“As we hire an increasing number of staff from outside Canada and U.S. and deal with multiple and changing international employment laws, we are significantly growing our human resources staffing in international settings. We have just created the role of an international human resources director who will eventually be located outside Canada and the U.S. We are also following through on our commitment to place an HR professional in every international region where we work to deal with the often complex and varied needs of these regions. These additional staff in international settings allow for much stronger worker care and support. We are also increasing staffing by adding a position with MCC U.S. to respond to reports of abuses of power.”

“We recognize that as the world has grown more complex, disagreements and concerns have become more difficult to navigate. As a result, MCC is currently exploring the creation of a listening space for those with concerns, similar to the Office of an Ombudsperson. We are grateful for the opportunity to listen and grow as an organization…

MCC has started a conversation with other Anabaptist organizations to determine how our Anabaptist theology – including restorative justice and alternative dispute resolution processes – can and must shape the way we interact with personnel. We are committed to having our theology, alternative dispute resolution processes and restorative justice principles help inform policies, procedures and organizational culture as we care for the people who serve with us….”

MAST is seeking justice for survivors of alleged abuses, accountability for MCC and transparency for constituents. The group seeks to support those who have been impacted, offer a means of reporting and tracking cases confidentially, and offer space to share stories publicly.

Signers of the open letter outlined 21 cases of abuse. Since May, an additional 22 former MCC workers shared stories of painful experiences. A majority of the cases are from the last 25 years, with a few from the 1980s and ’90s.

“When staff separations or transitions need to occur, MCC must sometimes rely on the expertise of lawyers. As caretakers of God’s gifts – knowing we have a deep responsibility to those we serve and to the generous donors who support MCC – we need to listen to the trusted counsel of experts, including lawyers.

In times of conflict during separation, MCC has sometimes used agreements that allow both parties to reach a mutually beneficial resolution and to move forward peacefully. These agreements require both parties to a) not file further lawsuits, b) not disclose confidential information [which are particularly important in war zones or when the conflict may involve team members in other countries where privacy is critical], and c) not publicly disparage each other [non-disparagement clauses].

In fact, MCC very rarely uses NDAs or non-disparagement clauses. In consultation with our lawyers, MCC estimates we have used NDAs or non-disparagement clauses less than half a dozen times in the past 12 years. “

Yes, there is work to be done. We also believe there is a difference between workplace abuse and organizational conflict. Individuals citing organizational abuse may not have all the facts and can easily make assumptions without all the evidence. Conflict, by nature, is multifaceted and includes more than one perspective.

We do want you to know that, when employee transitions occur, MCC does not, as a matter of practice, use non-disclosure agreements (NDAs) or non-disparagement clauses. In almost all cases, these types of agreements are unnecessary. In the rare occasion when there is potential for a lawsuit, our legal counsel provides us with templated agreements in which both sides agree to not pursue further litigation or disparage the other side.

“The letter describes situations in which the writers say MCC program directors, executives and human resources staff disregarded workers’ health and MCC policies about medical needs. Supervisors ignored safety needs during times of instability and delayed or resisted providing health care, the writers say. They say that when needs were expressed or abuse reported, workers experienced harassment or silence before abrupt termination. One couple in Africa stated the termination letter they received contained inaccurate claims.”

“We acknowledge the hurt expressed by these former MCC staff members. We want to respond with humility and compassion. People are fallible and 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 health and safety of all our workers….

We will share the facts as we know them in a court of law at the appropriate time….

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.”