Becoming a non-discriminatory organisation

EIRENE is on the path towards becoming a non-discriminatory organisation. We want everyone who works with EIRENE to feel that they are appreciated when they are working together with other people in EIRENE. We want them to be able to develop their potential in a good work atmosphere and thereby to contribute to the well-being and success of EIRENE.  When we work in cooperation with other organisations, we aim to treat our partners with respect and to adopt a self-critical approach as regards our use of power. This is part of our mission, which is to work for peace through nonviolence. Our partner organisations in the global South, the international volunteers in Germany, and mediators with experience of being refugees all give us inspiration and ideas as we go forwards on this path.

How we work together

We aim to make decisions by consensus at all levels and between levels both within the organisation and at our head office. This ensures that all those involved are able to contribute their own particular critical perspective on discrimination to the decision-making process. In 2013 a code of conduct was adopted, which serves as a guide – for people both inside and outside the organisation – to what can be expected of EIRENE. The twelve guiding principles range from nonviolence to responsible management of the funds which are entrusted to us. In the event of a dispute, it is possible to appeal to an ombudsperson. Ombudspersons help the association’s committees to build consensus. And they assist external parties who have complaints against EIRENE.

Contact persons for the anti-racism change process

EIRENE has been undergoing an anti-racism change process since the end of 2015. Structures have been created to support individuals and the whole association as they follow the path of combating discrimination. A new anti-discrimination ombudsperson was appointed to join the Ombudspersons’ Office with the task of actively approaching all new employees, listening to complaints, and working with those involved. Their practical experience is anonymised and compiled into a resource which will aid institutional learning within EIRENE. A process coordinator initiates dialogue and exchange across continents and informs people throughout the world about such activities. They bring people with different viewpoints together into dialogue and collect together criticisms and suggestions for improvement. The two anti-discrimination officers at the head office identify patterns of discrimination in EIRENE’s organisational culture, procedures and rules, and in habitual forms of behaviour. They work to raise awareness of discrimination, organise training, and propose structural changes. In regular plenary meetings all employees and volunteers at the head office are entrusted with the task and given the opportunity to help shape EIRENE’s progress on the path towards becoming a non-discriminatory organisation.