity with the forgotten, neglected and needy people is my favourite thing working in MSF. All of my proud and great attachment to MSF, nevertheless, at times suffers from acts of racism and turns in to helplessness and emptiness.The institutional system which is a bare reflection of the out side world has no significant change in MSF when it comes to white supermacy. I saw a white person who has no experience on the subject matter was sent to Africa as an expert with the impression that he would do the job anyway because he is atleast from the modern world. This is a disgrace, unproffesional and an affront to the colored people thire who has all the competencies but made to desprately wait a white man to be told how to do the job they knew better. This is just one simple example, the list could go on...
Experiencing such and other incidents realy made my self, as a coloured person, felt down followed by a question does realy I count here? A climate has been established long ago sprawled through time where white is a synonym for expertise, positive, can-do-all, righteous, and deserving. This however doesn't cloud the efforts of all those white men and women who are conscious of racial bias and do thire share to fight institutional discrmination. Nither the above facts undermine white people who are not activily fighting the problem but at least do understand the concerns of colour people. Nor the system doesnt define white people who are just victims of the long established white supermacy who solely found themselves in the middle of society of privileged society/system and cant do anything about it other than only restricting themselves not to aggravate the problem.
Putting this problem in my current perspective, I say to myself, yes we can tackle it. Because, I have great sense that MSF will revolutionize it self and come out as better as it had done in many of its historical milestones. I trust our true humanitarian personnel who selflessly stood to save lives in different ranks and fields also now stood here in unity against racism. I am confident our white colleagues understands the problem and do not consider the movement as a tarit stripping away thire rights and belongings; rather they consider this as a struggle to extend SAME opportunities for other races.
Then, what shall we do next?
First, Terminologies and meanings: lets establish a common understanding of the problem amoung all people on the appropriate terminologies of the issue what racism is and is not.
Second, as we were in the spirit solidarity against our historical challenges, now again lets make sure we stand undivided in the processes of bringing down the acts of racism in our institutions.
Third, we have to be CONSISTENT in our action in respecting our commitment towards a creating an organization of diversity.
Four, put in place a checking mechanism to ensure we are really moving forwared in this pathway.
Fifth, empower filed workers to stimulate thire leadership capacity and growth.
Thank you!
A diversified MSF for the better of our patients, staff, and donurs.
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(19) Racism does exist in MSF, as sad as this may sound. It is present in everyday dealings in GHs as well as difference in smoothness of work procedures, and perception of skill and aptitude. We have wonderful white colleagues, but the majority of wherever I went with MSF I felt like a second ranking citizen. The fact that I come from a poor country is a source of joking to some!! I felt many times that white people in MSF are surprised when they realize that I'm a smart well educated person, just because I'm not from Europe.
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(20) I hope all the efforts to make a change come into actions. It's not easy when we deal with such a solid institutional modus operandi in which MSF (as many other humanitarian organisations) were created: paternalism, "white saviour" interventions... I'm an associative member in MSF Brazil, a country full of racism. The MSF office and Association are almost empty of diversity, not only reproducing colonialism through its white managers skin colour, but also in some mindset attitude and passiveness to tackle the racism! We all need to ACT against racism!!! Renata Rodrigues Santos
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(21) As somebody who witnessed and participated in the BLM movement in 2015 during the unfortunate Freddie Grey incident in Baltimore (one of the most racially tense cities in USA), I can completely relate to how this open letter about how this does not represent a one-off incident due to flaring of tensions but a systematic breakdown of action by the Govt, police authorities and irresolute institutions against people of color. I know how this movement began to instill a change, a change that dissipated too quickly after the elections.
Although I have great respect for MSF and the amazing healthcare delivery programs that they initiate, the environment of casual racism and colonial mindset does exist in the organization. After a while, our team just developed a thick skin towards such comments. It was only after I left the organization and traveled the world that I learnt about tolerance, inclusion and diversity. I hope this initiative really does usher in the necessary change (with blocking entry of such mindsets right in the beginning) and does not get relegated to a one-time movement that only remains relevant just for this year.
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(22) I hope to see these points are translated into actions by 2021.
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(23) Until we do not decolonise our workplace how are we supposed to expect any change?
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(24) I do agree with the content of this letter. Although it came a bit late, but better late than never.
As a gay Middle Eastern, I faced some racism. Sometimes because of my race, sometimes because of my sexual orientation ... sometimes for both.
Many times I have applied for jobs in HQ and Regional Offices, in which I felt that i have the capacity to get the job, then I found out that others got it whom they have WAY less qualifications and experiences than me. And of course they are Northern Europeans.
Then came few times that I have heard comments/jokes about "Arabs" and gays. Once a senior member of the mission asked me questions that normally if it was asked the other way around, it would have been UNACCEPTABLE. Other times comments and assumptions on people from this region that again, if it were said on Europeans, I would have accused of being racist and discriminatory.
Again, this is a good initiative that would boost equality within the movement.
Looking forward to seeing concrete results in the very near future.
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(25) It has long struck me how little our HQ organisation represents the breadth of experiences, knowledge, and diverse backgrounds of our field staff. That as this is visible to the naked eye, so too is it obvious that significant barriers are in place (unintentionally and intentionally) to prevent hardworking and brillant colleagues from missions around the world, from ever getting into senior decision-making roles in the organisation.
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(26) I am happy that this matter is coming up again. It should be priority! MSF is full of structural racism unfortunately.
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(27) Every life matters, a human being deserves to be treated as one.
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(28) Racists in MSF know what they are doing hence uses the very open and existing policies and practice to perpetuate and cover up such acts. The coverup is elaborate and done in collaborated manner. Those in positions of power train and breed new perpetrators. The better one is at it the better protection and say they get in the organization. It is so elaborate that they have also trained and breed those of other colour/race to perpetuate similar acts of aggression upon black or its own race. This happens because MSF accountability process is so broken. unwanted decision remains in boardroom never trickles down to be implemented and if they do a mechanisms of delay is enacted until the momentum is lost and decision looses priority. Those who perpetuate racist acts are among the decision makers, enactors, implementer s and the jury.
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(29) I fully endorse this open letter and strongly believe MSF should adopt these recommendations globally. As a non-European I remember being so confronted with such a strong euro-centroc view of MSF during my first assignment. It was so hard to explain and put into words for my European colleagues... it was so engrained and many were not open to hearing or adapting to change.
I have consistently been frustrated over the injustices within the organization. Trying to support a national staff to apply as an international staff is the most tedious, unjust and gut-wrenchingly frustrating process I have ever endured... only to have them be rejected before their application was even read by the recruitment team! How can a 25 year old midwife from Italy with less than 4 years of experience have an interview, be matched and sent on assignment before a 40 year old from Haiti with over 20 years of experience (including 12 within MSF) and being fully bilingual not even be considered for an interview??!
I would also like to see a change in the language we use within the organization. No longer use the term mission which has a strong link with missionaries and religious entities. Instead we should use assignment. Likewise, we are national and international staff and not expatriate staff. I have had many discussions with local staff and they believe the term expatriate comes with many negative associations, even the word 'expert' and it's colonialist past.
Lastly, why did it take a petition to include gender neutral and disabled toilets on each floor in the construction plans for the new OCA building?! Gladly it was passed, mind you, with much resistance! Do you ever wonder why people with a physical disability are not seem roaming the halls in the OCs? Do you really think that the fact that they need to go up 2 floors to use the loo could be one of the reasons? We basically do NOT make everyone feel welcomed within our organization.
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(30) I would like this letter to be shared internally and open for discussion there, not going to external sharing yet. I want to have a real dialogue and not put the organization open to public debate until we have tried bringing strong concerns within first. I have signed the letter with the understanding it will be for internal use first. Carrie H.
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(31) A lack of anti-racist commitment and action from leadership in our movement affects the quality of care that our patients receive, the effectiveness of our programs, and the experience of our staff. What is the future we want to work towards in our work? The easiest path or the path that is responsible? I am training as a midwife not because it is an easy. It's hard. Trying to be an anti-racist and culturally safe midwife adds an extra layer of work because we practice in a society and a healthcare system where racism is systemic and cultural safety is not always the norm, and I have to constantly question my biases and my own racism having grown up in this society. It's a daily challenge, but if the gradual result is empowered, safer, healthier communities, birthing people, and babies - it's worth it all. I am inspired by midwives and clinics who are patient-centred, who are unafraid to advocate for their patients, for their colleagues, and for structural and societal change to improve outcomes for all birthing people. I work with MSF because I have always believed in a bold MSF, unafraid to have hard conversations and to be a trailblazer and speak up even when it's not the path of least resistance. We have to be aware to our core that anti-racism is worth the effort. I believe in the midwives worldwide MSF works with who do so much and are so deeply committed to their communities and yet are underpaid and underrepresented in our decision making, and changing the racist euro-centric systems that allow this to occur. I believe in a near future where national staff occupy a majority of leadership positions, and not through tokenism but as qualified professionals and experts on their communities who are committed to MSF patients. I believe in a near future where our leadership everywhere is representative of and connected to the society in which they are located, and where regional approaches can support emergency medical response more effectively and with more cultural safety than euro-centric approaches. I believe in a near future where we have Black leadership at all levels of our organization. I believe in a near future where we see it as integral to build relationships with Indigenous nations on the land where we run projects and where we fundraise. I believe these things can happen surprisingly quickly if we all work on them rather than only those worst impacted having to advocate for themselves. Please sign as well to show your support. P.S. I found it really helpful to watch and listen to the MSF Canada EDI podcast for extensive evidence and helpful discussions around racism and it's impacts in the MSF movement. Thanks to Chris for creating that to help us all learn. Highly recommend!
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(32) This issue will not end until the core structural inequality inherent in our operations ends. When people are ready to have that conversation, that will be the beginning of the organization's radical change. MSF is decades late to this game. This will be a question of survival.
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(33) Thank you for this initiative. There is no doubt in my mind that racism especially against black people is ingrained within some of the white European colleagues. I have witnessed the disrespect to local national people and national staff. As a first missioner - highly qualified black African expat staff, I was treated in a way that continues to baffle me until now....it led me to wonder...is it the colour of my skin that warranted so much hostility in my supervisor(s) who denied me the critical support I so dearly needed to do what I do best--my WORK!
When I spoke up...I was labelled an "emotionally unstable first-missioner needing psychosocial support off the mission". It is clear to me that many of our white colleagues suffer from a deep seated and perhaps even unconscious white-supremacy ego that will never allow them to hear-out, appreciate or even heed the professional advice from a black person--regardless how correct it may be.
When I tried to solicit support for measures to return to compliance with universal guidelines for good practice, I was told that I was trying to implement "European standards"--- implying that all correct and good practices are "European" and maybe even too good and unattainable for the local context. The "white-saviour mentality" is almost suffocating! Locals were referred to as " these people..."
Thank you for speaking up with this initiative, perhaps because it will yield some change, perhaps it will not. Black people remain outnumbered and without a voice in many institutions around the world. Unfortunately, there is usually a price to pay for speak up against discrimination. As black people we cannot solve a problem we have not started--we need such solidarity! --Once again, thank you for this initiative!
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(34) I think it is sad that some people seem to feel that they can't sign this openly. I hope that is just from a desire for privacy and not because they feel it would negatively impact their career.
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(35) All I can say it is time, the fact that even white folks are significantly signing this petition they are those who share the true spirit of humanitarianism and are aggrieved by the systemic and continuous racism exhibited in all levels and fields within MSF.
IT IS TIME WE RE-EVALUATE
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(36) I was going to write an in depth note about the many ways MSF is problematic(and "problematic" feels generous, but it works), but decided it's not where I want to spend my energy. So toxic. Onward and upward. Good riddance.
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(37) Let us stem out racism together, every staff is important, every human is special, every race is great, every person is wise, we all should make MSF better...
#EndRacismNow...
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(38) National staff and expats - the west and the rest never seemed to be equal. Thanks for speaking up.
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(39) I love MSF dearly and believe in our work. But I've never been more disappointed than during the 2017 IGA (ironically the first one held in Africa or outside Europe ever) when the motion about racism was suppressed based on a flimsy excuse of legalities. Worse still, that decision was read out by the only black board member, the board president of South Africa, which seemed unbelievably tokenistic. I know and believe that we can do better, but in order to do so, the European offices need to be willing to truly LISTEN to the experiences of all MSFers and understand that good intentions and well-meaning are not enough. The old school attitude of "just get the job done" and ignoring all other aspects is no longer good enough. We are capable of more and better. I hope this is the moment where things start to change instead of yet again being swept under the rug with fancy words like diversity instead.
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(40) I fully agree with the letter and I think that recognition of our own institutional racism and its eradication will be a key milestone to a real growth and confirmation of our humanitarian principles
More Batechi D. Maene
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(41) Most at times they feel they know better than the black staff, they always try to show supremacy from the management down to the field, they're supportive to each other even if they're wrong, it once happen with me at msf-Ocp IPD Gwange, Maiduguri, Borno State, Nigeria. Where the white man said Reuben this are your people not my people, I told him that, in humanitarian context there's nothing like my people, your people and their people, all our concern is humanity with no segregation.
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(42) Je suis prêt assez que mon nom soit ajouter je suis agent de santé mentale dans le projet VSX a kananga mais je suis médecin de formation
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(43) In a racist organization, it's not enough to be non- racist. We must be anti_ racist!
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(44) I think noone has challenged this letter that means the problem with gravity exists. While people don't want to disclose their identity including me because the racist among us are observing and will react by personally targeting us. It will start by creating stress for you at job and would end on your termination by stating your performance poor.
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(45) Mine will be just a reminder, not steer an uprise but strike a balance not to perpatrate a different shade of racism in attempting to quell the already existing one.
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(46) Limiting access to drinking water by threatening to dismissal staff has happened in Nigeria, but would never happen in Europe, the USA, Australia. We know why.
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(47) Talking to HRCo or HoM about abuse or harassment is usually not a realistic option and ethics committees are inaccessible in many ways. As a starting point, staff who doesn't speak English or French, or doesn't have access to email will never get there.
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(48) I love MSF and the values of MSF, but the current racist and power abusing seniors in my mission are pissing me and my national colleagues of. We are repeatedly made feel that we are ""careless, laid back, late to work, under preforming...etc"" despite all the hard efforts and flexibility we put to our jobs, we are always made feel as we are sneaky nationals. Decisions are always taken among the expats (based on their feelings and opinions) then they are imposed on national staff. When national staff appear unhappy with the rules, they are told shiny words like: ""we want to listen to your concerns and address your problem"" but when the expats hear everything and all your points make total sense, they simply tell you that the decision has been made and you have to accept that whether you like it or not.
Once I was sent to the field while there was a security incident around the project that all the expats knew about and had the choice of going there or refusing but I wasn't told anything and I was asked to go without being able to make a conscious decision. It was only when I arrived there that I was informed about the security risk in the area I was sent to. DEAR SENIOR EXPAT, IF YOU DON'T TRUST ME ON YOUR SECURITY THEN KNOW VERY WELL THAT YOU HAVE NO RIGHTS TO DECIDE THINGS ABOUT MY SECURITY BY YOUR OWN, I LIVE HERE AND I KNOW VERY MUCH BETTER THAN YOU WHAT CAN BE A HUGE RISK FOR ME, YOU CAN'T CHOOSE THAT FOR ME!!!! YOU DON'T EVEN KNOW MY CLAN AND THE BACKGROUND OF MY FAMILY THAT COULD POTENTIALLY PUT ME IN A HUGE RISK IN SUCH CONDITIONS!
We have repeatedly heard things like: ""there is a security incident but we cannot tell you more"" while all the expats in the mission knew everything and while we work under the same organization just like them and have the same risks if anything happens.
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(49) As long as international staffs (white race) continue to be served by national staffs (black race) and as long as international staffs do not interact with the local staffs on the same level, i.e. like peers or similarly positioned colleagues, racism will forever remain in MSF!
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(50) “The beauty of anti-racism is that you don’t have to pretend to be free of racism to be an anti-racist. Anti-racism is the commitment to fight racism wherever you find it, including in yourself. And it’s the only way forward.” Ijeoma Oluo
“White supremacy won’t die until white people see it as a a white issue they need to solve rather than a black issue they need to empathize with.” Dwayne Reed
I am doing my best to be present, aware and live these truths. Karen Stewart
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(51) I have seen white people who have done grave mistakes and no disciplinary measures were taken while a small mistake done by a coloured led to discontinuation of missions and worse struck out of the MSF pool#blacklivesmattertoo#
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(52) I have personal knowledge of a openly racist International project leader being hired despite hiring manager being warned about their racist field experiences and statements. Internationally, I have heard team managers speak patronizing, racist comments about their own employees versus their white European employees.
