Knowledge roundups are created in response to questions raised by members of the Global Grassroots Support Network (GGSN). The GGSN is an initiative building upon the Blueprints for Change* project. The GGSN is a security-conscious community of practice that aims to improve support for grassroots movements around the world, without a top-heavy structure.
Our network works with grassroots groups, and the groups that support them, that are advancing climate justice, racial and economic justice, gender / sexual and reproductive rights, and political freedoms and civil rights. We share knowledge around common challenges that these groups face, and how each project has solved for them. Questions are raised to other GGSN members to compile the knowledge and resources we have to respond.
**See the following document for the GGSN definition of “grassroots.”
In this roundup, we responded to the questions: How do you deal with the turbulence/fractious atmosphere within groups over highly political views? There’s often other political things going on that split the group… people turn on each other or on leaders. Mediation and conflict resolution is one thing, but how do you treat this?
Activists working on different issues find it challenging to navigate political polarization and build alliances across ideological divides, and between cultural differences versus reality… especially when the problem originates within a particular area with strong cultural beliefs and values.
GGSN anonymized community answers
Reflect on the bigger vision and how everyone fits structurally
I’ll share a reflection of when I saw something similar to that. An organization that was moving to a region and had all these people, structures were not clear and people are were working so hard and were feeling unappreciated, and others, you know, there were no clear boundaries. So there was a bit of confusion. Burnout contributed, and everyone became very emotional and passionate towards this cause they believe so much in, but they also feel like they needed space to also have their ideas. I think we at that moment, we used material on building an effective team structure.
We first got people to reflect on the bigger vision that we are all trying to achieve, and how individual visions fit with the bigger vision. We created a space to find themselves within the process. We begin to reflect on what are the resources that each and every person was bringing into the space. And we started celebrating each and every individual and what they have contributed. For example, saying out loud we appreciate that you did 1, 2, 3, and we’re able to reflect on that moment specifically rather than give more of a blanket statement of gratitude or congratulations. And by that, people begin realizing how their own contribution helps contribute to the collective. There was no single win that was independent, and isolated. We started, seeing how their win was as a result of contribution from other people.
We had to realize that there are things that were not clear, like boundaries, work structures or norms within the team. We also have to take time to put those in order. How do I want to be treated in this team? When do I want to be called? How do I call for support? How do I want to get this support without losing my own identity or ability within the course of work? Agreeing that there’s a bigger vision.
Unaddressed oppression within groups/coalitions can lead to conflict
This is just from observation, not from personal practice. When we started working with young climate justice activists after 2019, a lot of the larger networks were really in internal conflict, and a lot of that was rooted in the fact that a levels of oppression and identities had not been given space in the movements prior. So People of colour and Indigenous folks in Canada who are part of these movements were not recognized and were not given space to speak for themselves. There were power imbalances and oppressions that just were not recognized or spoken about. That was really at the source of those conflicts. The movement had to stop what it was doing, and open a lot of space for those discussions to heal and to kind of come back together.
Small gestures add up
There has to be an acceptance. And sometimes there might be disagreements. But how do you create a space where everybody sees heard, and they’re safe? That’s also important, but also, some of these conflicts have so many layers. One person, might be just hijacking the movement, they’re leading and not giving space to others. Sometimes there’s questions about funding. Where the funding is coming from, where the money is going. Transparency has to be there.
Small gestures add up. For example, if an organization is posting about Palestine on Instagram or on their website, it means a lot. I’m not just a person working on environmental issues. As a woman, and as a woman living in a conflict region, I need to be concerned about the issues of the woman who is living under occupation, such as those in Palestine. So not addressing things like this adds up.
Try external mediation if needed
It depends a lot on personality. There are people who it’s their way or the highway. So when you have such a situation that’s difficult to tackle. But my idea, which may not work, but it’s worth a try, is some form of mediation. Someone who is neutral, or 2 people who are neutral, to have a conversation around it. Creating a space to share, even if it’s going to rub people the wrong way, is very important. And having mediators, to make a decision and agree. There has to be some method for compromise and understanding.
Lessons from Hope-based campaigns
This was shared by the Social Change Initiative in Ireland; “We asked two organizations that tackle the promotion of far-right ideology – Hope Not Hate and the Hope and Courage Collective to define the far-right, explain how it operates, and advise on how to address it.” Their thoughts were shared in the following 6 minute video: https://vimeo.com/771191915
Reflect on harmful dynamics
This article on Building Resilient Organizations by The Forge mentions the types of harmful dynamics that can show up in movement spaces, and proposes some potential structural, ideological, strategic and emotional solutions.
Attribution
Input and resources for this guide were provided by:
Individual contributors to the knowledge roundup have been anonymized.
This knowledge roundup was prepared by:
