Hi Ula! I agree with you. I myself stopped working directly as an animal advocate after being mobbed, harassed, and listening to regular discriminatory comments for being a woman, an immigrant, and because of my origin. I’ve seen so many activists going through the same.
In my case, the continued support of other advocates, especially of the Encompass community (www.encompassmovement.org), has been invaluable. I highly recommend it.
Second, I also believe that it’s time to stop normalizing activists’ mistreatment and discriminatory practices, especially in organizations where there is evidence that these issues are structural. In this regard, it’s very disappointing that organizations with ongoing and severe management and leadership problems continue to receive large grants or support from the EA community.
Third, I think organizations should develop active policies to prevent these situations from happening in the very first place. We should not have more advocates burning out or leaving the movement to take this issue seriously.
I’m glad that you’re also concerned about this problem, and I’d be happy to talk about this further with you :). I’m also open to discussing it with Lewis– if he considers it appropriate.
Thanks for sharing this Daniela. I’m very sorry to read of what you experienced. I completely agree we should stop normalizing activists’ mistreatment and discriminatory practices, and that organizations need to develop active policies to prevent these situations. (I’ll address your point about continued grants as part of my reply to Eze below.)
On the policy point, over the last three years we’ve strengthened our requirements for grantees around sexual harassment policies and procedures. We now require all of our farm animal welfare grantees to implement a list of best practices prepared by our law firm. Most recently, in response to specific concerns raised, we added two more requirements: (1) forbidding grantees from asking for NDAs in harassment cases, and (2) requiring grantees to commission outside investigations of all harassment cases involving leadership. We also provide special grants to cover grantees’ costs to develop stronger policies, implement them, and train staff to abide by them.
And yes, it’d be great to discuss this with you further — I’ve just emailed you to find a time.
I know testimonies of people in the animal rights movement who have suffered the same thing you are talking about here, this is worrying and obviously it is not an isolated case.
Hi Ula! I agree with you. I myself stopped working directly as an animal advocate after being mobbed, harassed, and listening to regular discriminatory comments for being a woman, an immigrant, and because of my origin. I’ve seen so many activists going through the same.
In my case, the continued support of other advocates, especially of the Encompass community (www.encompassmovement.org), has been invaluable. I highly recommend it.
Second, I also believe that it’s time to stop normalizing activists’ mistreatment and discriminatory practices, especially in organizations where there is evidence that these issues are structural. In this regard, it’s very disappointing that organizations with ongoing and severe management and leadership problems continue to receive large grants or support from the EA community.
Third, I think organizations should develop active policies to prevent these situations from happening in the very first place. We should not have more advocates burning out or leaving the movement to take this issue seriously.
I’m glad that you’re also concerned about this problem, and I’d be happy to talk about this further with you :). I’m also open to discussing it with Lewis– if he considers it appropriate.
Thanks for sharing this Daniela. I’m very sorry to read of what you experienced. I completely agree we should stop normalizing activists’ mistreatment and discriminatory practices, and that organizations need to develop active policies to prevent these situations. (I’ll address your point about continued grants as part of my reply to Eze below.)
On the policy point, over the last three years we’ve strengthened our requirements for grantees around sexual harassment policies and procedures. We now require all of our farm animal welfare grantees to implement a list of best practices prepared by our law firm. Most recently, in response to specific concerns raised, we added two more requirements: (1) forbidding grantees from asking for NDAs in harassment cases, and (2) requiring grantees to commission outside investigations of all harassment cases involving leadership. We also provide special grants to cover grantees’ costs to develop stronger policies, implement them, and train staff to abide by them.
And yes, it’d be great to discuss this with you further — I’ve just emailed you to find a time.
I know testimonies of people in the animal rights movement who have suffered the same thing you are talking about here, this is worrying and obviously it is not an isolated case.