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FAIR SHARE of Women Leaders
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FAIR SHARE of Women Leaders
@fair_wl
We are working to spark and sustain a feminist transformation of the international social impact sector. Will you join us?
fairsharewl.org
Joined January 2019
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  • user avatar
    FAIR SHARE of Women Leaders
    @fair_wl
    Jul 14
    #Event Racism at work isn't always loud. It's who gets interrupted, whose ideas get credited, who's told to "stay balanced" on things that affect them personally. Join our Sharing Space: 📅Tue 28 July 9am UK, 10 am CEST, 1:30 pm IST, 4pm PHT 🔗
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    Microsoft Forms
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  • user avatar
    FAIR SHARE of Women Leaders
    @fair_wl
    Jun 23
    BIPOC-only event this week: Defining leadership on our own terms Join Shared Ground Collective's next Sharing Space - for racialised, gender-marginalised civil society practitioners. 📅 Thu 25 June ⏰ 11:00 UK | 12:00 CEST | 16:30 IST 🌱 bit.ly/4afcP3U
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  • user avatar
    FAIR SHARE of Women Leaders
    @fair_wl
    Jun 5
    Your DEI strategy might be working exactly as designed - and still changing nothing. Diversity targets met. Decision-making culture untouched. The shift we need isn't more representation. It's a different relationship to power. 🌱New Learning brief: bit.ly/sgcres1
    Dark green slide. Text reads: They talk of 'diversity' — The decisions still look the same. Representation is not the same as influence. Most organisations haven't noticed the difference. Here's what our first Learning Brief found and what to do about it. Logo of Shared Ground Collective in top right corner. Prompt at bottom: Swipe for more.
    Cream slide. Label at top: The Pattern. Title: Three ways the gap shows up every day. Point 1: Invited into the room — not into the decision. The agenda is set. The strategy is drafted. Then diverse staff are brought in: to validate, not to shape. Point 2: Representation as a metric, not a shift. The numbers improve. The culture doesn't. Targets are met while decision-making stays exactly as it was. Point 3: Informal power goes unmapped. The real decisions happen in corridors, WhatsApp groups, and quick chats before the meeting. Inclusion work never reaches those spaces. Footer: Learning Brief 'The Future of Inclusion.'
    Dark green slide. Label at top: What this looks like in practice. Title: Shifting from presence to influence. Point 1: Map decisions, not just diversity data. Ask: which meetings actually set direction? Are diverse voices in the room before choices are made, or after? Point 2: Find the informal power holders. The org chart isn't the real map. Inclusion work needs to reach the people who shape culture in corridors and pre-meetings — not just the formal hierarchy. Point 3: Stop relying on those most affected to fix it. When there's no formal channel, the people facing the problem end up carrying the labour of solving it. Build structural feedback mechanisms so they don't have to. Footer: Learning Brief 'The Future of Inclusion.'
    Dark green slide. Label at top: Your Turn. Question in large text: In your organisation — do people have a seat at the table, or just a seat in the room? Body text: The full Learning Brief goes deeper: DEI fatigue, why inclusion stays theoretical, and six organisational systems where it needs to be embedded instead. Call to action box with title: The Future of Inclusion: From Strategy to Organisational Practice. Label: Read the full Learning Brief. Link location indicated at bottom right: Link in caption.
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  • user avatar
    FAIR SHARE of Women Leaders
    @fair_wl
    Jun 3
    Reminder: this Tuesday 🗓 "Decolonising Professionalism Through Matriarchal Values" - a free strategic session with gender expert Dania Gharaibeh. 9 June | 9:30 CEST | Online Register: bit.ly/4afcP3U #SharedGroundCollective #CivilSociety
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  • user avatar
    FAIR SHARE of Women Leaders
    @fair_wl
    May 29
    "An organisation is only as strong as its most vulnerable staff members." Our first learning brief is for the practitioners who are tired of explaining why this matters. 👉🏾 bit.ly/sgc-fswl #SharedGroundCollective #FutureOfInclusion
    Instagram post from Shared Ground Collective on a forest green background. A pull quote in large italic cream text reads: "An organisation is only as strong as its most vulnerable staff members." Below, a mockup of the learning brief "The Future of Inclusion: From Strategy to Organisational Practice" is displayed with brushstroke accents. Footer text reads: "Drawing on expert input by Ama Afrifa-Tchie and practitioner experience from across international civil society."
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