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(53) The very fact that staff in the field are split among international and national, with national staff not granted the same salary and privileges, reeks of neocolonialism. And even among the international staff, IRP2 allows MSF to pay significantly higher compensation to staff from Europe and North America versus staff from Asia and Africa. Until this organization comes to terms with its neocolonialist management, it will not put an end to racism.
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(54) In the 1990s I was sent to Uganda on my first brief field visit and was shocked by the way the white head of mission treated Ugandan colleagues, including the public berating of a driver who asked for an advance payment. The colonial feel to the whole situation (black maid, cook, driver) was a shock to me, too, particularly since this HOM lived with his wife and was not running an emergency, but living a
cushy colonial life. Shocked also by the fact that (white male) aid workers visiting prostitutes seemed to be completely acceptable. Shocked that for years, ""national"" staff colleagues were not allowed to join the Association, and while some of us fought against this injustice, and eventually things changed, this was just a small step, just the beginning. Always shocked, too, by how predominantly white our office staff was, in a city as diverse as New York - and how discussions about white savior images in Comms and FR had to be had over and over, with not everyone getting it. I was also disappointed by what happened at the IGA, and am very grateful to those who have put together this initiative to take racism seriously at MSF – and I hope this time it will be taken seriously and in a good and open spirit, with a willingness to self-examine and embrace the changes we should/could have made long ago. MSF is a remarkable organization bringing together so many wonderful people to do good in the world, so I remain hopeful that change can come.
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(55) Time and time again I hear expat staff in the field say things like “People don’t do things correctly here” out of frustration when referring to a lack of technical capacities and many times I realize it’s not incorrect it is just different, undeveloped, or unorganized. Regardless it has negative connotations and this mentality needs to stop no matter how frustrating field work gets. That’s the exact privileged attitude we need to be conscience of avoiding. Things were never “incorrect” in the example above, the methods of doing things better were just never taught or learned and that is the whole purpose of MSF working in these places. I challenge MSF expat staff to be more conscience of this and do better to actually meet the challenges in the field instead of saying phrases similar to this. I know our staff have good hearts, but don’t let the frustrations make us sound like privileged jerks.
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(56) I fully support this letter and thank those who took up the difficult task of drafting and circulating it. It describes well the ways in which MSF as an institution is failing to actively counter racism and white supremacy within itself and the harm this causes to the organization, our people and patients, and the societies we are part of. As a former senior manager in the organization who is also a white woman of privilege from the US, I have come to realize that the structural and policy reforms undertaken by MSF to date, some of which I helped put in place, have been insufficient in addressing the fundamental imbalances of power that normalize institutional racism within MSF and the broader humanitarian system. MSF was founded fifty years ago to uphold human dignity by refusing to accept health inequities and we have always prided ourselves on the ability to ask hard questions and make tough choices to achieve this. Committing to being anti-racist should not be controversial for MSF but somehow we are failing. I strongly support the steps outlined in the letter for addressing this failure and would be pleased to work to achieve them. Fifty is definitely not too old to change.
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(57) 14years in MSF and counting, im still here because i love what im doing, but what i see in MSF in an increasing trend is either ,you stand tall against all odds believing in your self and fight it, or it destroys your every self confidence . It doesnt matter how Smart, intelligent.,experienced or skilled you are, as a national staff you are not worthy when international staff come to your country ,you do not have a voice, even when abuse of power, and margilization trends ,you are poor black people ,not allowed to he happy, the Medco laid a serious complained about the staff in my country ,her complaint was ,(we laugh too much, she treated the staff like animals, you cannot talk ,when she was around, you can not make a sound in the house ,it was a nightmare ,you are in your country and treated like that ,this is one out of many others , who will believe you when you report the act? You are all seen as thieves because your country is said to be corrupt this i blame the organisation ( MSF sends a welcome package to international staff deplicting it is a den of hell, that is how they see the country even before arriving ) THIS generational long décade trend of STÉRÉOTYPÉ in the form of orientation NEED TO STOP ) that is how international staff address national staff , you are already a suspect ,even when international staff are just careless with their belongings, Through the years even as a manager today ,you can do the best job ever no one cares if you are in my skin , an incompétent manager in my position gets treated better with respect than any of my kind on that seat, it is no longer about the expertise and skills , Merit is gradually Murdered in MSF it is about your color and where you come from , it will take you years to get a managérial position in MSF as an African and Asain , yes that is why i worked for years as a NAM yet i was not qualified to be MTL but all the MTL's sent to the field as my supervisors are FD and i teach them what to do i was told they are from Europe and are expérienced .it is gradually becoming a colony of color, and each prefer to lean to its own kind for solace, being Black you never get the crédit you deserve ,you are always seen as a minority, your accent is even a problem you are forced to change to make people happy, tour culture is not relèvent,
people swear and use offensive language as an excuse of their own culture , in MSF you are daily thought how to deny your culture to lean towards other who are seen as LORDS over your race,that is why gross misconduct on the field ,how sévère the report is treated is based on color ,and it cut across all race, who ever is in power défends its color. I wake up everyday with a consolation and the fufilment i have in the selfless service i know i do in MSF ,this years of my youth i can never get back, but i smile ,knowing i am a part of this great organisation. MSF as an organisation need to rise up and change this sickening statusco and toxic aura spreading fast like wild fire, or it will lose the very dedicated, and commited hardworking individuals who are truly passionate about the services done, to thousands like me ,This is not just some aventure to tick off my bucket list of things i did before i die. Many people are dying in silence from mental dépression and fighting self esteem, people prefer to hurt inside than speak out, because it is believed you will lose your job , and that is because many managers in high positions on the field make you feel they are well connected and can put an end to your career .i love MSF and the work done ,but i need to be sane ,i am not asking for accolade for doing my job ,but i am asking to have a safe environment to work in peace without discrimination .
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(58) It is a racism with a smile and lip service
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(59) Opportunities to grow will depend a lot on your nationality. It determines if you will be forever a national staff – very likely in the same position - or if you will become an international staff. It shows how flexible the organisation will be with experience and language skills requirements. It impacts the type of mission you are deployed, your safety and security, living conditions, if you can do short missions or your only option is to stay long time away from home, access to training, your salary, how many "jokes" you have to tolerate, if your word counts and mental health matters.
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(60) I applaud this effort but I won’t believe it until I see these talking points translate to concrete and visible actions. Otherwise it’s just sound bites to stifle active voices.
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(61) I think first of all the remuneration need to be equal for all people regardless the origin and the country. We are all doing the same work and for sure IRP2 is racist implementation showing once again the supremacy of white domination inside the organization. Why I will be paid less because I am not from a western country.
Also it challenging being black inside the organization because you need to do 5 times more than your white colleague to get your place. Its constant fighting and tiring sometime.
Look at boards members from OCA - OCBA - OCP etc tell how persons of colors did you have inside. We need to openly understand we need to fight against this white supremacy inside MSF and crystal clear by how the managerial positions are filled in HQ, the field and different offices.
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(62) I am not a white, I am not a western, I am an Asian. I am sorry but I can't agree with all of the statement. I know there are some true aspects which was raised in this document. I don't want to reconcile to accept these aspects, but as a medical humanitarian organization, we have more prioritized issue which means to save the lives of people who are suffering at this moment. If we are human right organization, it should be our main objective. But unfortunately, we are not. As a clue to this movement, I am a bit worry about too much focus on the opposition between black and white. I completely agree we have to revolutionize the culture and the structure of western centric and white superior idea. However, it should not be a revolution which destruct the function of MSF itself. Nowadays, we are trying to destroy the historically structured high symbolic wall of culture, by the movement of ""Diversity and Inclusion"". So in my idea, the objective of us should be constructing equal and collaborative organization, without racism, without discrimination. For me, this black vs. white movement seems a bit too much enthusiastic and too much revolutionary. As mentioned by the younger brother of the victim in Minnesota, we have to complain in a constructive way.
I would like to mention on each condition, bellow.
(1) Public acknowledgement of institutional racism in MSF, and of racism, white supremacy and intersecting forms of discrimination (notably gender) in humanitarian action more broadly;
-> I notice there are some aspects such like that. But important things are not speak out to public but reform ourselves.
(2) A commitment to, and clear roadmap for, the radical re-imagination of our approach to humanitarian action that centres affected individuals and communities and seeks to redress decades of power and paternalism;
-> I agree. However it is easy to say but difficult to implement. We have to devote our all energies to this movement with shared consent.
(3) Elaboration of MSF's stance on racism, white supremacy, and intersecting forms of discrimination, and the impact this has on patients and staff;
-> This is too much focused on the black and white opposition. We have to be careful to see from much more broad view.
(4) An independent, external assessment of racism in MSF, and the impact this has on patients, staff and the integrity of our social mission;
-> This is too much in detail. First of all, we have to share the idea in which point we have big problems and thereafter we will discuss in detail.
(5) Internal auditing of all hiring processes (including recruitment channels) at all levels of the organisation, with identification and exploration of barriers hindering the recruitment and retention of a diverse workforce. This must be accompanied by interventions to dismantle barriers, and promote inclusion, retention and progression;
-> I agree with this. However, this is not only because of the racism. It might be coming from many elements. (Western centric) OC oriented strategies, without proper evaluation of staffs, and so on. Anyway, I agree with auditing the process and establish proper recruiting system.
(6) Establishment of a clear plan of action to ensure sustained diversity and genuine representation at all levels in MSF, with a particular focus on MSF governance boards and leadership positions;
-> As an idea, I agree. However the importance is how we can organize this.
(7) Rapid and sustained implementation of anti-racism training at all levels of the organisation;
-> I agree with the training. However, this training has to be fundamental which can change the culture of MSF. I think this process to change the culture takes long time. To change the culture, we have to be more careful from the time of recruitment. We have to exclude the person who has racist mind.
(8) A review of policies and practices across all departments, and a clear implementation plan to ensure anti-racist praxis, particularly as relates to operational decision-making, management, recruitment, fundraising and communications;
-> This seems too much ambitious to do it immediately. We have to do it one by one. We have to be practical.
(9) Assessment of existing donor relationships and donor policies, and whether they reinforce racism;
-> I don' t know if this is effective to change our culture and structure. Does this mean the donors have the racist mind ? I don't think so.
(10) Commission of an independent, external review to explore the history of colonialism, expressions of neo-colonialism, and manifestations of white supremacy in all aspects of MSF's work.
-> I don't think this is practical. I disagree with this.
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(63) Thank you so much to those who wrote this open letter. It's not easy to be the first to take unprecedented action. I'd like to see intercultural sensitivity training in the PPD, a focus on hiring gender-balanced national teams in the field, and a commitment to nationalizing expat positions. Let's remember that this path is a difficult one to walk for everyone involved. We are each responsible for bringing an open mind to this conversation, whether it is to learn from others and admit to faults, or whether it is to have patience with one another during the process. Nous sommes ensemble. I hope the result of all this is a case study to the world for how quickly and decisively an organization can change.
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(64) I totally agree with this request! And I also say that the European superiority is not only against black staff but also over non Europeans expatriates
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(65) I have suffered racism inside MSF projects more than once, I have tried to adress it to european HQs which did nothing regarding it, once I was even accused of being reverse racist (don't even need to describe the person as an european, caucasian, Head of mission). It's about time for MSF -specially the european HQ's- to acknowledge the institutional racism.
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(66) I have worked for msf as epidemiologist.i met incredible people thank you all for the guidance.but I can't forget my last mission in Malawi where racism and discrimination is live.black experts we were treated like dogs the hom and clique openly discriminates us and goes a head to make sure if she doesn't like ur face you exist the mission.msf ocb Malawi is rotten to the core with racism.our complains are registered in GAREC.
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(67) Fight against racism- it is easier said than done. The hardest part of this issue is that the predators do not realise they are predating, whereas victimised experiences are engraved in victims' mind. Those self-unaware predators in MSF projects do not want to listen to victims' appealing and make lots of excuse to defend themselves. In order to improve this situation, MSF should not recruit potential racists by making the eligibility criteria more strict (e.g. screen out through interviewing). Even after being recruited, they should be trained intensively about racism issues before entering the project.
In many cases in MSF projects, the racism predator and victim are in the relation of supervisor and staff, so the staff feels powerless to speak against their supervisor. Even if she/he encourages her-/himself to, the appealing is taken as complaints most of the time, which impacts negatively on evaluation. Therefore, MSF should ensure making another communication channel for the victims to voice out their experience without confronting with the predators and ensure their appealing does not disadvantage their evaluation.
Just one thing to add- the racism in MSF does not happen only between white supremacy and black colleagues but also between them and Asian colleagues.
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(68) I wholeheartedly support and endorse this call for action. Having been associated with MSF for 25 years, I have seen and at times been at the receiving end of colonial attitudes, structural racism, and white privilege within MSF. I would however stop short of calling MSF a white supremacist organization. For, if this is the case, we have no option but to dismantle the organization and create a new humanitarian project for our times. From scratch.
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(69) The time is NOW for MSF to take stand and "walk the talk in order to continue earning the right to talk the walk". For a long time people who raise issues in MSF are quickly suppressed or called "Not True MSFers!" This mentality and mindset needs to end. Its only someone who cares that tells you things that you need to improve. There are alot of issues including sexism that needs to be tackled. We do recognize that MSF is doing a great job but this doesnot give MSF the right to think they are the best of the rest and therefore immune to these injustices. Let the space be opened to us to be able to come and discuss real issues and come up with common solutions for the love of MSF!
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(70) In the field, I have often noticed that in name of being neutral, white expats continue to lead departments even when they neither have enough experience nor they competitive enough. And national staff, despite of being highly experience and competent, continue to work as subordinates for years and do not get promoted.
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(71) We especially need to take stock of our ""white saviour"" image that is perpetuated through our communications, e.g. photos white people helping black people.
If this recent pandemic has shown us anything it's that people of all nations need medical assistance, and we as MSF are not made of one colour but many - so our communications should show this
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(72) I don't want any kinds of discrimination, especially in MSF and I believe we can make a better future.
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(73) Even the most experienced national staff who has more understanding of the context and culture are treated unfairly and are pushed to justify their points and opinions to those who have sometimes zero experience. Europeans or Americans (often white only!) are placed in management position creating inequal power structures. As a brown woman, i have experienced direct and indirect forms of racism, misogyny (am too ambitious for a brown woman apparently & have been tagged a troublemaker all too often). msf doesnt want to acknowledge their inherent structural racism & have turned diversity and inclusion into mere buzz words.
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(74) I condemned Racism
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(75) This is very long overdue. Listening to the IB try to justify their suppression of the 2017 motion, due to "legal reasons" was absolutely disgusting, and so revealing. I was saddened it took me so long to realize that finding a cheap easy way to suppression was the tone at the top set by MSF leadership. I hope folks at MSF realize that saving lives doesn't absolve you of perpetuating racism and white supremacy. And I hope that our colleagues in France will stop making the excuse that talking about Black Lives Matter takes away from MSFs mission.
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(76) I am very proud of MSF to take this kind of action for BLM.I believe it is meaningful for the multiracial organization like us to express our will against every kind of racism including BLM.
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(77) I thank MSF for the nice words. Let them be followed by actions and change. Let this not be a moment in time for short term agreement, but long term change, massive change.
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(78) OCP often requires both language skills of French and English when they recruit staff members in France. I think It can be a kind of racism.
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(79) My 1st mission ,I arrived on cordination given a phone that I loaded with enough airtime to call back my family. Only after arrival of a new white expat HRCO asked me for the phone and I was left with no phone.she cited that it was for security reasons that she gave the white expat phone. Myself I wasnt in my country and it was my 1st mission and as well despite pleading to be given some few minutes I utilize the phone credit had loaded.it was all in vain.
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(80) MSF's basic functionality is derived from the work of the national staff. We expats are their colleagues, but the national staff are doing the daily medical and support work of any project. National staff also assume the greatest risk of life in the field, as we can see when the lists of the dead and wounded are compiled after an attack on an MSF hospital, administrative office, supply convoy.
