Mirko Fernandez is a victim advocate at the Global Fund. In this episode, he talks about the complexities of preventing and responding to sexual misconduct in the aid sector.

Mirko shares how his career was shaped by his parents, who were Chilean exiles, and their activism against human rights violations in their home country. We also hear about his work in forensic anthropology and his advocacy for marginalised communities.

He talks about the importance of allyship, the role of education in promoting rights, and the challenges faced by victims during the investigation process. The conversation also touches on the psychological and emotional demands of victim advocacy work and strategies for self-care and resilience within this field.

In this episode of the #NoExcuse podcast, host Guni Dias speaks with Harvard sociologist Frank Dobbin about the complexities of sexual harassment in the workplace, especially within international aid organizations. Dobbin examines contributing factors like power differentials and social isolation and critiques conventional harassment training for its sometimes counterproductive effects. Dobbin highlights effective alternatives such as allyship, bystander intervention training, and enhanced grievance mechanisms, including ombuds offices and dispute resolution processes. The discussion underscores the need for cultural change and proactive leadership to foster harassment-free environments.

00:00 Trigger Warning and Introduction
00:30 Interview with Frank Dobbin: Understanding Workplace Harassment
03:06 Power Differentials and Social Isolation in Aid Organizations
06:09 Challenges of Traditional Harassment Training
09:12 Effective Strategies for Allyship and Manager Training
14:23 Reporting and Grievance Mechanisms
19:20 Broader Spectrum of Workplace Misbehaviours
22:16 Creating a Culture Free of Harassment

Victoria McDonough has over 30 years of experience in preventing and responding to sexual exploitation and abuse in the aid sector and is currently a senior victim care officer. In this episode, she shares her story and the recurring challenges organisations face in tackling sexual misconduct, including issues of leadership, accountability, and a focus on compliance rather than meaningful change. Throughout the conversation, Victoria discusses the progress made in creating victim-centered practices, but she notes that much remains to be done to tackle under-reporting of sexual misconduct and support those affected, especially in vulnerable communities.

Dr. Marianne Cooper is a sociologist and expert on gender at Stanford University. In this episode she discusses her research on gender dynamics in the workplace and their connection to sexual harassment.

Dr Cooper talks about three main cultural and structural factors contributing to sexual misconduct in the workplace and the constant need for men to prove masculinity. She explores the notion of contest culture within workplaces which sees people undermine and compete with each other in the pursuit of power and status.

We also hear about the particular challenges faced by the aid sector, particularly those working out in the field. Plus, Dr Cooper talks about effective strategies for fostering safer and more equitable workplace environments.

Nashater Deu Solheim is a psychologist, author and executive coach who has extensive experience working with psychopaths, military personnel and. In this episode, we explore the similarities of psychopathic behaviour and those of sexual misconduct. Nashater helps us identify the behaviours of perpetrators of sexual misconduct, both those who are opportunistic and those who are premeditated offenders, warning signs of grooming behaviours, their escalation, and identifies the challenges in proving misconduct. Throughout the episode, we hear about how leadership in key to addressing sexual misconduct: setting the organizational tone of what is acceptable and what is not, being role models, and creating safety at work. She underlines the importance of anonymous reporting and the need to monitor environments even when allegations are not substantiated.