The Nonprofit Matters Podcast Episode 3: Ethical dilemmas and workplace tensions at nonprofit organisations

“If the organisation is not able to adapt and do things differently, then they are going to become outdated, and they will be overtaken by others who are much more in touch with the context and with beneficiaries’ needs.” --Desiree Paulsen

Nonprofits are built on passion, purpose, and the drive to make a difference, but that doesn’t mean working in them is not without conflict and office drama. In our latest episode of The Nonprofit Matters Podcast, organisational transformation facilitator Desiree Paulsen joined host Carolin Gomulia to explore some of the toughest (and most relatable) workplace tensions in the NPO workplace: resistance to change, intergenerational clashes, and internal cultures that don’t always live up to the values we promote.

While these are difficult questions, both agree the answers start with awareness and education, creating safe spaces for dialogue, and ensuring policies and accountability systems are in place. 

When long-time staff resist change

Every organisation knows the challenge: dedicated team members who’ve given decades of service but resist every new system or idea. Desiree’s advice? Don’t frame it as a fight between “old” and “new”.  Rather, she challenges organisations to create workspaces where everyone learns together. “Ask how you’re learning together as a team,” she says. “If you’re not learning, you’re not growing, and eventually, you’ll become irrelevant.” And eventually, the funding will go to those organisations who can change and adapt.

Fear often drives resistance, so shared training and peer learning can help bridge the gap. Desiree recommends creating regular reflection and learning spaces, where staff can safely discuss what’s working, what isn’t, and what needs to change. Facilitation can help ensure everyone’s voice is heard, not just those who’ve been around the longest.

When looking for models to help create such an office culture Desiree suggests using Liberating Structures or The Barefoot Guide’s action learning cycle to make reflection part of your routine. (Find these resources in our downloadable toolkit).

The clash between NGO work ethics: self-sacrifice vs. personal wellbeing

Many NGOs still hold onto the belief that working in the sector means sacrificing yourself for the cause.  Increasingly though, younger staff are questioning that ethic, and asking for boundaries around overtime, nicer office conditions, and mental health days.

Desiree welcomes this trend, believing this shift is both healthy and necessary. “We’re living in different times. People are more aware of balance, and that’s a good thing,” she says. Ignoring wellbeing leads to burnout and “silent quitting.” But when staff feel seen, affirmed, and appreciated, they’re more willing to go the extra mile. “It’s about balance,” Desiree explains. “Yes, we sometimes work late for a big deadline, but we can’t live permanently on that hamster wheel.”

Carolin suggests making the team part of the success. "... so they really know why you’re putting in the work and working hard. Then I always felt people wouldn’t mind actually putting in the extra time.” 

Workplaces should create environments that support both productivity and wellbeing, from quiet spaces and greenery to flexible arrangements and wellness activities. When periods of intense work are unavoidable, leaders should communicate openly and acknowledge staff effort.

When an organisation’s supposed values don’t match the office culture

The third question struck a painful chord: what do you do when an NGO that publicly stands for justice and inclusion allows discriminatory behaviour inside its walls?

Desiree calls this one of the hardest, and most common, ethical dilemmas in the sector. “This happens all the time,” she says. “That’s why organisations must do intentional, ongoing work on diversity, equity, and inclusion.”

Even what’s called “microaggressions” – ongoing, even unconscious behaviours, can do real harm. Desiree likened them to papercuts: “one might be annoying, but a lot of cuts can hurt you over time.” In response to these harmful comments or disrespectful behavours, she recommends addressing them through nonviolent communication (“When you said this, I felt…”) to open dialogue more constructive. In the end though, leadership must also take firm responsibility when behaviour crosses a line.  Carolin agrees: “It’s not about being perfect. Organisations are a microcosm and reflection of our society. But it is about being conscious, trying, and learning together.”

If the problem is leadership, Desiree advises escalating concerns to HR or the board, and using external resources or DEI facilitators if needed. Doing nothing, she feels should not be an option. “Staying silent is definitely going to cause more harm to yourself and to your other colleagues, who will also suffer even if you leave." Carolin adds: “Maybe also this podcast is a call out to say: you’re not alone. Many people face this, and often if you speak up, you might actually find like-minded people who’ve been silent because they found it difficult.” 

Carolin points out that we feel like in the NGO-space it should be different, but at the same time, "it's not about being perfect, because we know organisations are the microcosm and reflection of our society, and we know this in the society the major challenges around diversity, equity and inclusion, but it is about being conscious, trying and learning together."

In  closing, Desiree offered praise and encouragement to those organisations who take on these issues. For those who are in the midst of workplace struggles themselves, she reminded us of the variety of published guide books and resources available, many of them online for free. In that vein, you are welcome to download the accompanying toolkit to this podcast episode.

Credits

• Host: Sarah Scarth

• Guests: Nicole Copley, Ricardo Wyngaard

• Podcast Producer: Ruendree Govinder

• Sound Engineering: LIFEBrand https://lifebrand.co.za/

This episode was produced with the support of the LV and Ivy Middleton Charitable Trust.