Yet national staff occupy the lowest positions in the hierarchy of the organization and receive the fewest standard benefits as workers. They often have little or no official voice in the supply and management of their work. They are treated as easily replaceable, and as not having the same basic human needs as expat staff have. There appalling, entirely unfounded assumptions about what national staff can and cannot manage, how likely they are to misuse time and supplies, how many kilometres they will take if given a centimeter, so to speak, and so on.
This situation, ubiquitous within MSF, contributes to and perpetuates colonial and racist practices embedded in the societies in which we work, in our home societies, and in ourselves. MSF does not confront unfair and unjust systems, but becomes one itself. We intend to fight racism, not support and express it, but we institutionalize racism in our organization, and its consequences continue.
National staff -- our colleagues -- need MSF's full and equitable support as they do the bulk of the work of any project. They need salary, food and shelter, access to internet, access to advanced health care for themselves and their families. They need to be able to support their families. They need much greater opportunities for training and advancement. They need to be part of an organization which highly respects and values them, hears their voices first, and encourages them to design and organize the work that is done in the project country which is, after all, their country and not MSF's.
Liza Ramlow, midwife
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(81) Experienced lack of trust from coordinators.
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(82) Enough is enough
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(83) Thank you for the letter.
1. The problem is comprehensive, interrelated, and entangled from MSF being Eurocentric; many expats unaware of their privilege and the power structure within; not in solidarity with people; many not being trained professionals; and many not knowing any other ways than just the "come and go" intervention just bringing resources and technologies along with money and power, and without any interest in their beneficiaries' communities and values or sustainability of projects (in a nutshell, "white savior" behavior).
2. However, the proposed actions for change look like too much and many kinds of food on a plate, though I understand Christos and Samuel thought "Now is the time!". A good structured action plan and monitoring are necessary.
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(84) Many thanks to those who penned this letter. My heartfelt thanks to all individuals within MSF who have fought for many years, in many ways, and on many fronts before this moment. There are three important things I would like to highlight as I express my support for change within MSF:
1. Don't swing the pendulum. Rather, level the playing field. Diversity has become more important than ever in the humanitarian world and harnessing our differences will be a game-changer. The right kind of change will be one where, as a minority, I know that whatever opportunity I get is, and will be viewed by EVERYONE as, a reflection of what I have to offer. Any suspicions that I am the result of meeting diversity/ inclusion targets will leave me worse off.
2. While a lot of things come down to race, we must be careful about attributing the wrong things to race. There is a lot of noise to filter out before we can pinpoint the real issues that we should be addressing. Furthermore, doing so will stand in the way of truly critical and reflective discourse. There are a lot of good people who genuinely don't understand where all of this is coming from and we need to create a conducive environment for disentangling these issues and creating a common understanding. Everyone will have to do a lot of listening and self-reflection. For me, the right kind of change will mean that ANYONE is able to criticise my work/ ideas openly without fear of being accused of being racist/ sexist/ tribalist/ .... Equally, those -ists will be the last thing on my mind when I am criticised.
3. Because of 1 & 2, don't be too quick to make sweeping changes. Rather, focus on taking small decisive steps that will show commitment to change while we figure things out. There are virtues that are inherent to being the MSF we know today and we should identify them and preserve them so that they co-exist with new developments that will make MSF a better organisation. At the same time, there are appalling decisions that MSF has made in recent years that can and should be changed NOW. For me personally, until MSF repeals IRP2 (it has been a while, I hope it did not get worse), I will strongly suspect that this is yet another venting exercise. I no longer have an appetite for basking in the illusion of engagement for real change.
Nonhlanhla Dube
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(85) For me one of the very concrete manifestations of colonialism and white supremacy in MSF is this legendary and stark division between expats and national staff. I am a European white female and haven’t been with MSF in the field for five years now. I have worked in other humanitarian orgs as well, obviously MSF has alway stayed “my big love”. But I haven’t seen another org where the expat/national staff division was so strong and for national staff it is so difficult or mostly impossible to obtain senior positions in their country and projects. Always of course justified with “well then they wouldn’t be neutral anymore”.... This has lead to absurd situations like national staff has been working in the project and same position for more than ten years, is clearly very strong in their job, but has to patiently endure sometimes crazy white, Iam now saving the world-expats as supervisors, with little clue of what they are doing in this context, changing every couple of months. And they would keep on modestly working as their assistant, stuck in the career latter with no chance of moving forward in their country and in an organisation they are so commited to. Obviously if there was the chance they left for another organization where more responsibility was possible (and ok, also more salary, but this is a different story). Let’s change this structural colonialism and not only make vague statements!
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(86) It is imperatieve to critically analyse and create policy & rules (no guidelines) of how staff and benificiaries of color are portrayed, be it in advocacy, communication, fundraising, or wherever, and not allow people to be portrayed as victims that need help from the white person, even if it means you have less donors. Too bad. Clear rules (not guidelines) need to be there. Let’s not have inexperienced staff members take degrading pictures of MSF patients any more. Further MSF needs to invest time to work with photographers from the countries where a project is (don’t say “local photographer”), put in the effort cause there are many talented photographers out there who just don’t get the same opportunities as white western photographers. Let’s make room.
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(87) I don't see this, but if it's happening we should act.
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(88) Why is renumeration different in MSF. Europeans have higher renumeration than people from African and Asians countries. Why use IRP2? Thats racism. All people are equal treat everyone equal. Be fair to everyone.Everyone is important and no one should be seen as superior than than the other.
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(89) Institutional racism is one thing MSF has been incubating for ages and would not give up easily.Recruitment policies are so exclusive and discouraging to aspiring employees in regions of colour its so obvious they don't want to employ there.Barriers like forcing someone to have French as an employability criteria from an English speaking region is one of them.This organisation definitely needs to change.
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(90) I love MSF but without more change towards inclusivity,l continue to feel excluded from making my contribution to the cause.The hiring processes are so exclusive its just cumbersome to get hired.
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(91) I have experienced this one way knowledge exchange is MSF where in the national staff's inputs and actions have not been given due weightage. The experts somehow become the only person to know everything about everything rather than understanding the complexities of different cultures and appreciating the local knowledge as well, adding value to the work. MSF's interpretation of flexibility itself lacks flexibility unfortunately. An organization with the right heart, somehow lacks the right mindset.
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(92) We need black, Asian, indigenous, Latin, LGBT+, and women as decision makers. If we don't diversify the top, we don't change the structure.
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(93) I tottaly agreed with this réflexion as a urgent need in MSF. Important at Field level
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(94) I agree that racism in MSF exists, but I struggle with using "racism" as the banner for change. I honestly believe that there are very few racists in MSF. A good start would be for all white/Western MSF staff to acknowledge that they greatly benefited from MSF's euro-centric structure/culture (power, status, income).
However, MSF was built by thousands of staff from all over the world. The question is then how to recognize the contribution made by all, and how to use that recognition in making MSF a more equal, just organization for all. Going forward, I am a bit worried that fingers will be pointed at the younger, diverse generation in MSF to provoke change. However, in the current structure, it is up to the older, majority-white MSFers to really make the change happen. This will be challenging, but change can only happen if there is a firm commitment at all levels of the organization.
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(95) RACISM IS INHUMAN AND INHUMANE, IT MUST NOT BE TOLERATED, PEOPLE WITH AUTHORITY IN MSF HAVE A BIGGER ROLE TO ENSURE THAT THIS DISEASE DOES NOT FIND ROOTS IN MSF. HOWEVER, EVERYONE HAS A ROLE TO PLAY TO STOP THIS CANCER.
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(96) Is high time we started discussing issues relating to racism as a menace to the globe , there are more than enough reasons why credible institutions like MSF should join in this fight .
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(97) yes there is alot of racism im a culprit of racism
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(98) In my professional years I have experienced this since long time ago. Racism is only one of many more deep rooted institutional problems. But no one wanted to say anything due to fear of retaliation and further abuse. And sadly, I see more and more acts based of racial discrimination done openly without fear, without shame, without guilt. Because the system protects them, the system nurtures these acts. Racism based actions can be carried out without repercussions?
This open letter, this moment is a moment to speak out, yet many will never join due to fear. And no matter how many signatories, nothing will change. This open letter will lead no where. But at least it soothes to see and read there are still wonderful and brave colleagues who sign and write here. Thank you
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(99) I've read through both the reflections and the signatory list. Agreed with them and was pleasantly surprised to find many strong people/ leaders voicing it out. I also saw many who refrained from mentioning their names. Is it not clear evidence of fear of expressing oneself? Or is that anecdotal.... Will the written statements by the ones who bothered to write something be brushed under a carpet called "" Anecdotal Trash""?
I wonder where this petition will lead us. Who knows? I wonder if this petition will become another horse and pony show seeing that it's now the craze all over. Very interesting.
Cynicism is not beyond me in most aspects of MSFs attitude.
Let's see what this petition will bring.
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(100) I am with MSF because of its principles but there are a lot of reservations I have on how the organization works and racism is a part of the organization in different ways. There are a lot of questions that comes in my head, I am trying jot them down below :
1. I feel like the organization is setup for francophones and whites in many ways. What are the odds that you land a job/position in MSF offices if you are not a francophone and non-white? Is the organization ready to hire non-francophones and teach them French? I understand convenience for hiring process is a factor in hiring a staff specially in Europe, but the organization can do much more on trying to include staff coming from less privileged nations in the HQ or cell level if they are equally qualified. Is it because there a systemic belief that a staff who does not bear passport from the so called 'first world' is not equally qualified? If not why is the so called '1'st world' passport made so valuable (in a way) while hiring ?
2. Why is it likely for a staff from 'first world' to get a few missions while one from 'third world' keeps waiting, even if both of them were on the same PPD ?
3.To go on a mission to (for example) Gaza and Pakistan you need several months to get visa if you are from certain countries and easier to get visa if you are from certain other countries. I observed that when you as a person from a 'third world' country is matched with mission to Gaza, the mission gets canceled and someone else from 'first world' get in the mission. In case of Pakistan however, the staff from countries with easier possibilities of visa are not prioritized while the staff from countries with difficulties in obtaining visas wait for 6 months?
3. I was once appalled by how one of my European colleague felt that she was better qualified than her supervisor who was African. What does the organization think or wants to do about this mentality ?
4. Even though I have never worked as a national staff, I feel like a lot of expats have a sense of superiority in knowledge than the local staffs. When are we going to make the expats understand that they are actually serving the projects of the nationals staff as a helping hand ?
5. What do you think goes in the head of an expat from 'third world' if an expat from some other country gets country based top-up on the earning while he or she does not, even if they share similar responsibilities. Has the organization thought about the implications it has on the expats coming from weaker economies ? P.S. I understand the reason behind this system of top-up. But if the one changes address from top-up receiving nation to non receiving nation or vice-versa the earning would be different even if it is the same person :) This is tricky hey ?
Let us end racism in our organization and get rid of colonial mentality.
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(101) It's time we walk the talk.
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(102) We have witnessed such actions within MSF and it is time for a change. We can’t claim that we are a humanitarian organization while we are implementing such racist And excluding standards. It is the time to open our eyes and get out of our bubble to take a step forward towards decolonizing MSF. We speak because we care and hope for a progressive change that creates a culture to bring us all.
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(103) we often talk about stigma, however we do stigmatization in our daily life jobs. we always discuss MSF compass, in fact, you know what I meant
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(104) sometimes it happens on the field
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(105) I have worked for msf as logistican, still can't forget that mission in Malawi where racism and discrimination is live and happening. White supremacy towards Asian treated like poor person and discriminate
Malawi is never change, always have same case. Although I reported and registered to Garec nothing change. Everything hasn'tchanged in Malawi. Otherwise I got blame by some people and never get chance to back with MSF. I will not stop to speak up until MSF realizes that this totally wrong and must be change including my situation."
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(106) When you have people like the General Manager of MSF-France in MSF System. The institution, structural/institutional RACISM will never end.
Ibrahima Diallo
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(107) Yes MSf is racist and the management is quite aware of that. They value more their colour compared to us b
blacks. They preach flexibilty but this only applies to national black staff. They dont value suggestions from black pple. At one time during a project in Zim. I was told that Iam not suppossed to think but do as Iam told
Being a proffessional this does not go down very well. One expat went on say that Msf is not concerned about proffessional development of the national staff. He said in Msf you are like a stone where we actuall move you from one place to another thats all
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(108) I totaly agree with every single word of this document.I have the same feeling when in Mission,any mission,as Msf .Luisa Mancini
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(109) This self-examination within MSF is long overdue. If MSF is truly committed to identifying and disabling problematic structures of privilege (colonial hangover) in its international development structure, a Black-led consulting firm designed to partner with INGOs to work through these issues should be hired (such as Population Works Africa).
https://www.popworksafrica.org/our-impact
For example, @popworksafrica partners with INGOs to define, identify, and disable racial stereotypes in programming, fundraising, & operations; and make space for true inclusion- “how is leadership going to relinquish power in order to create an enabling environment for authentic and open solutions”.
It is not appropriate that these discussions be held by predominantly White voices in HQ. BIPOC experts on racial issues in international development must be the ones to lead these discussions (and be paid to do so).
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(110) This is a reality that I have seen with my own eyes over and over again. Being white, being lucky, does not mean that we can keep silent.
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(111) I do understand that as for marketing strategy you must sell the ‘‘White saviour helping the poor Black African Child” In order to get more donations. However i have worked with the most intelligent and fierce Black Doctors and Nurses, laboratory staff which i learned a lot from while on mission. It would be nice to see their faces stamped on your propaganda posters. Thanks
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(112) I wholeheartedly endorse this letter and the demands made.
As a humanitarian organization we need rapid change- acknowledge our history and the damage that we continue to do today. Make commitments, take action and INVEST IN CHANGE.
As a brown woman working in this organization, I've experienced and seen hurtful practices, language and actions, repeatedly. I want MSF to be better, I want us to change, I want to keep working for an organization that I believe in and I hope that will be MSF in the future.
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(113) Very ironic how the same racist individuals are now signing the petition (virtue signalling)
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(114) No to Racism
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(115) Most of the time, this kind of discrimination(racism) is not only again black staff, but also against all non-european staff.
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(116) Why is it so hard for national staff to become expats? Seems pretty clear it comes down to racism. Let's hire from the workforce we already have.
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(117) Thank you for this letter, being a victim of racism I am not a shamed to say racism is a core principal for some whites in our organization. whites never believe we can manage them worst is even with no experience they feel superior and never respect. despite your experience and knowledge they frustrates and blacks never enjoy the mission, when a white makes a big mistake in the field its not a problem but if a black it’s a crime that even results with early returns (even without any mistake if a whites decides you will not stay in a mission they create things to ensure you are frustrated enough for an early return) which HQ never think twice to understand the problem but they just facilitate for the early returns . The whites will always go for mission after mission despite the many mistakes, bad performance they have and racism. Any ideas from the blacks are second hand and never taken into consideration. Example during ARO time blacks are involved for formalities, but the decisions are made by the whites despite the good ideas and experience the blacks have in management of the projects. many blacks are in the same position for long but you see a white coming in the field as supervisors with no supervision experience and practical skills to supervise NS who have more experience they are trained by NS and in there 2nd mission they get management position and to coordination positions. Look at this IRP2 its pathetic and pure racism. This should come to an end
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(118) I think that within MSF the racism is structural. It is ingrained in human resource practices, approved by senior managers over the several decades. The current senior management clearly endorse these practices and can happily justify disasters like IRP2.
MSF has always struggled in dealing with serious issues in the workplace, abuse of power, discrimination, and sexual harassment. This is compounded by the structural disadvantage (in HR policies) of national staff (and expatriates staff from developing economies) where there is no possibility for staff to negotiate fair pay and conditions in the workplace let alone having a fair hearing when bringing up issues related to dysfunctional work environments, especially racism.
MSF will not change from within, this inertia to change will only increase as MSF grows. Change will only occur through external pressure, i.e. adverse media attention, especially if the income of MSF is jeopardized. The most direct route for change is to start a union of MSF staff and negotiate for better conditions and a professional work environment. Current structures such as MSF associations and country-based workers’ councils just get isolated and captured by senior management.
This action (the open letter) is just pleading with the management of MSF to change, I expect the outcome will be disappointing.
