An Evaluation of the effectiveness and impact of Dismantling Structure Racism Initiative in MSF Southern Africa
Dismantling Structural Racism (DSR) is an initiative of the MSF Southern Africa Section Office, formulated after the International Board’s mandate to embark on Diversity, Equity and Inclusion (DEI) initiatives to curb discrimination and racism within MSF. Starting in 2021, Section Office staff and regional Association members took part in surveys and workshops to identify structural racism challenges affecting the Section Office and Southern Africa. As a result, a DSR roadmap and set of Gamechanger initiatives were developed: these were practical policies and actions with substantive leverage to dismantle structural racism. This evaluation reviewed the effectiveness, relevance and impact of the DSR initiative and the extent to which it has addressed structural racism challenges in the Section Office, Association and OCB field projects in Southern Africa.
RAISING AWARENESS AND ENCOURAGING ENGAGEMENT
Evidence from this evaluation shows that the DSR initiative has been highly successful in raising awareness of issues of structural and interpersonal racism within the MSF SnA Section Office, Association and in those OCB field projects visited by the DSR Manager. It has also been successful in motivating a wide range of people to engage with making changes to address the issues identified. The creation of safe spaces to explore issues and experiences of racism is, in itself, a significant change to organizational culture; moving the topic from something “taboo” to something which can be more openly discussed. Furthermore, many evaluation participants recognize the role that DSR workshops and events have played in building their own learning, changing their personal perspectives on racism, and increasing their confidence and capability to identify instances of racism and advocate for change.
As part of its work, the DSR initiative also hoped to influence the approach of OCB and the Anti-Racism TIC, and contribute to directional change to DEI work at Movement level. The DSR initiative has worked with and shared resources with DEI stakeholders, which has contributed to shaping some approaches in the Anti-Racism TIC and has offered a valuable example to inform OCB’s planned leadership programme for women. However, this influence has not been as widespread as was hoped, perhaps because there has been a tension between DSR’s conception as a ‘disruptor’ – even its name including racism being a “powerful statement of intent” – and its need to work collaboratively with stakeholders in the Movement in order to influence change.
DELIVERING STRUCTURAL CHANGE
The Gamechangers have delivered some important changes to structures, policies and working practices to address issues of structural racism, with the greatest number of evaluation participants rating the Baobab Leadership Accelerator (BLA) and Anti-racism policy and complaints process as the most significant. Evaluation participants have felt more mixed about the success of the Defusing White Fragility, Mandatory Participation and Accountability Gamechangers, with many reflecting that it was difficult to see or comment on the impacts of some of this work because of a lack of monitoring and evaluation data.
However, whilst many of the Gamechangers are significant achievements in their own right, the initiative has not taken a systematic approach to changing structures, policies and practices that have previously perpetuated structural racism. Nor has it undertaken any targeted work to build the skills people need to apply policies fairly and equally, or to handle concerns about interpersonal or structural racism effectively. As a result, it seems likely that aspects of structural racism persist within those structures and policies that have not been reviewed either as part of the DSR initiative or elsewhere. At OCB field project level, this is certainly the case because the DSR work here has not progressed beyond initial training workshops and conversations – and participants are clear that structural racism remains very much present in field project settings.
WHAT’S NEXT?
Many evaluation participants recognise that there is more work to be done in dismantling structural racism and there is a clear appetite to continue this work within the Section Office, Association and field projects. However, several factors are at play which are likely to influence decisions about the future of the DSR initiative. On the one hand, if plans for MSF Ubuntu are approved, this would provide an opportunity to create a radically different approach to the workforce policies and structures governing field operations under Ubuntu’s control. These policies and structures could foreground diversity and anti-racism, delivering a more inclusive and equitable experience for all members of the global workforce – and creating an alternative paradigm for the wider Movement to learn from. On the other hand, the wider context is challenging, with the economic climate resulting in increasing project costs at the same time as decreasing income. So, how can the work of DSR be protected and mainstreamed in a context where resources and budget are limited?
