Second MCC internal FAQ to staff in response to open letter and petition, June 24, 2024
June 24, 2024. MCC Executive Directors sent a second internal memo to all staff. MAST members obtained this memo from several MCC employees. It was first posted on Facebook (along with detailed comments by Anicka Fast) on June 28. https://www.facebook.com/profile/1070601509/search/?q=faq.
Frequently Asked Questions #2
Former MCC Staff Grievances, Open Letter and Petition
June 24, 2024
This document is for internal MCC use only. Please use the following Frequently Asked Questions document to answer questions received by MCC staff from constituents, churches or supporters. Do NOT release or circulate this document as a whole to anyone outside MCC, including media. Do NOT initiate media contact on this issue on behalf of MCC.
If you receive media requests related to this issue, please contact Laura Kalmar [contact info removed] in Canada or Marla Pierson Lester [contact info removed] in the U.S.
Is MCC aware of the complaints by former MCC staff members outlined in an open letter and online petition?
Yes. We are aware of the open letter and online petition launched by former MCC staff members, as well as the subsequent articles in denominational media.
What is MCC’s response to the specific concerns raised by the complainants?
We acknowledge the hurt expressed by these former MCC staff members and their families. We want to respond with humility and compassion. We do not believe these individuals are seeking to harm MCC; to the contrary, we believe that their efforts, while painful for those of us working within the organization, will ultimately help MCC become stronger.
We take all reports of concerns from employees seriously. Formal complaints submitted to MCC will be addressed and investigated, as appropriate, by trained Human Resources (HR) staff or external investigators. We seek to listen carefully to others who share their stories online, via email or by contacting us in other ways. In some situations, MCC will hire external third parties to review the work that is being done.
On social media and elsewhere, statements inconsistent with MCC’s understanding of the facts were made. However, while MCC does not discuss specific personnel cases in public forums, we seek to respond carefully and compassionately with those involved. With pending legal action, we will continue to follow our policies and procedures and engage appropriately; in this case, within the labor laws of Quebec. MCC continues to seek and welcome mediation with those involved.
What internal action steps is MCC taking in response to these concerns?
MCC is an organization made up of people of faith, committed to sharing God’s love and compassion with all in the name of Christ. But people are fallible. As a result, MCC is constantly reviewing policies and procedures to ensure they meet the complex needs of our staff and reflect the difficult locations where we serve. As people serving people, our goal is to ensure the ongoing physical and emotional health and safety of all our workers.
As we read and listen to the concerns raised by alumni, staff and others, we hear a deep commitment to the mission and ministry of MCC. We also hear stories of pain and confusion. We want to attend to these concerns and make changes as necessary. Our goal is to ensure that our policies and procedures are fair, equitable and clear.
Does MCC believe there are policies or procedures we need to review?
Before the open letter and online petition, MCC had identified three key areas for review.
1. MCC was in the process of addressing and expanding HR capacity, recognizing the organization's growing needs. We want to ensure our HR team is strong and well-equipped.
2. MCC is committed to exploring ways to better integrate restorative justice principles into our human resources processes. You can read more about MCC and restorative justice here:
a. https://mcc.org/our-stories/resorative-justices-birth-canadian-legal-system
b. https://mcc.org/our-stories/witnessing-seeds-peace-blossom
c. Restorative Justice Peace Camp | Mennonite Central Committee (mcc.org)
3. MCC launched our Speak Up Service in spring 2023 to provide another tool for staff (and others) to report concerns, in addition to other processes outlined in our policies. We will continue to review and ensure that the Speak Up Service meets the standards of a confidential reporting process so that employees have alternatives to raise concerns outside of their direct supervisors.
How does MCC care for staff in international settings?
We recognize that MCC workers often serve in complex and challenging environments. MCC diligently monitors the contexts in which staff work and has trained staff who work on safety and security issues. MCC employees are committed to maintaining rigorous staff security policies and procedures, recognizing the risks and ongoing volatility inherent in many regions.
What are the specific steps MCC is taking to resolve the complaints by John Clarke and Anicka Fast, former MCC representatives for Burkina Faso?
MCC will not go into details about any specific case. We can confirm that John Clarke and Anicka Fast left their positions at MCC in August 2023. We can confirm that MCC attempted to engage in mediation with John and Anicka, but they declined to engage. MCC is working with a third party investigating the complaints raised by John and Anicka to help us best respond to future situations and better understand what occurred in this specific case.
Why won’t MCC provide more details about specific complaints?
It is common in today’s social media world for individuals to demand that personnel issues be freely discussed on multiple platforms and to disparage organizations that seek to follow the law and respect the rights of employees. Many people equate public discussion with ethical behavior. That simply is not true, nor does it reflect the legal requirements that employers must follow. While employees may freely make statements of all types, employers must carefully monitor and limit what is said in public forums for the protection of all involved.
MCC is committed to sharing in a legal, ethical and responsible manner. We will be as transparent as possible while caring for individuals involved and attending to legal and ethical requirements.
On social media platforms, well-meaning individuals often speak about specific cases having only heard one side or one perspective. This is unfortunate because in some online posts, they are criticizing and disparaging other MCC staff members in the very ways they are denouncing. Agree or disagree, we ask that MCC workers not be targeted and that our discourse remain respectful and civil.
Are HR staff responding to staff concerns fairly and justly?
MCC’s HR staff are committed to engaging with respect and care. They are individuals of faith who are consummate professionals working with different countries, cultures and rapidly changing situations. When situations evolve in unexpected ways, there are times when HR and the leaders within MCC must make decisions for the broader good of everyone involved. We recognize that individuals on the ground may disagree with those decisions. When this occurs, MCC seeks to find a resolution that is consistent with our policies and offers compassion to those engaged.
In our strategic planning work, we are recognizing that HR policies, practices, protocols and legal regulations are changing in multiple countries where we work. In addition, many countries are experiencing high levels of turmoil and conflict. We want to listen well to our staff and experts to learn and improve based upon their insights and experiences.
MCC’s leadership is committed to ensuring that our HR systems have the capacity and structures to address the needs and concerns of our workers, both locally and internationally.
What processes does MCC have in place if someone wants to report a concern about staff misconduct or abuses of power?
MCC welcomes anyone who wishes to report a concern to do so through our Speak Up Service as one option; MCC staff can also contact their supervisor, HR coordinator or their safeguarding focal point contact. All reports are confidential.
Through the Speak Up Service, concerns are received by a third party on their secure servers. The reports are then handed over to trained MCC HR staff and may be investigated by a neutral third party where appropriate. MCC’s Speak Up Service provides an avenue for employees (and others) to report concerns such as violations of ethical or professional standards, misconduct, or unfair or inappropriate management of resources.
Reports are not shared with the individuals named in the report. If a report is made anonymously, that person’s name and contact information are not made available to the system and cannot be passed on to MCC staff.
MCC also has policies related to:
• Conflict Prevention and Resolution (Policy #7407)
• Grievances (Policy #7411)
• Reporting Illegal, Unethical or Other Inappropriate Activity (Policy #7412)
• Discipline in the Workplace (Policy #7409)
• Termination of Service Workers (Policy #7422)
• Termination for Salaried and Hourly Staff (Policy #7421)
• Workplace Harassment and Violence (Policy #7133).
Staff can access these policies via Omnia.
I’m having a hard time with this information. Who should I talk with?
MCC realizes this information may be difficult for staff to read or hear. Please be reminded that counseling services are available, should you wish to speak to a professional. Please reach out to your HR representative for more information about available support.