All of you working for MSF have the right to withhold your labor and fight for respect in the workplace. Start a union across MSF sections and offices, pay some members fees and demand action.
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(119) Solidarity instead of charity! My support for the open letter.
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(120) I was subjected to discrimination by Italian filed coordinator and Italian psychologist when I worked as Rohingya medical doctor/translator in Indonesia. I could feel the micro-aggression from these two people and underestimating my capability. I still feel the mental trauma since then.
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(121) For a meaningful change from where we currently are, we must first admit there is such a thing as racism at iur place of work even in its most subtle form and from there make sincere and meaningful effort at full inclusion which is what MSF stands for. Fairness and Equity! It can be done.
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(122) I see a situation of systematic categorization where job opportunities and due privileges are given based on considerations other than merit regardless of colour. Expertise and experience should apply to all instead of one race taking monopoly or superiority. This is highly demoralizing and unfair.
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(123) Msf need to take responsibility and ensure change. lobsided recruitment, benching african expatriates home for too long even though there Is needs in the field. I have seen many times where some white international staff exercising resis behavior yet these are the kind of people that kept climbing up the organization.
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(124) This is really true, MSF needs to take responsibility and ensure some reform within the organization. I have faced countless number of times resist
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(125) Actions better than words
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(126) It's sad to see how western can easily get promoted among colleagues even if they do mistakes or enable to accomplish the work. But for African, just a small mistakes and you're black listed. I hope this initiative will come up with concrete action plan because in the fact, it's something already known in MSF that racism is like institutional.
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(127) Thank you for this initiative. as I am an Asian working in MSF. Not only Black, Asian also treated as second class and all is controlled by European based on Eurocentric standard. European makes decisions and if non European makes objection, they kick them out. Also I reported, replied questioners and was interviewed regarding Diversity and inclusion and Abuse and Harassment. I really speak out but as long as ethical committee is organized by European or people who live in Europe , their report always disappoints me and no progress. I doubt how this letter works on the racist issue but I want to hope this time.
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(128) For an organization and movement the that prides itself with "Speaking Out" when there is injustice, the lack of this conviction in the recent weeks has been shameful to say the least. The blatant disregard for the political and racial climate around the world has been disheartening. Do better.
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(129) I am pleased that this subject has finally received the exposure and discussion it deserves. It's not new. From my position in field management I engaged in extensive discussions with policy-makers and implementers around the bizarre review of the remuneration policy more than seven years ago, and was told to retract or apologise when I used the term 'racist' in describing fellow MSFers' approach. Thanks to the originators for revisiting this whole subject. It isn't going to be easy to address the problem. First of all, it isn't going to be easy to get certain people to admit to their neo-colonial mentality, and the inbuilt prejudice in policy-making in MSF. However, I retain the faith that our movement can step up to this challenge, and look forward to a swift, transparent, just resolution to this situation.
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(130) I am so happy working with MSF becuase has own principle but the people doesnt follow the principle the manage ddepend own their behaviour and the national staff and Expat, white people and black are not equal treated and get chance....... in the projects it mess ,,,,thank u
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(131) I thank the people who put this letter together. I recognise that the idea is probably birthed from experiences of repeated discomfort and discontent with the status quo.
In this sense, I share in a deep feeling of the need for a change. Having said so, it would be remiss of me not to mention that in some instances I have slightly differing views.
I want to share a little bit of my experiences, my thoughts and what I have been witness to.
I think the problem over the years and dependent on the context gets a little more complex and has even evolved over the years. I extract from the letter
It should not take the public loss of another Black life for institutions, and particularly white colleagues in those institutions, to wake up to the full extent of racism and other forms of discrimination worldwide.
Is it likely that the same situation probably exists in MSF in other countries outside of Africa? In Asia and South America. It just happens that most of MSF operations are inside Africa and the majority workforce is also in Africa.
It is my view that the barriers are also Expatriate vs National, International versus Locally hired staffs (HQ centres, regional offices and branch offices should not be left out of this reflection).
Despite the less than desired focus to addressing these issues, some level of work has been done, BUT it has not been nearly enough. I feel we have also failed to openly acknowledge and act on some specific occurrences of racism and discrimination entrenched in our organisation.
In some missions the level of trust is different for these two categories.
Opportunities for advancement, MSF resources and even information tend are often not proportionately shared to national staff
A disproportionate amount of time and resources are used in the management and follow-up of expatriate staffs, despite high turnover and the damage it sometimes causes.
In some cases, I question the decisions for, and over-reliance on expatriate staffs, or should I boldly say the denial and lack of recognition of national staffs.
In truth I feel that sometimes those in decision making positions simply do not trust the national staff capacities or invest equally in them despite the long commitment these colleagues have with the organisation. It has taken much too long (even though it slowly starts to change) to make amends.
There are still unnecessary hurdles and even ceilings applied to National staffs looking for opportunities for career advancement or appointment to top managerial positions.
Housing arrangements in some missions still prioritise the comfort of expatriate staff leaving the second and poorer choice to the national staffs even in cases of detachment.
Per-diem calculations presume the needs of expatriate staffs in some cases are double of the per-diem needs of national staffs. Apparently the moment you sign that national staff contract, your needs and therefore your shopping list changes!
Despite considerable efforts, there is sometimes a tendency to have a heavier handed approach in measures of a punitive nature where national staffs/local staffs are involved. Similarly, I believe that national staffs are still “less heard” in the organisation despite being the overwhelming majority.
In an effort to attract diverse teams, affirmative action is applied in defining the benefit packages for internationally hired staffs.
But the comparison in proportion between what is applied at the regional centres is a far cry from what is applied in the European centres.
What is really the result of these packages in terms of attracting staffs into these centres? Do we have equally diverse teams from Africa, the Middle east and Asia in the European centres and how comparable are the benefits to attract these diverse teams?
What is the impact of these varying packages on the people in these locations (where applied)?
Is the narrative not too similar to that in the missions save for the different staff titles?
Do these categories aid in building teams where MSF staffs feel included, considered and valued or do they marginalise some members while promoting the needs of the others.
Surely, it will take some tangible gains to convince our teams that everyone is equal regardless of the type of contract once has signed.
Do I think that racism exists in MSF? …Yes, as it does in many organisations that throw people from different walks of life together. I also think that over time our internal systems, guidelines and policies also adopted some discriminative approaches which we desperately need to work on.
Do I think that a clear acknowledgement is needed for us to move ahead? ...Most emphatically, yes. It would be the first step towards moving ahead.
Do I have the fear that this/these message(s) will be down-played …Yes, and for this reason I would implore all leaders in MSF to prioritise some internal reflection, focussing on our internal challenges before looking outward towards communities we work with as we need to deal head on with that which ails us before we look towards the out-side.
The time has come for these honest and upfront discussions, we must not put them off, derail or dilute the messages. We would best approach the issues at hand with a willingness to listen and to learn from the past, and to improve from where we stand… together, rather than to break what we have in common.
Let us commit to end racism and discrimination in MSF starting today.
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(132) Yes this is true. I faced it , mindset must change we should strive for equality
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(133) This should also include end all actions of discrimination between expatriates and local staff in all aspects
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(134) V3P3 = Concrete actions, measures, policies are needed; resources must be dedicated accordingly to address such issues in a permanent and professional manner;
I suggest a simple PRINCIPLE to be applicable in any serious process as a start: V3P3 which stands for:
V3 = Give Voice and Visibility to those who are Victims = V3
i.e. in every meeting or process that the organization wants to seriously undertake, make sure there is at least a 50% true representation, participation of those affected/concerned); and
P3 = Meaningful Participation of Peers in Policy making
i.e. also at the decision making level, there must be a meaningful representation of competent peers at least co-leading though preferably leading (in both numbers and authority with resources) the policy making, the analysis/constant serious reviewing and driving the change).
Jean François Saint-Sauveur, from Haiti, nearly 20 years working in the humanitarian sector, former OCBA medical director, fed up with procrastination and dismissive attitudes (as I shared in the IGA last year) BUT NOT READY TO GIVE UP trying to make the world (and hopefully MSF also) a better place (than we found it) for those coming after us…
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(135) Thank you for this letter
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(136) We have integrated the racial monster to our principals, which has caused a huge impact to services world wide. Time to stop.....
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(137) - in some missions, there are always differences in consideration between expats and National Staffs.
- An expat which ideas is essential in front of the National Staffs even if he is not right
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(138) I sign this in the long list of attempts to tackle this topic and yet I do think we are not free until we are all free. Discrimination cannot ONLY be viewed through the lens of MSF's colonial past and European origins. There are other constructs that influence discrimination and if we don't mention them we fail to address them. For example, the way individuals discriminate against different ethnic and religious groups within their own countries. For example, .. 'those from the north are...", "that religious group are x, y and z", the disrespect shown to (often female) domestic staff, the very few senior staff within the countries who are women (do they not get shortlisted, promoted)...to the point we can name them. The rudeness to women overall. The almost complete absence on people of disabilities in our work force. These biases are just as hurtful, just as shameful....let us take this momentum to tackle all discrimination. Let us not start reverse assumptions, over-simplify the issue of identity and take this momentum to move together. I am a woman, I have colour and I stand by all aspects of our charter, that is why I joined MSF.
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(139) I fully support this Rapid call for Action to change within MSF
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(140) Disclaimer: I am not vandalizing MSF, much less destroying its merits. In DRC, MSF does a great job, which improves lives in the communities. This is why most of MSF staff are passionate about working for with the organization for several years without complaining including me.
Notice: I will avoid to use word (African or White because for me its sounds separatist. I will definitely use African and Occidental, as it is too broad).
However, MSF is large, multicultural, and in fact, that is where the concern comes from. Some people in MSF are not totally anchored in the humanitarian environment that the organization preaches.
These people come into MSF with their “whims”, “bad habits”, “thoughts that they are great (special than the others)” and “they see themselves like MSF” and not the others. Once in the field, they pose as little gods 😂😂😂...
Sorry for the joke ... 😂😂😂
Because they think that they are great, special than others, they are from Europe or America. They commit to prove to everyone on their presence and guess what, who is trapped?
"The African national staff" who will be managed by a little inexperienced occidental god (way to speak) who is better listened and trusted by the hierarchy in majority occidental. Even if, he does not deserve it. We have seen different treatment for some of African Expats.
Racism?
"I understand racism as an ideology which, starting from the postulate of the existence of races within the human species, considers that certain categories of people are intrinsically superior to others."
Let me give some insights coming from several years working with MSF in DRC North Kivu :
Talking about Expatriation: I’m not HR but what is the ratio of “African” and “Occidental” Expats in MSF OCA? I think that the participation of African is very low. Is it because there are no good, qualified or experienced people who have their merit? I have no answers but to think about it please.
Among those who are Expats, how many holds key positions at headquarters? At the operational level? (I have never known a African Chef de mission or PC in during the period that I have worked with MSF in North Kivu) may be they exist elsewhere but I have never had this opportunity to see one in our mission; Is it because there are not competent African people who can access and manage these positions well?
National staff of DRC/North Kivu cannot be Expat without absolutely having several years of experience with MSF, must speak English and on top of that must laugh well with their supervisor even if the supervisor is unbearable! 😂😂😂.... We have all known such a supervisor at least once in life 😂 ...
Sorry for another Joke 😂😂
What is contrasting in this story is that we have seen several Expats coming from Italy, Germany, USA, Canada and other countries brief Occidental Expat, which do not respect these criteria. I am not knocking against them, I have special friendships with some and some of them are just great people.
My purpose is to rise the facts, which most people do not talk about. With that being said, let go back to our subject, we have seen coming Expat with:
No previous experience with MSF;
Do not speak English, as it is required for the National Staffs. Some people come in French-speaking projects without even speaking French. Why is there an exception that break rules for some staffs and not for others?
In addition, sometimes we have the impression that some 1st or 2nd missions Occidental Expats are sent to projects to be taught the job by experienced African National Staff whose merits is not recognized and valued at the end.
Not easy to trust a National staff advice, most of time what the advice Occidental Expat gives has more trust even if he was wrong. The occidental supremacy is not to show that he was wrong…
They are several rules that limit social interactions between Occidental Expats with National Staff. Some of them are mandatory depending on the region and other just increase the social breach between staffs.
Sometimes, we have the impression to live the principle of 2 weights, 2 measures.
With all that, don't we feel a sort of racism, occidental supremacy or neo colonialism in MSF?
In conclusion, don’t make me wrong. I’m not saying that MSF is rotten. I do say that MSF is a good organization, with some good people, with good intentions. But as In every society there is always things to improve. This is the reason why I thank the opportunity that was given to share facts and our thoughts.
In order for MSF to impact well and to spread our love and our non-discrimination outside to the communities in the World. We have to spread that love first inside. The first people to benefit that love are our colleagues from everywhere in the World. If our internal community is in harmony, bigger impact will be outside from us together as MSF community.
I think there is always something to improve some sort of :
- Discrimination,
- Racism
- Inequality engendered by injustice thoughts in MSF,
Because MSF values equality and non-discrimination.
For our future and a dignified work environment,
Much Love
Baudry Vuya,
MSF OCA/DRC.
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(141) Dear Colleagues and Senior Management
In order for MSF to impact well and to spread the love and the non-discrimination outside to the communities in the World. We have to spread that love first inside. The first people to benefit that love are our colleagues from everywhere in the World. If our internal community is in harmony, bigger impact will be outside from us together as MSF community.
Before, doing things always ask yourself the question:
- "What if it was me ?".
- "Would I be happy with it?"
I think these question should humble everyone of us and help create safe environment of work.
We have different colours of skin but trust me our brain, hearts, lungs, eyes and everything on our bodies works exactly the same way.
- if you can breath, i can breath too
- If you can cry, i can cry.
- If you can laugh, i can laugh
- if you can be happy, i can be happy too
So what makes you special than me?
So what makes me special than you?
Meanwhile, think about it ....
Much Love
Baudry Vuya,
MSF OCA/DRC.
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(142) I could not agree more but…
I would also say that narrative or language is super important here…I am neither innocent nor naïve, having been the butt of racist slurs as well as being the source of discriminatory prejudice myself. I understand that decades if not centuries of being the recipient of hatred and exclusion creates extreme emotions, in as much as the imbalance of power as well being so unacceptably sitting on one side of the color spectrum. As all nature, the pendulum will surely have to swing hard to the other side carried by all the pent-up emotions. But, as with all things natural, the instinct of nature, of the universe, from the cellular to the planetary level, is to find equilibrium.
I stand with all in the need to fix the foundations and rebuild anew to proper balanced relationships. And agree with many of what has been itemized out as the what is necessary to do to get there. BUT I push back on calling the organization and therefore its people, white supremacist. Are we using this term correctly and honestly? While I understand that this is also a social and political system term, even academically, I would lean toward those who feel that by using such a term we are cheapening the productive discussions that can be had, failing to speak on the real nuances that must be addressed as it will itself incite an extreme reaction from the other side, especially those caught in the middle, as myself (other people of color who find themselves somewhere in the middle of the spectrum – not quite white and not quite black).
We are such a diverse group of individuals within one overarching organization, which I have felt to be my family and tribe for this past decade and a half. I cherish this multicolored clan of ours. BUT I do not see myself as a white supremacist, nor the organization to be as such. Having grown up in the South of the US, and knowing well what the KKK is, I cannot ever associate with this term. And with all sincerity, being of color myself, I have received slurs from both ends. None of us are innocent.
What I do agree on are the existence of strong elements of favoritism and nepotism, which had not always been about race per se. There is most certainly privileging happening for a few. This, and many others, we most definitely have to fix.
But to really fix the issue, we need to come from a place of positivity. So please, I urge finding each our humility to accept our own fears, our own prejudices, our own anger and work to align ourselves with the true spirit of our humanity.
MG
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(143) Because it is intolerable that any humanitarian organisations should dismiss racism and the impact on its collaborators. Time to change! Let's ensure MSF starts to act and be an anti racist activist
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(144) As being a proud member of the MSF community, with more and more doubts I'm looking at the current organizational structure. Of course we prioritize our beneficiaries, - of course we are against any form of racism - of course we want to be inclusive and , of course we want to give equal rights and opportunities to our staf... right?
But, are we really doing so good within our organization?
The set-up within our organization is raising questions on this.
International Staff are immediately placed in a management position over National Staff. Even, if the National staff is more experienced, more knowledgeable than the incoming "manager" - they will be hierarchically under this expat. Basically - just based on background. Often, the argument used is that as MSF we have to to maintain neutrality and independence - but does that count for all the positions we're filling with International Staff - or could we involve our national staff more? Give them more opportunity to grow in their own country? Could they be the manager over International Staff?
Within the Covid response in western countries like Canada, Italy, Belgium - it seems that this was not a worry there. How many International staff were brought in to manage the covid response in Italy, to maintain a clear distance and avoiding
favoritism, etc - and having Italians only working under the supervision of an other nationality? How would the perception have been?
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(145) MSF's coms and fundraising messaging still defaults to the overplayed and problematic "white expert" story. This has to change, and is easy to change, we have so many counterexamples within our organization (non white leadership), we need to flood our internal and external messaging with these examples and stories, and make that the default.
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(146) Systemic racism exist in msf. Also some staff sent to Africa act like racist
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(147) "I AM A DONOR ,MY FAMILY DONATES " This is a common phrase used to Mock people .
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(148) Firstly thank you to the people behind the scenes who had the courage to initiate and decided to write this letter. I feel that if we want action or change out of this letter, is there a possibility to start reflecting or deciding on next steps. I am enrolled at a university that decided to do an open letter on BLM/racism. Thereafter people volunteered to form a core working group that had the support of everyone who had signed the letter. The Group organised a meeting with the board of the university to present the letter. the movement was quite strong and the University has started working on actions to address the issues that arise from systematic racism. It would really be a shame if this just ends with us writing and signing. I fear that come next IGAs this issue will just be integrated in the diversity and inclusion forums.
Below is my own personal day to day experience as a Black African Project Coordinator in MSF in the field. This may be day to day but from a broader sense, the treatment we receive in the missions/field/HQ does have an impact on how much we can contribute to the organisation and how we or i position myself or see myself in the organisation. In some missions i am just an employee who has to always ask how high do i jump and in some missions the work is rewarding because i am valued and i tend to to see my self as an important component of the the organisation.
Anyway working with some European and American white colleagues can be extremely challenging. A NO decision always means you do not support that person and this always comes out in their performance reviews as ," The PC did not support my decisions or did not support me and it felt like we never worked as a team" . Then some Black supervisors will always try to write the best performance review for a White colleague even if that colleague under performed. And what i always find interesting is, always a recommendation that the colleague under review should move to a higher level or coordination position. For me this is because of the racial inequalities that exists in the organisation that has always placed our White colleagues at a superior level.
Secondly most of our European/American White colleagues do not have a good understanding of African contexts. Africa for them is a place with poor people, unprofessional staff with no sense of organisation. I get so angry with this , so angry. How can it be possible that an African nurse who has worked 20 years or more is said to have no capacity. We need to stop this sort of labeling .
Thirdly as a Black African , PC most of the time with some HOMs, you have to qualify every single thing you do. And anyway even if you do qualify everything, these HoM missions have a tendency to cross check your information and reports with a fellow White colleague in the project.
Then there are some African colleagues who by association with European colleagues think they are better and they are usually the source of bad mouthing other African Colleagues just to gain favors. That is horrible. Extra horrible.
Lastly IPRP2; seriously MSF needs to change this system. There are better systems to use for remuneration; experience, educational qualifications etc. At least that is transparent and fair. Everyone is a volunteer indifferent ways. People sacrifice living their families, work against some of their beliefs, because for most of us especially para/medical profiles.....its all about the patients and delivering medical care. So i believe there is no one who should say i am a better volunteer because i left Europe to come to Africa. That is a serious terrible colonial way of thinking.
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(149) I call upon those responsible to look into all sort of racism that may be existing within MSF
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(150) Thank for rolling this letter.
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(151) We are all MSF , we want to improve who we are :)
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(152) I joined MSF in a European section in 1993, I was a refugee from Yemen. I was employed as ‘volunteer’ MD, working alongside European colleagues. I was payed the volunteer’s allowance for five years, whereas colleagues with the same or less MSF experience were payed a salary, often double my ‘volunteer’s allowance’ or more. In leaving MSF and then returning some years later, I finally achieved parity. However, this practice continued with MSF treating foreigners differently to nationals from European sections. Looking back, I find it inexcusable.
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(153) When it comes to the issue of racism, it's not only one side for Caucasians, but the other races also have a racist mindset, whether Asians or African or other blacks in MSF.
There is a need to improve diversity, equity, and inclusions. It is biased for employee selections/training etc.
This is the appropriate time for systematic institutional reforms when it comes to racism.
I agree with all the above-mentioned contents. It’s the appropriate time for reforms and evaluations.
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(154) I learnt the act of racism in MSF in my first mission where I felt as a black woman, I did not deserve the position I held and I was told to learn French in English peaking mission if I wanted to follow the conversation after work. I responded by avoiding group events, then I knew I did not belong there!!!. I also know that individuals play a big role. To be well educated black woman with MSF has been a challenge to me.
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(155) Wes sipmly want a level platform for opportumities within the organization
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(156) I totally agree with the statement there is some degree of racialism in MSF.
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(157) I feel delighted to see this great accelerator if the MSF transformation. We need to create a new momentum which helps to build on the real values, which let everyone feel part of the central zobe, not at the periphery of the organisation. The causal agents of the " severe pain" linked to systemic racism need to be depicted and included in training modules on anti racism. For example, the level of development of individual's country of origin and the physical appearance should not have an influence on how we value each MSFer. Everyone should be made aware of circumstances which put him/her at risk of being perceived or pictured as racist. Every human counts in our paths to the future. Our work, our interactions, our photos and our documents should reinforce those modern values. They should effectively prevent the organisation and people from perpetruating the effects of the colonial times on individuals and on humble & developing nations.
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(158) As a association member I strongly support this initiative
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(159) Like others here I agree with most of this letter, though not necessarily all. Reading comments from colleagues it clear that we need to recognise the pain we have caused - and are causing - and to prove we can do better, however. We must stand together on this.
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(160) I don't know if we receive the same briefing when coming in mission because our white colleagues even in first mission they behave like supervisor, maybe because the most donors are whites. The hiring process is very difficult for Africans despite the qualifications while they send some whites (agents de formation rapide) in field without qualifications maybe they speak their french mother tongue and they know computer. When a write in the field is not performing well there is tolerance and after that mission he/she will be send in another mission and promoted while others will be put on blacklist.
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(161) I will make a 100% life commitment to: (4) An independent, external assessment of racism in MSF, and the impact this has on patients, staff and the integrity of our social mission
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(162) I've witnessed discrimination and racism from white and black people, in high positions, toward religion, social status, ethny, éducation and gender. It's got to change.
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(163) in MSF a culture of white supremecy has taken place for many years, and this is being enforce by the
white people, as they all occupy the decision post.
we end up satisfying them in each and single things they request from us.
for them everything is important and urgent.
we even ignore our black brother and sister.
in MSF still the white supremcy is being observed.
projects level black people are consider low class people than white.
it's even not easy for a black person to occupy a decision position and supervise white.
all this are racism being observed into MSF.
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(164) Sometimes the commitment of non-White people is not fully appreciated and there is a sense of racial supremacy on the part of several white colleagues who unfortunately are very numerous within MSF.
For Black people, it is necessary to prove by the most complicated means that one has required experience and skills to be selected or promoted, and undergo a very long and complicated process. However, for White people, the process for recruitment and professional evolution seems to be much easier at the point that it can take for them only few months from traineeship to highest management positions, while very skilled Black professionals face serious challenges even to enter MSF pools. An equal chance should be given to White and Black professionals by MSF for selection (recruitment) and professional development.
It hurts to be treated sometimes like a child in a large humanitarian organization like MSF by younger, much less efficient and less experienced, and sometimes subordinate colleagues just because they are White. When there are more than two or three African colleagues in a project this often looks problematic, yet it is not uncommon to find projects that are largely made of White people, sometimes even from same countries, without this being seen as a problem. In some missions, African colleagues are named in reference to their countries of origin, which sounds like a stigma, but this does not apply for White colleagues.
Our organization should make sure that recruited people both in the field level and in headquarters are able to work in a multi-multicultural team, to accept differences and to respect all colleagues. This should be written in bold in MSF's rules and principles.
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(165) Institution racism is real and we see everyday in South Sudan
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(166) Hi, my name is Alison Lynch. I am a nurse and worked with MSF in 4 different missions, between 1996 and 2000. However, I first became aware of MSF in 1985 when, as a very young, new nurse, I was working in Ethiopia during the "big famine". I was impressed by MSF then and, years later decided to apply.
I loved working with MSF and met many wonderful people - international staff and national staff and the populations in which we worked. I did, however, see the very ugly face of white privilege. I witnessed emotional, verbal and even physical abuse by international staff against local staff. I was horrified. I addressed the situation with the project manager, the country manager and my concerns even went as far as the Board of Directors at MSF Holland. They were ignored.
It is easy to point a finger at the leadership. It is easy to say that the people in charge have allowed racism and colonialistic beliefs to continue in MSF. However, I believe each and every one of us needs to also look at ourselves. It is not easy. It can be painful. I need to acknowledge that I, as a white middle class Canadian, have benefited by that status. If I had not had the financial resources, I would never have been able to work for any INGO. I could not have afforded to give up a job in Canada, which had benefits and pensions, to go off with MSF. In fact, I would never have been able to get the education and profession that I did, if I have not been born into a middle class status. I may not be able to change that fact but I do need to acknowledge it and be aware that there are many other individuals who have not had those benefits but are just as worthy, if not more so, than myself to have the positions and the rewards that I have had throughout my career and life that I have been granted just because of my race and socio-econonomic status.
My husband is Indigenous. He is a lovely, kind, gentle soul. He has suffered terribly from racism in our country of Canada yet he is not bitter. He is often hurt but not bitter. I asked him last week if he saw white privilege. He said "Every time I blink".
We can do better. It will be difficult. it will be painful. But we can't sweep it under the rug any more.
Thank you.
H. Alison Lynch
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(167) Thanks for this. Most of disappointing matter is HR manager and pool manager in each regions don’t care what we face in the fields when we report abuse and discriminations what we experience and see. Most of them is European and never have such experiences and just want to promote with good money. This is collapse of humanitarian activities.
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(168) This is not just a DEI issue, it is beyond diversity and tokenization of African staff. We need to look at how the HQs based in Africa are being run. Why are we not ready for an African leadership for African HQ offices? Lets dig deeper. How many departments are actually led by Africans? Intimidation and passive aggression is the daily order in these offices. Many are afraid to report to the usual channels because of the fear of losing their jobs. In Africa there is no social security for unemployment unlike Europe. People stay in offices with abusive bosses because they need the pay and the medical insurance for their families. We have mental health issues from years of absorbing snide remarks, being overlooked, deliberate exclusion in meetings, and language and decisions.
In HR, there is very limited room for career advancement. Career development and staff training is very limited for African staff. There is a glass ceiling for African staff in HQs. once you reach the top of your job scale, there is nowhere else to go in terms of development. In short, there is no provision for staff mobility within the organization. In Europe, if one reaches the top level of their job scale, they are supported to move to the field or to a different department to diversify their expertise. In Africa, you will find staff staying 10 years or more in the same positions, doing the exact same roles they started with. MSF should look into its recruitment and retention of African staff in all fairness.
As a side comment:Behavior committees should review how cases of misconduct are being treated so that we are not seeing people with gross misconduct, especially men and women accused of sexual misconduct and harassment being taken to other missions or HQs in Africa just so that things ´cool down´. Such people should no longer be associated with our organization and should be put on a black list that actually works. this blacklist should automatically delete their names if put up on the recruitment sites.
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(169) MSF has an extremely relevant duty in the current world.
That said, structural racism is the achilles heel of the movement. Example;
-Cross checking information given by black/brown/Asian person with a white colleague for the information to be acceptable/valid (it is condescending)
-Deciding a mission does not need holidays because it is touristic (Knowing very well most African expats have families back home and would want to go back to see their partners & child(ren)
-Evaluating an Africa/Asian or Muslim expat as anti social simply because they do not socialize the western way (mostly drinking and smoking in the projects) sometimes even in the PMS!!
The senior management cannot be entirely blamed for the attitudes, prejudices and biases of it´s staff; but it can create an environment where unhelpful behaviors are discouraged and discontinued. All MSF people have a responsibility to be aware and educate themselves on racism.
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(170) Before I mention my bad experience about this, I would want to first of all thank those who came up with this initiative and I plead that this should not just end here with the reading of colleague's sad experiences. While I was still undergoing training,I had learnt about MSF and was so in love with the organization. Four years after graduation, with all the ambitious spirit, a grabbed a role to work with MSF in Bamenda, in the North West of Cameroon. As of now what remains of this ambition is the hope that someone would come to understand AND DO SOMETHING about it all. The work environment is full of conflicts with ideas of many not given any relevance until incidents surface. This is this because those who come from abroad belief they come with milk and honey in the name of knowledge and the ideas of those from there is put in the trash. The worse part is when there is conflict amongst those handling managerial and supervisory positions be it within the same or different departments. This creates a hollow in the mind of someone like me who had greater expectations. Infact, there's much I can't talk about here,
I hope something be done about such which I believe does not happen just in this project.
I'm grateful.
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(171) Working in MSF-USA in the late 90's and early 2000's, I would try to raise conversations with the development team that a white doctor saving black babies in fundraising material sent a particular message about the organisation and how it feels about Africa. The images did not change by the time I left finally in 2001.
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(172) Let us practice humility and listen and implement change even in the seemingly most insignificant places.
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(173) Discriminative terms of employment
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(174) Racism is subtle but it there in MSF
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(175) MSF is an organization I have come to love so much. I have been willing to risk my life severally for the love of the organization and what she stands for. MSF contributed a portion to funding my masters degree which I am forever grateful for. I however have been a victim of discrimination and racism in the system. I worked for MSF as a Medical Team Leader (MTL) for almost 10 years now but eight years as a national staff. I will share three out of the many experiences I have had in the period I have worked with MSF
1. I have had colleagues arriving my project from Europe and finding it difficult to come to terms with why I should be their supervisor. I am a national staff and black hence it does not look right to them for me to supervise them. Their body language spoke volume.
2. In 2012, I had a Canadian head of mission who found it difficult to come terms with the reason why my project should have a MTL who is a national staff. He would invite project coordinators and other MTLs for Country Management Team (CMT) meetings but excludes me. This was done severally for almost two years he spent. He was always looking for an opportunity to show that I was not as good as the other MTLs who are expats but most times I was the one helping to solve the challenges the MTLs could not solve in their projects. After he left, his successor could not understand why I was not on the mailing list for CMT meetings and asked why. I told him I don't know. He apologized and asked that he would like me to be part of the meetings of which I agreed. As the longest serving senior management team member in the mission, I had the institutional memory of the mission that became useful at the CMT meetings.
3. The last I will share which I am still trying to heal from is an event that happen in 2019. A recruitment for a position that will be under my supervision was done without involving me the line manager which is not in line with the recruitment policy of MSF. The recruitment was done by an MTL from another project who does not understand the skill set and vision I have for that position. I was in my office and watched them conduct the recruitment to the end before letting those in charge of the process know that it is unacceptable and buttressed this with sections of our recruitment policy. I was side lined because I was a national staff. Suddenly, my position did not matter. I can be trusted to go carryout assessments and set up projects in high security context where my life will be on the line but not trusted to be part of the recruitment panel for my department. I felt discriminated against.
What I just shared, I believe is not the true spirit of MSF hence we must strengthen the system so that those with racist and discriminatory tendencies do not feel comfortable anymore in this great movement. I still work for MSF but as an international staff. We must do every thing possible to purge the organisation of racist individuals and policies. The time is now!
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(176) When I complained about bullying and racist behaviour at MSF UK, I was pulled aside by my white director and told to withdraw my complaint - I resigned shortly afterwards.
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(177) I was shocked when I first entered msf at the secrecy around expatriate salaries and benefits. While for national staff a salary scale is clearly shared, it was taboo to share anything about how expatriates were rremunerated.
I remember when changes happened in the expatriate salary scales which resulted in European first missioners earning way more than an eg African first missioner. It was amazing that it even got passed.
The racism in msf i think is not just against black people. We have a lot of gay people in organization, and there is some extent of homophobia which needs addressing.
I also noted how national staff can be in one lowly position for years while it takes an expatriate two missions to become a manager. Even as first missioner,they have far more say than older national staff. There is an assumption of expat equals trustworthy, national equals suspicious and yet we all know that integrity is a personal choice and has nothing to do with race.
Some leaders have made strides in moving away from the traditional MSF and deliberately supported a stronger national staff. But this needs to become institutional.
We also need to be careful that those national staff in positions of power avoid perpetuating the imbalance present and instead commit as well to changing the dialog.
It is sad to see an organization with such impact take racism so for granted and not be bothered by it. Let's make a change.
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(178) Looking forward to seeing the outcomes of this, and hopefully some solid guidelines and policies will follow (formulated by those affected by institutional inequality, not by paternalistic management) if the organisation is truly committed to introspection and change.
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(179) Thank you for this initiative, and thank you all for the informative comments so far. I really hope this leads to more than just discussion. We need policies and guidelines as well. And we must overcome institutional inertia to enact real changes and improvements. I have been trying to educate myself about the anti-racist message for a while, and I hope I have identified the areas where I benefit from my privilege, but this journey is never over because no-one gets it right without feedback and guidance. Cultural sensitivity and anti-racism should be more prominent in our briefings, trainings, and policies. And there should be frequent refreshers and reminders as we learn more about how to implement and sustain change. As a medical specialist (and I am aware this is a privilege stemming from my middle class western background) I would also welcome some guidance on how I can better contribute my expertise in a more constructive and inclusive manner.
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(180) MSF is an organization I have come to love so much. I have been willing to risk my life severally for the love of the organization and what she stands for. MSF contributed a portion to funding my masters degree which I am forever grateful for. I however have been a victim of discrimination and racism in the system. I worked for MSF as a Medical Team Leader (MTL) for almost 10 years now but eight years as a national staff. I will share three out of the many experiences I have had in the period I have worked with MSF
1. I have had colleagues arriving my project from Europe and finding it difficult to come to terms with why I should be their supervisor. I am a national staff and black hence it does not look right to them for me to supervise them. Their body language spoke volume.
2. In 2012, I had a Canadian head of mission who found it difficult to come terms with the reason why my project should have a MTL who is a national staff. He would invite project coordinators and other MTLs for Country Management Team (CMT) meetings but excludes me. This was done severally for almost two years he spent. He was always looking for an opportunity to show that I was not as good as the other MTLs who are expats but most times I was the one helping to solve the challenges the MTLs could not solve in their projects. After he left, his successor could not understand why I was not on the mailing list for CMT meetings and asked why. I told him I don't know. He apologized and asked that he would like me to be part of the meetings of which I agreed. As the longest serving senior management team member in the mission, I had the institutional memory of the mission that became useful at the CMT meetings.
3. The last I will share which I am still trying to heal from is an event that happen in 2019. A recruitment for a position that will be under my supervision was done without involving me the line manager which is not in line with the recruitment policy of MSF. The recruitment was done by an MTL from another project who does not understand the skill set and vision I have for that position. I was in my office and watched them conduct the recruitment to the end before letting those in charge of the process know that it is unacceptable and buttressed this with sections of our recruitment policy. I was side lined because I was a national staff. Suddenly, my position did not matter. I can be trusted to go carryout assessments and set up projects in high security context where my life will be on the line but not trusted to be part of the recruitment panel for my department. I felt discriminated against.
What I just shared, I believe is not the true spirit of MSF hence we must strengthen the system so that those with racist and discriminatory tendencies do not feel comfortable anymore in this great movement. I still work for MSF but as an international staff. We must do every thing possible to purge the organisation of racist individuals and policies. The time is now!
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(181) This is really a huge problem. Starts as a simple issue at the Tukul during lunch time where whites occupy their table and blacks theirs too.
Small acts like these culminate into huge ones therefore need not to be nurtured.
Diversity should be advocated.
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(182) Perhaps it's time MSF took an "emergency medical" approach to racism. 1. While intersectionality is real and needs to be acknowledged, this discussion and changes thereof should not be confounded with discussions on sexuality and other forms of discrimination that affect "all races". Just for once, face a discussion about racism as it affects Black bodies (Black queer bodies, Black African bodies, Black Asian bodies, Black bodies from countries where White MSF employees take pride in serving and are able to walk away feeling the same way colonisers and missionaries felt when they gave pills and Bibles while they looted countries). 2. Acknowledge that it's time for White people to keep quiet and let Black people express their pain and outrage (because these two can co-exist as experiences amongst Black people without implying that "oh, now you're being emotional, anti-white or anti-progress). 3.This conversation and transformation does not need White heroes or liberals. Let Black people dictate how it should happen and when. Literally! Of course there are structures and associations - scrap that because it has been riddles with politics and let a Black movement lead the conversation. 4.This should not be another talkshop for nice documents. Pay employees according to skills and experience and apologise for a racialized remuneration package where field staff are paid according to where they come from. If any learning and sustainable change is to come out of this, 5. Tell the story of those who have been raising concerns over racism in MSF for years...This is not new, go back to what was ignored, to heal the pain of those who died or resigned before change was realised. Tell the story of how the South Africa office challenged "founders" of MSF, how the Southern Africa association made noise for change, only to have a proud Brussels Operational Centre focus on dancing to Brenda Fasie after General Assemblies.
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(183) There is an ethical guide to humanitarian work that can be summed up in three words "Do no harm." While I have witnessed people receive genuine care and medical treatment on my missions, I have also seen lives, specifically BLACK lives undervalued, disregarded and in some case discarded. I have bore witness to the harm done to "beneficiaries" (we should ask ourselves who truly benefits from humanitarian aid) and MSF national staff due to racism among expats and leadership at all levels.
On my first mission in South Sudan I was shocked at the mere physical layout of the compound, black South Sudanese inpats on one side, whites and "regional staff" on the other. We were separated by a fence. Inpats lived in subpar conditions with leaking tents and without running water, yet we were all doing the same work. The response from my PC was that the South Sudanese were "lucky" to have a job. The dehumanizing of black, South Sudanese colleagues was horrific.
On both of my missions I watched white expats posed next to their brown "beneficiaries" acting as saviors. In response to my concern about the blatant racism I saw in my missions, my MTL in South Sudan said "well what did you expect?"
In both of my missions I spoke out about inequities both race-based an otherwise and was shot down, criticized and even told "maybe this is not the organization for you." While I don't need MSF to validate my position on racial justice, the gaslighting that goes on is skillful and rampant at the highest levels. Two years ago, voices speaking out against racism on the online association portal were silenced and mocked. MSF prides itself on being an organization that is open to debate and self-reflection. In my experience nothing could be further from the truth.
Some the of the people who signed this letter participated in the systemic silencing of the first black man on the board of directors. He was threatened for his stance on issues of inequity and racial injustice and for standing up to injustice. It is curious that some of the same individuals who worked so hard to suppress a motion against racism now sign this letter. Is it due to the new focus of racial injustice at the national level? Is MSF now afraid, finally of being called to the carpet? Let MSF stop patting themselves on the back and use this as an opportunity to really and truly look inward.
Let this letter and the many signatures and stories speak for themselves. Racism is an endemic in MSF. If we do not address it, not only are we doing more harm than good, but guess what… the world is changing, funders will catch on. Eventually no one will stand for it because change is gonna come.
Cristin King - former mental health supervisor S. Sudan and Bangladesh
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(184) Hope this matter will be taken with all seriousness and avoid its recognition and the ommitment (previos and actual) from falling into a bottomless hole. This matter engages MSF not only as a movement, but also MSF(ers) as individuals who should be proud of translating the COMMON and "WELL DEFINED" HUMANITARIAN vision into a SHARED COMMON HUMANITARIAN vision. (Adrien Mahama)
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(185) OCP Kenya office decided the annual medical cover for national staff + their families is 200,000 Kes for an year. Any sane national staff avoids hospitalization as this has to be negotiated with insurance company as they may decline the staff going to some health facilities. Meanwhile, the monthly house rent for the frenchman/woman is up to 200,000 Kes. I made the mistake of raising the matter loudly to an ocp director and was equally admonished by the desk manager, and reminded that she oversees operations worth million of Euros and she should not be bothered by an inconsequential African about health insurance. I didn't until then realize we are mere cogs in the white MSF machine. My request was that I should not be asked to change a cardiologist who had my history for over 10 years. I was informed that I should find another cardiologist who has agreable rates with the insurance co. Yes the provision of basic health care for national staff is negotiable for the lowest fee. The inequity makes even strangers wonder why an admired org like MSF would be so racist? And why the national staff accept this degrading racist treatment? These priveleged white people are well aware of the scarcity of jobs and they hold this fact like a noose over our heads. A HoM in Kenya called some of us toxic after she became aware that national staff were speaking about the abuse they go through at the hands of expatriate staff and their spouses. I would be failing a former housekeeper here if I did not mention how a wife of an MSF log would make her kneel to beg for her job while continuously slapping her, and for that we were called toxins. How can an org rank a group of humans so low that our health insurance cover (woe unto you if you have children and a spouse) is a fraction of what they will pay for housing, livelihoods, food etc for their white staff? I once asked HQ finance head if our children are surbodinate to theirs, I am still waiting for the response. Wariara mugo, advocacy, OCP Kenya
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(186) I agree with this statement
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(187) 2018, I have been personally victim of chocking racism comments and messages from white colleagues with a kind of white solidarity to victimise me instead of condemning what happened. U have asked to have a systematic briefing on racism and cultural sensitivity, which is still not the case yet.
Dehumanising responses has to change: it is not because we are responding in poor Africa that national staff have to be treated as non human compared to other region as Middle East...enormous gap in treating staff: just chocking.
Dr Joseph D
Iraq, Deputy Medical Coordinator, MSF-OCG
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(188) There is a need for a DEI Officer in every main MSF Sector office and a need for black people, people of color and NS to be given the same opportunities to work in high managerial roles in those main offices/field projects. If white people can work as managers in field projects across the African continent, black people from those field projects should be given the same opportunities both to work at headquarter offices and to be in charge of their own home projects. This is all the more relevant, because they are the ones with first-hand experiential knowledge of the cultural implications of our mission for their people. All Project Coordinators and Human Resource officers should be trained on how to deal with issues of racism which invariably come up or manifest in the field and projects across the board.
White European, North American and Australian volunteers and managers encounter a vast array of cultural differences as they enter the field, and subsequently. This is a fundamentally different experience for the black volunteers/POC/NS and the people we are providing services to in field projects. First, MSF has managers who are coming from a culture that emphasizes individualism, where you have to put yourself and your own care first and foremost; to a culture that prizes family and community loyalty. So the white manager shows up with ideas that are unfamiliar to and out of synch with the context. Intentionally or subconsciously, this tends to generate a stance based in ignorance and arrogance. Part of being in their home culture, and part of what helps them succeed to the point where they can take up these responsibilities, is the lifelong message that “You are the best in all you do; your way is better than anyone else.” It’s embedded in the intersection of formal education and the wish to bring services and knowledge to areas bereft of them. A corollary thought is, “I really do not know you, and I cannot trust your judgment, because I do not know what you know and how good you are. So you have to learn my way which is the better way, the more advanced view.” This inevitably affects the way services are provided to the people who MSF’s original mission is to serve.
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(189) Although I think that there are definitely inherent discriminatory practices in MSF, I really think that we have to be careful with semantics. Racism and white supremacy carry extreme messages, and I am not sure that they are fitting with the reality of the practices that we see. I don't see this as a race issue, but rather an issue of privilege i.e. nationality or where you were raised or educated can make an individual privileged without being white. There are many black and ethnic minority staff coming from Europe and the USA who have equal opportunity to their white counterparts, and who, in my experience, are given the same respect as their white colleagues. Unfortunately, the same cannot be said for black and ethnic minorities coming from other parts of the world, and this is what needs to change. Focusing on race is a overly simplistic view of the problem and won't lead to the solutions that are required to change things within the organisation. We have to be equally careful not to promote an anti-white sentiment, which is a danger if we focus on race alone as the underlying problem.
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(190) Being an international staff of MSF, I stand by my decision of joining MSF for the values and principles that it was built on i.e. why MSF does its work in the world; work that is much needed on a bigger scale than what MSF is currently capable of achieving due to various factors that affect people who volunteer with MSF.
What I am about to say is solely based on my personal reflections and experiences. I am currently at a stage where I am waiting for an evolution of consciousness. I am looking at what it is like for some individuals to be part of a system that they believe in yet do not conform to what has become acceptable in how certain people treat other people within this system.
Many people have either left their families, jobs, organisations, roles & responsibilities and lifestyles in order to embark on what is ultimately a life journey of purpose-seeking. But again, whether it is a calling, a passion, a career or a lifestyle we made the choice to be in this organisation because we believe in what it has always stood for, what it tells the world it is doing, and how it does its work . However, the realities of learning about MSF, applying for MSF, being inducted into the MSF system, working with MSF, living in an MSF mission and surviving MSF are all different and somewhat skewed from the expectations, not for everyone, but for some of us.
In reality I have met many people from all over the world within this system and others, who have voiced opinions, experiences, feelings, trials and tribulations in confidence and openly for everyone to hear.
I hope all these people who have spoken in confidence find a way of speaking out on this platform if they haven’t been driven too far away from MSF, even if it is just to alert people about challenges that the organization is facing. I hope they come out despite repeatedly, being suppressed under the advice of “just push through" and having received generic responses that people have become so numb to and now accept. To name a few, "we all know that HR has problems”, “it’s easier to just let it go”, “it will be different in your next mission”, “surely, you know they don't mean it”, “it’s just how some people are and when they get angry then that's how they act but just let them cool down”, “it doesn't matter because it’s finished now”, and “don't cause problems because you only have a couple of weeks left and this will follow you around and you won't get another mission”.
While I’m sure some people might be shocked to hear that this is/has been happening to some of the colleagues you work with, others might agree that this is/has been happening to them. Others still might start to get the feeling of a knot developing in the pit of their stomach knowing fully well that they consciously allowed, instigated or perpetuated this kind of behaviour in their individual capacity in order to conform to the norms of it.
See, in reality, we are all different people from different backgrounds and countries, all with different upbringing, privileges, education, priorities, beliefs and opinions, morals, and experiences. We make decisions, be it good or bad based on who we are as a person. We look different, act different. We all live different and think different. Being different is what makes us unique, but please understand that we are all humans. We are all entitled as humans to the same human rights.
So, within a system that promotes human rights, why do some people get such starkly different treatment. The answer is, the system, like many other systems, is flawed. This flawed system in the humanitarian sector is the reason why people are allowed to be treated so differently, but it is not the problem.
The real problem is people that have no insight or understanding of the flaws within the system that they continue to perpetuate it. Sadly, this will continue to adversely affect the people that it currently does in the ways it does because it has become acceptable. The problem is saying that there is no problem because it doesn’t affect me. It is not wanting to acknowledge that there is a problem. This problem is as real as every other problem you choose to put “above” this problem because “this doesn’t happen overnight” and paralysing embarking on this problem because there are “bigger and more pressing problems”.
With that being said, let’s talk about some experiences.
For most of you, you find solace in the fact that your career manager has your best interest in mind. You feel comfortable contacting about your strengths and shortcomings, your job prospects, planned holidays between missions and availability to deploy to your next mission. You have someone to confide in before, during and post missions about the project, the people you encountered. They are someone who understands and knows your capabilities and has an overall track of your achievements, points to improve, etcetera.
I have come to learn that there are career managers like this. I am thoroughly happy to know that these career managers exist while at the same time being completely at a loss for words as I have never experienced this.
Imagine such a flawed system that allows for some of us to float and swim blindly. I had to rely on myself:
▪ Making numerous attempts to make contact with my career manager whilst in serious times of need in the field. I’ve received a range of communication from “sorry, I was finished working”, to “you need to make time to contact me” (me being in a completely different time zone and not having stable comms to contact during the career manager’s convenient time). There was also “I have a lot of people that I manage so you need to find a better time (after making numerous attempts at contact; the only email I receive on an explo as soon as I find reception standing in the bush at 15 degrees left of the 12th tree on a rock that is 1.5 meters high and at full stretch, I get 1 bar of reception just enough to receive this email).
▪ Imagine never receiving a briefing document, instead being told “you will see when you get there because I have no information”.
▪ Imagine being handed the ticket on your way to the airport because you have to fly in 5 hours and you have to debate with your career manager on where you are going because they were under the impression that you were going to a different mission, in another country (on another continent!).
▪ Imagine getting to a mission only to be asked to go to a completely different project in a massively different capacity with completely different climate and threat level. After having accepted and accomplished the feat, being told that there is no time to do evaluations in or after the mission. So no one will know what you did, where you did it and how you did it.
▪ Imagine being on holiday, being contacted to go on a mission and leave in 2 days but have to decline because you are in another country out in the mountains. Upon arrival back to your home country having cut your holiday short, you have to plea that you want to be part of MSF and that you won’t decline again. You apologize to your career manager, saying that you are sorry you had to decline the mission because you were on holiday and had no foreseen upcoming missions as told by the same career manager and they were aware of you then going on a holiday from a specific time to a specific time.
▪ Imagine getting to a mission with no Head of Mission to mediate, where almost the entire management structure, both coordination and project level, is handled by a group of friends from the same country, have the same privileged mindset and opinions, employ the same mentality afforded to them and then enforce these “powers” through the same privileged management positions granted to them.
▪ Imagine being told to ask a manager first if I may reply to emails directed at me and not to challenge them because they might cause problems for me and my job.
▪ Imagine abiding by the system that is supposed to keep you safe when speaking out in your project to your line managers and HR in the hopes of it being documented, only for it to be dismissed as “they don’t believe it because they have known these colleagues for years, even from school days” (both your line manager and HR are from the same microcosm of management you are wanting to speak out on abuse of power, victimisation, prejudice and discrimination)
▪ Imagine bringing up contacting SHU and GAREC and then a couple of hours later getting a message (read: ultimatum) that sounds like this “I think you are stressed and burnt out, and it’s best that you go on medical leave back to your country like tomorrow”. You have no choice in the matter as “I am looking after your best interest and will enforce the medical leave”.
▪ Imagine SHU approving your return within an originally stipulated timeframe as instructed to return by mission only to find your position was filled almost immediately after you left.
▪ Imagine none of this ever being documented because no one ever did the necessary evaluations or debriefings with you to be able to understand.
▪ Imagine not being able to go to HQ or speak with the necessary people so that you are not just a statistic since only the people with passports from the same country as HQ or EU countries and a select few are entitled to visit HQ.
▪ Imagine being African but being told by Europeans that you can’t go to a mission in Africa because you don’t speak the local language.
▪ Imagine being African and being told you can’t go to a mission in Europe because it’s too much effort or not cost efficient to go to work in EU.
▪ Imagine being from a developing country but being told your salary will not be the same as someone coming from a developed country even though you work the same profile.
▪ Imagine as MSF working in an extremely cold climate and only being able to afford sub-par clothing and shoes comparative to the staff you work with because you earn less and have a family back home that relies on your earnings to live as opposed to being privileged enough to earn more than others because you were born somewhere else.
▪ Imagine not being able to see your family as much as other MSF staff because you earn less and for you it costs more than a month earnings to get home but for the privileged who earn enough can pay much less or similar but can afford it.
▪ Imagine not being able to take the needed break in many missions because you can’t afford to fly to another country like the privileged simply because they earn more than you.
▪ Imagine having been saying all these things for so long and being shushed with no one listening and then, one day, luckily, a privileged person or people have to say something which inadvertently triggers a series of events which finally allow the oppressed voices to now be forced to be heard.
▪ Imagine your worth as an individual within a system being determined through the eyes of only people privileged enough to not have to understand any of the struggles endured by you or people who look differently to them.
▪ Imagine actions, words, rules, emotions, security, scrutiny, privilege, quality of life, education, quality of your family’s lives, worth and value as a human, being judged by someone or groups of people that understand nothing of what it is to even just survive being you for a day because of their previous and self-sustaining ongoing privilege.
▪ Imagine the system designed on “fairness in equality” allowing for such privilege that it allows the highest most people/management in the system to lash out and blatantly deny the need for intervention re: race, gender, privilege and equality.
▪ Imagine your only line of communication with MSF is a very nice person but is not a good career manager so you have no one to tell this to.
▪ Imagine trusting this system to keep you safe so that you can fulfil your life’s purpose and hopefully make an impact in the world doing what MSF was created to do.
Sounds personal, petty and inconsequential when you put it in point form right? Well, these are just some of your colleagues’ experiences but when you look at it holistically it starts to paint a different picture.
For you to now fully comprehend this picture and what I have said, you need to imagine one more thing for me.
Imagine you are me, because I am you, and I am a whole lot of other colleagues you work with in MSF in the world. The only differences are I don’t look like you and I am not privileged enough to have been born in the same country as you, in the country of my MSF HQ.
Thank you for taking the time out to read this. I hope the more people that read this, the more people will wholeheartedly continue through adversity believing that MSF, its ideals and pillars are not flawed.
The system is flawed but together, we the world-wide community of people working with MSF have the ability to make change. Being humanitarian is not only applicable to and does not start and stop in the field.
Remember you are born a human being, being humane to every human should be our way of life.
MSF and the humanitarians living their lives in the pursuit of proudly helping the world with dignity in a big or small capacity is exactly what the world needs.
Signed,
A proud member of Medecins Sans Frontieres
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(191) Look at the E-desk. All white advisors. Some straight from the field to HQ. Everyone more racist than the next - oh but it’s subtle and cleverly disguised in overconfident ramblings.
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(192) It's high time!
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(193) I completely agree with the above mention text. It's my personal experience while working with MSF that discrimination exist at all level on the bases of passport, color, nationality, religion and favoritism given on recruitment and in disciplinary action as well. There is no doubt that this organization is sick.
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(194) Msf Egypt is bleeding un professional expat has ruined the image and they left impact. Msf is my veins but what some people did to me while they where using their positions is terrible. IAM not completing the trouma stance that I have been through. I will share their names by saving MSF reputation and also I will share the whole story at the right time.
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(195) The complaints system is totally rigged in MSF. The HR department tries to do a policing investigation; and then itself becomes the judge and the jury. How does one expect a fair proceeding when the perpetrator of unjust practices happens to be an ex field co-ordinator now the HR officer of a cell? A French first-timer PC, implemented a policy which prevented the National Staff from using the official MSF shuttle; and she was smart enough to not write it down and circulate as an official memo; so that it could never be challenged officially. What she did remained in practice even long after she left. As a result, the national staff had to jump sewers and fight rabid dogs every day to get to the MSF project in the middle of a squatter settlement.
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(196) Despite its huge positive contribution, MSF is indeed a neo-colonial organisation. This letter pinpoints the problems very well, especially the use of humanitarian work as an obfuscating virtue signal.
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(197) Sadly, I had to walk off and take a very long pause after being unable to put up with the terrible culture in this organization. This organization can not portray itself as a universal advocate for equality and yet be the number one promoter of racism, discrimination and differential treatment. What beats my imagination is the differential salary scale based on color for equal work done. Of course, blacks paid much less for same work, if not more, compared to WHITES!!!
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(198) WE ARE ALL JUST HUMANS!!!
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(199) Who leads leaders!?
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(200) Bearing witness inside MSF
Late last summer, while delivering a diversity and inclusion training session to medical staff at the Médecins Sans Frontières (MSF) operational centre in the Netherlands, I felt it.
The crossed arms; the remarks that the topic was a passing fad; the suggestion that insufficient data meant it was impossible to know whether there was even an issue to discuss. One participant asked me to spell out my name, and my name alone, on the whiteboard at the front of the classroom. I glanced at my white co-facilitator and then looked the participant in the eye. The stare back was menacing. The silence was deafening.
Like many international aid groups, MSF uses a two-tier employee system: So-called “international staff” are mainly hired from countries in the Global North and move from office to office in management-level assignments; so-called “national staff” are locally recruited in the countries where MSF operates. What I came to understand through my three years with the organisation is not simply the extent to which this formal, racialised hierarchical structure creates a culture of institutional racism and a homogenous leadership class, but that attempts to begin dismantling this – through my work and by speaking out – were and are met with vicious resistance.
When I joined MSF Canada in its Toronto office in 2017, I believed in its mission. Its principles of independence, impartiality, and neutrality spoke deeply to me after working as a director of fundraising for a Canadian charity and as a programme manager for a public health non-profit in East Africa.
What I could have never predicted was the harsh disillusionment that would follow over my time with MSF, or the idea that my experience would make me question my very compatibility with the aid sector as a whole.
Other organisations I’d worked for had been corporate or foundation-driven, and MSF’s wide base of individual donors appeared to provide the independence to pursue programming based on patient and community needs. Where my work in East Africa often included ethical questions about collaborating with governments, here was an institution that focused on “témoignage”, or bearing witness, supporting those willing to go on the record about the structural causes of suffering.
I imagined an open culture of debate, a focus on performance that would result in objectivity in hiring and promotions, and an actively anti-racist framework that would be at the forefront of defining a new participatory development and emergency aid model.
I was wrong. What I could have never predicted was the harsh disillusionment that would follow over my time with MSF, or the idea that my experience would make me question my very compatibility with the aid sector as a whole.
I’m not sharing my experience in order to denigrate MSF – whose overall mission I still believe in – or to point fingers at individuals. (All names in this piece have either been omitted or changed.) I’m sharing it in the hope of bringing greater awareness to the ways in which group dynamics replicate and reinforce structural inequalities. I’d also like to spur a wider conversation about the degree to which aid organisations will need to directly challenge their own staff if they are to initiate the radical changes necessary to dismantle a powerful system of positionality and privilege.
Something’s not right: ‘I will rise above this’
At first, the issues I found in Toronto seemed troubling but perhaps not overwhelming. As a project manager leading the development of online learning courses for the European operational centres, I encountered problematic language around staffing. Training sessions for Canadian hires who would soon move to field offices often referred to national staff – more than 90 percent of MSF’s employees – as “vulnerable to corruption”, ostensibly a justification for their exclusion from the most senior management positions. Departing international staff were also reminded that they would almost all be in positions of authority over national staff.
I was distressed that such a structure – one that did not take individual qualifications into account – could be promoted as a rule. The staff who were about to leave Canada reflected the inequalities in Canadian society; they hardly represented the diversity of Toronto’s labour market, skewing heavily white and upper-middle class. This was replicated in the virtually all-white Canadian management team, for which previous “field management” experience was a prerequisite, and from whom invitations to exclusive drinking parties were seen as victories needed to advance one’s career.
Through my work, I saw an opportunity to begin to redress these issues. At MSF, online trainings have historically been geared to and designed by international staff with little feedback from national staff, reflecting the power of its top-down organisational structure. In this context, my role to promote online learning to rapidly expand access to information across the organisation – to both international and national staff – seemed a highly relevant goal. I also hoped to introduce participatory course design, tapping participants for ideas on what they needed from each training.
I believed that such empowerment would propel further changes down the line, breaking down artificial restrictions to knowledge and ultimately leading to the decentralisation of learning and development programmes, away from power centres in the Global North. Excited, I got down to work.
As an Indian-Canadian male with experience in global nonprofits, I initially thought myself largely above the progressively heated conversations about racism, sexism, and ableism in the office. Soon after I joined, MSF-Canada had kick-started an attempt to lead the movement on equality, diversity, and inclusion within its ranks and had quickly become overwhelmed. The work had been distracted by a coincidentally timed investigation into abuse of power – a case with a distinct gender and racial lens. My colleagues spoke of their increasing uncertainty over the independence of the investigation team and, progressively, of the human resources department and the board. The more diverse junior staff went further, commenting on their perception of leadership as incompetent, incapable of dealing sensitively with issues of equity, diversity, and inclusion, and as being immune to consequences with respect to their own behaviour and hiring practices. A newly released "equity assessment" report on equality, diversity, and inclusion found widespread experiences of systemic oppression by equity-seeking groups, including perceptions of favouritism, bias, and nepotism; a culture of normalised misogyny; and higher turnover rates for diverse staff.
Despite an obvious racialised power structure in the office and the rampant stories of microaggressions shared by colleagues, I resisted the idea that I could be significantly hampered by my race. I had always sought to define myself by my personality, the quality of my work, and my ability to support others. While I did question my immediate prospects for upward mobility for the first time in my career while at MSF-Canada, I did not lose the rather easy confidence I had developed as a relatively privileged middle-class Montrealer – at least at first. A distinct culture of racism, modelled and promoted at the top, seemed surmountable for the work I wanted to achieve to help subvert it. It seemed temporary, inevitably replaced by truth and hard work. I will rise above this, I thought.
As an Indian-Canadian male with experience in global nonprofits, I initially thought myself largely above the progressively heated conversations about racism, sexism, and ableism in the office.
So I persisted, even while becoming increasingly aware of something I could not then fully articulate but now see as pervasive racial bias. My director, finding it difficult to challenge my points on their merits, began speaking over me at meetings. A senior manager ignored my presence for the year and a half I worked in Toronto. An ambitious fundraising colleague cornered me at an office party to ask about my experience as a minority for the express purpose of “helping” him “in a future leadership role”. A tech colleague left a “Survival Shield” product sold by the openly racist/sexist radio commentator Alex Jones at my desk, and proceeded to engage me in a conversation about his belief in a “clash of civilisations”. When I asked colleagues – women and people of colour – about him, they said his behaviour had been reported and, as far as they knew, had gone unchallenged by human resources. When I shared all of these experiences with non-white colleagues, I often found that their stories were considerably worse.
Still, I kept working, despite the growing volume of an internal voice repeating itself with greater frequency: Where am I?
International or national: Are you us or are you them?
Eventually, a colleague in Amsterdam, impressed by my work, asked me to interview for a position managing the entire online learning portfolio at the MSF-Holland operational centre, a role supporting thousands of staff around the world. During the interview, I described the abolitionist and decentralised vision I was pursuing, a defined commitment in time and one that would require additional resources. Walking down to the lobby a few hours later, having made my peace with sure rejection, my phone buzzed with a text message. “You’re hired,” my future manager wrote. “It will be a journey. I believe in you.” I was thrilled.
Back home, as I prepared to leave, a few of my friends seemed less excited about this new challenge. On one of my last nights in Toronto, chatting over sushi, Marie and Chaz, two women of colour who had left MSF of their own volition and in disgust after being described by managers as “incompatible with MSF culture” and “aggressive”, and who were now, months later, seething in under-employment and occasional therapy bills, sounded an alarm. “You’re entering the lion’s den,” Chaz warned. “You‘ve gotta be careful.”
I shrugged it off. “I’ll be fine,” I said. “I know how to navigate it.”
Marie shot back, “You might not define yourself as a racialised person.” She paused and then added: “But you will come to be.”
My awakening began in August 2019, about seven months after I arrived in Amsterdam. In the much larger MSF operational centre there, the almost comical lack of diversity felt strangely refreshing in its honesty. I could count visible minorities on my fingers. Most were part of the “Rainbow Network,” an LGBTQ+ employee coalition, or the quickly forming “Kaleidoscope Network”, a diversity and inclusion group. Passing each other in the hallways, we’d share a momentary nod, an acknowledgement of an understood secret. Their eyes spoke volumes: I know, you know.
This extended to my own team. In a global learning and development unit of about 10 people who created and delivered training for both HQ and project staff, I stuck out in the all-white, majority Dutch and British group. Apart from the friendly and welcoming younger team members, my colleagues generally treated my by then open ambitions with a removed coolness. As was common for non-medical staff throughout the organisation, the lack of formal qualifications beyond experience as “international staff” was evident. A few team members had been trainers, a few others were former “internationals” who had worked in human resources roles in the field. Only one, my closest colleague and ally Marlene, had any significant training in course design, the team’s central function.
Demand for online learning was exploding at MSF, and I was working across the organisation on multiple initiatives. I frequently encountered medical experts who assumed national staff were intellectually “lazy”, meaning I had to consistently negotiate participatory approaches to designing courses. “Diversity and inclusion is a fad” was a phrase I often heard parroted whenever I brought the topic up.
I didn’t express my true feelings – such as my sense that I was continually navigating institutional racism or that a learning and development team responsible for over 10,000 staff with so little diversity could only be defined as colonial. I settled instead on advocating within and outside the team on the more “politically correct” need to focus our efforts on localising our initiatives and processes. My message always seemed to be met with extended sighs.
In a team meeting, a colleague compared national and international staff in generalising terms during a five-minute monologue. I spoke up, cautioning against such generalisations. This colleague then ignored me for months, dulling an initial friendship.
Marlene, my compatriot, shrugged it off. “Don’t worry about it. You were right.”
In the meantime, my main project – to open up the digital learning platform to everyone, including national staff – had run into problems: Vendors had been slow to finish, and MSF’s own approval systems for access to online programmes were segregated, based entirely on whether one was a “national” or “international” employee. That meant that one could not easily create an open learning website that could be readily and equally accessed by all. To begin the authorisation process, you needed to identify yourself as MSF defined you: Are you international or national? Are you us, or are you them?
In the pursuit of fairness and equal access for all staff, one then quickly hit a wall. You could not easily dismantle a structure of your own making. You were reminded of your perceived differences.
In the midst of all of this, our team was deep in discussions over our long-term strategic plan.
One evening, reading over a draft document that Marlene had asked the team to comment on, I saw that no one had mentioned the issue of accessibility – our ongoing need to engage locally hired staff who are significantly under-represented in trainings. I quickly typed a comment, stating that this was a core problem and that a deeper investment in online learning could be part of a solution. I paused for a moment. Should I speak my mind about the wider issue at hand? Carefully, I typed these words:
“As a team we should grapple with the fact that historically we have been made up of ‘international’ staff. This likely skews our understanding of needs and informs our decision-making in ways we might not even be conscious of. We need new perspectives and additional skills.”
Peacefully, I went to bed.
I awoke to a torrent of comments in the document.
“What do you mean?”
“Where do you get your information?”
“I have a problem with this comment.”
Tension during the team meeting that day was palpable. I had expected my comment to generate a much larger conversation about the skills and experiences we needed as our department evolved. I hadn’t anticipated the hostility that greeted me.
A member of the team flatly asked me if I had read the team charter – a question that seemed to suggest that I had transgressed some norm of civility on the established rules for “respectful discourse”. I politely responded that I had indeed read and understood it.
Tension during the team meeting that day was palpable. I had expected my comment to generate a much larger conversation about the skills and experiences we needed as our department evolved. I hadn’t anticipated the hostility that greeted me.
“Online learning isn’t a priority,” another colleague stated minutes later. “It’s not important.”
I was shocked that such a statement could be made, given the demand that I had understood to exist within the organisation. In anger, this person was attacking the very core of my work, not to mention what I believed was the interest of MSF: expanding training at scale to under-represented groups through online delivery.
Pointing to ‘reverse racism’ or protecting a system of privilege?
As days and weeks passed, the sense of anger from certain co-workers was so strong that I began to feel unsafe in the office. Slowly, I distanced myself from the team, physically sitting apart from my colleagues.
One day, my manager, Jen, pulled me aside.
“Listen, some people are very upset,” she said, and told me that a colleague who had previously been critical of my work had talked to her and demanded that I face disciplinary action for my comments. The person, Jen said, was “threatening to go to HR”.
“For what?” I couldn’t understand what was happening.
“Reverse racism.”
Reverse racism? The long-discredited conservative concept that white people suffer from systemic discrimination? The myth that advocating for racial justice policies for minorities are tantamount to oppressing and persecuting a majority group? On an all-white team?
My heart stopped. My work required seeking advice on a diversity and inclusion course next year from this colleague and others.
The person’s “comments have no basis”, Jen said. “There was nothing wrong with what you said! But maybe try to speak to others on the team? Get them to understand what you meant.”
What I wanted at this point was peace. Days later, on a video call with another colleague, I let myself be lectured.
“If you had spoken about it more respectfully, you might have had a better chance of being listened to,” my teammate told me, casually and confidently. We finished the call, and I sat in the darkness of a meeting room as the automatic lights switched off.
Of course, I had heard about this technique from so many others before me. If you had just said it differently, maybe you wouldn’t be going through this.
Friends were growing increasingly concerned about my mental health. Aware of the tension that had been growing within the team over the three months since my comments on the strategic plan, Jen contracted an external facilitator, someone who knew some other members of the team.
In an introductory email, the facilitator asked us to write in confidence about our experiences. Shortly after I submitted my response, I was asked to reformulate my answer to avoid naming individuals.
Walking into the session in late November, the facilitator took me aside. “I just want you to know this is going to be a difficult experience for you,” she said, not unkindly. “I want you to be prepared.”
Printouts of all the comments – which we had assumed would be kept private – hung on the windows and walls. The facilitator asked us to walk around and read the notes. For the next 30 minutes, I read variations on comments that are now seared into my memory, lines that I recall as:
–He needs to apologise fully to the team for his spiteful and disrespectful comments.
–He is doing a poor job and his collaborators are not happy with him.
–You’d have to be on drugs to write the type of comment he wrote in the strategic plan.
–I object to his tone in emails and the quality and style of his writing.
–His use of professional development funds was a waste of team resources.
–He is not doing the work he should be doing and his collaborators cannot find him.
–Jen needs to hold him to account and discipline him for his behaviour.
–Jen is aloof and unsupportive of the team’s current issues.
–The team’s problems will be solved if Jen and Arnab both leave.
I hung in a dizzying haze as we sat down to discuss the comments. Periods of stunned silence punctuated the conversation.
When asked for my thoughts, I paused.
Finally, I spoke: “My comment was meant to compel a broader conversation of how we’d improve as a team, and I cannot apologise for it.”
Jen’s response was less forgiving.
“My job is to protect a member of the team from being subjected to abuse. My honest response right now is: Fuck you.”
Walking out of the meeting, I was rushed by a few teammates who were seemingly horrified by what had just happened.
“I want you to know I don’t support this.”
“We’re here to listen if you ever want to talk about it.”
“We’re really not normally like this.”
A friend on the team told me how impressed he was by how “stoic” and “patient” I had been during the session. Shaking my head, and hating myself for my neutrality, I tried to explain.
“I don’t know how else to say this, but it felt like a lynching,” I said. “Folks were lying about me. Over a non-controversial comment. This is extreme fragility. And discrimination.”
He tried to talk me out of it: “People aren’t bad. Everyone’s stressed right now. I’m sure this wasn’t motivated by racism.”
I stared at him in disbelief. How could my friend not see this for what it was?
“I don’t know how else to say this, but it felt like a lynching.”
The next day I met with a friend, a co-founder of the Kaleidoscope Network and another person of colour on her way out of MSF. She offered the following advice: “They’re going to go after you. They will re-frame you as a troublemaker. They will say you were bad at your job. They will imply you didn’t get on with people. They will deny your experience. And they will end by deeming you a liar. They are protecting a system of privilege. My suggestion is this: Control the narrative about yourself.”
A few days after the session, I handed in my resignation letter.
Months later, Jen also quit.
Decades of stories that remain untold
I flew back home to Canada in January 2020, and worked remotely on a contract until March.
Not long ago, in the context of the George Floyd protests, I awoke to an email invitation to an online discussion about racial injustice led by the MSF executive team in Amsterdam. My official MSF email still hadn’t been shut off. Lying in bed, I listened in. The Q&A session had started.
“Will MSF formally and finally acknowledge that it suffers from institutional racism?” a participant demanded.
An executive team member dodged the question: “What we’re here to do is listen...”
I shut off the computer and spent the next hour figuring out how to get out of bed.
I thought of MSF’s La Mancha Agreement, a document affirming and refining MSF’s principles for the 21st century that in 2006 had identified, “the urgent need to address any issues of discrimination which undermine the ability to realize (our) full operational and associative potential”. I thought of all the people who had suffered since then, in undoubtedly worse ways than I had. I thought of how MSF’s own inclusion surveys continue to exclude national staff from engagement or analysis entirely, of the stories that remain untold.
I remembered a quote from the La Mancha Gazette, an internal newsletter, from that year:
“We have never tried to understand who they are (or) the nature of their relationship with MSF.”
I thought, strangely, of the time the person who had threatened to go to human resources with the accusation of “reverse racism” had told me about loneliness as we walked in Zandvoort, speaking of an MSF cowboy who had flown on to another project, another conflict.
When I eventually made it to my mirror, I was shocked to catch the face of someone I didn’t recognise. Behind the puffy eyes and a blistering headache was the unmistakable look of someone haunted.
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(201) I spent approximately 50% of my time in the field so I've seen numerous examples of MSF's paternalistic approach. MSF needs to place national staff and beneficiaries at the heart of operational decision-making, respect their roles and delegate to those with experience and knowledge
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(202) During the COVID-19 crisis in a country with only one ventilator, the senior management team of an urgent response mission for covid made the decision that if any staff became ill enough to need the ventilator, only expatriates would have access. This decision was made despite locally hired staff often being much more exposed to the population (and therefore potentially to COVID-19) than their expatriate colleagues in management roles. To me this is a breach of medical ethics (who gets to use scarce equipment should be decided on the basis of medical need and nothing else) and shows a lack of care and appreciation for local staff. If staff are exposed to certain risks during their work, it is the responsibility of the organisation that exposes them to that risk to (a) ensure they are aware of the risks they are taking, (b) provide them with mitigation measures to protect them from those risks and (c) if they are exposed to a risk and become ill because of it, to treat them and provide for their recovery. This is fundamental to good labour conditions and not providing preventive measures or treatment in such circumstances should never be considered an option. As a medical organisation we should know this - we should not be breaking the hypocratic oath with either patients or staff.
Anonymous - current staff and association member.
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(203) The IGA election of IB candidates has clearly demonstrated that MSF is not ready to change!
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(204) I started working with MSF in 2019 and since then, I had two assignments: one in an emergency and the other for a “regular project”. Joining MSF had always been my (naif) dream but I've immediately realized that it is not how it seems from the exterior. Institutional racism, ethnocentrism, white saviourism, thirst of power and favouritism were the main features I noticed during my time in Mozambique and Haiti. These features are deeply rooted and embedded in the “system” and they are perpetuated not only by white-skinned people but by the whole questionable category of “expats”. With a clearer vision, now I think that the concepts of power and privilege are very much involved here.
It took me a lot of time to write down these few lines; the testimonies and reflections attached to this open letter, which I signed, definitely helped me to feel isolated no more. There is a reason for this isolation: I put all my thoughts and opinion down on paper in my end of mission reports, I expressed them with my own voice during de-briefings once back, I even contacted the Garec to report some unacceptable situations I experienced but everything was dismissed, with little or no feedback at all. MSF attitude of not listening and not taking into consideration professionalities coming from outside the organization eroded my self-esteem and gave me a sense of “being mentally ill” or “not being fit or good enough” for the humanitarian world.
During my first assignment, MSF stepped into a cyclone-devastated area -like cow-boys- for a cholera “emergency” but... there was nearly no cholera and no relevant medical needs. I felt like the intervention was imposed on the population: there was no listening and no understanding of the situation, barely no needs assessment. Some 80 “expats” just for one section were parachuted inside Beira, some of them realizing after just few days that they were not needed and asked to retun. A lot of money from donors was burnt in this way, as by making cars, motorcycles, mobile clinics, boats and even helycopters run around the area with no purpose at all. In this situation one could argue that at least MSF gave employment to local people: that was not really the case because national staff was ill treated and fired from one day to another because simply “we don't need them anymore”. At this point, I think a deep reflection is due on the disruptive power Msf has on the local social context in emergencies. I remember one episode in which Msf wanted to install a mobile clinic and tried to convince the village chief about it: he refused, but Msf tried to push the intervention anyway and got chased after. Another episode: during a theatre skit about prevention measures against cholera performed in a street market, people threathened and chased the Msf staff involved. They shouted: “We are hungry! We need food and money, not certeza (chemical water disinfectant)”. Considering all this, how can I return back home and answer to questions of family and friends, asking me “Shall I continue to donate money to MSF”?
In my second assignment, from the first day on, I heard repeating the same commentaries from international staff towards national staff. Old narratives repeating again and again: “they are lazy”, “they don't want to work”, “they break their legs in purpose while on the field just to get paid sick leave”. I was feeling a climate of total apartheid and the coordination of the project had a pervasive top-down approach in every aspect of the work. This means, for example, a watsan coordinator saying that “we don't have to listen to the population too much because they ask too much”: I saw then the results of this recurrent mentality while walking in the mountains, where there was a previous intervention after Hurricane Matthew. A borehole was built, preventing the passage, just in the middle of the only path which existed there and the inhabitants of the surrounding villages were still angry about this “strange” decision. This can also mean neglecting the traditional knowledge of local healers, very present in rural Haiti, and not involving them to find solutions in a creative and participative way, beneficial in the long term. I can go on for many hours with examples similar to these ones but now I just laugh sarcastically when I think about all these training courses about community engagement that MSF sends you to: all perfect practices on paper but nothing is applied concretely in reality.
After a period in which I tried to understand the situation, when I decided to speak up about these problems, at first the coordination of the project simply did not understand what I meant. Then they decided to start putting obstacles in my work: micro-managing and bullying were daily routine till reaching psychological harassment and “personalized” security rules to restrict my movements in the last days of my assignment. Working decently was just not possible anymore. Because of all this and in protest against this bleak scenario, I took the not-easy decision to resign: it was to save me psychologically because the pressure to bend was too much and it wasn't possible to handle it.
I really made efforts to negotiate, speak and trying to solve the problems but there was no listening and no space for debate and discussion, no room for team work: there was just one arrogant way to do things. This way comprehends a strong burocratic approach to handle things, being stuck in a office and having no proximity with the people: in my opinion, this attitude is really dangerous, because proximity is very related to security and I had more than once the impression that, in the place in which we were, the security context was not really well understood. Situations which were perceived dangerous were actually not and potentially at-risk situations were dismissed. I refused to discuss my evaluation and in response, my line manager wrote down that the principles of Msf are not very clear to me and that I am not able to write a report. I reported the situation to Garec therefore, just to discover that, in what happened, they didn't find anything serious, so the case was dropped.
Currently, I am trying to soothe the psychological damages these experiences caused to me; I cannot even think about what national staff and the communities MSF engage with could feel, having to endure these inequalities constantly. The difference between them and me is that I had the privilege to resign and they may not have it. I remember that I was told more than once at headquarters that it all depends on which are your principles and how much you are able to handle. I can say that these discriminations and abuses are unacceptable to me and they must stop immediately, without losing any other time.
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(205) "I was already in a bad place and what I faced in MSF was just plain abuse of power and torture on my sanity level. There was a lot of unwanted abuse be it verbal or otherwise - I'm a Medical Doctor who studied abroad, and I’ve been humiliated by expats and none of the locals be it Medcos or anyone stood up for me - so has my faith in people shattered yes- will I be functional in a work environment? it is yet to be seen -
I’m living each day forgetting everything every day.
I’m happy you guys are standing up for all those “me” that can’t stand up."
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(206) National staff is excluded from recruitment for discriminative reasons; one justification would be “we’re humans and you’re subject to influence from possible relation with candidate”, (as if people from same nationality are all the same and know each other, nor there isn’t any process for hiring that includes tests and interviews attended by expats as well), on the other hand the cell doesn’t see any problem with an expat monitoring and evaluating his partner. The HoM/MedCo is the FC husband, and for any reasonable organization that’s 3 positions combined in one, it’s even illegal in some contexts.
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(207) Racism is never being stop it
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(208) Power is unchecked and senior MSFers will tell you this is how it works and don't try to mess up with certain individuals. People sitting in Europe under those unchecked power normally try to be the "thought leaders" on how to solve Southern problems without even bothering to talk with people who actually work on those issues on daily basis.
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(209) Left alone on a solo project with no support, communication or operational backup for 3 weeks. Reported the mismanagement and was oppressed by a “statement of good conduct”.
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(210) Exploitation/ child exploitation needs to STOP. Racism/ institutional racism needs to STOP. Commodifying human misery needs to STOP.
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(211) "I was already in a bad place and what I faced in MSF was just plain abuse of power and torture on my sanity level. There was a lot of unwanted abuse be it verbal or otherwise - I'm a Medical Doctor who studied abroad, and I’ve been humiliated by expats and none of the locals be it Medcos or anyone stood up for me - so has my faith in people shattered yes- will I be functional in a work environment? it is yet to be seen - I’m living each day forgetting everything every day.
I’m happy you guys are standing up for all those “me” that can’t stand up."