Our recent study assessed how and how effectively different levels of the Bangladesh government listened and responded to its citizens during the COVID-19 pandemic, and what was learned about these mechanisms of feedback. Find the full report here: https://lnkd.in/ghqAPW9P

Consulting, leadership and diversity in the global development sector 4/4 When it comes to diversity and inclusion in organisations, people tend to focus on quantitative targets and numbers. What this case study (https://lnkd.in/e56Re-EJ) suggests is the need to consider qualitative knowledge of people’s experience as well. Senior managers who are serious about this, would do well to ask themselves the following questions: ➡ Who gets the opportunity to lead/be part of consulting teams? How does this correlate with identity characteristics? What context are these decisions taken in? What perspectives might be missing? ➡ How is the energy in a team or organisation channelled, especially when levels of stress rise? Who is left with what in terms of feelings and perceptions, and what patterns are there in terms of identity characteristics/social status? ➡ Who is able to connect with their power to make, and follow through on conscious choices, and who is not? What gets in the way? ➡ What formal and informal roles do people take up? E.g. who is seen as the trouble maker? the challenger? the perfectionist? the lazy one? the rescuer/saviour/care-taker? the victim? the angry one? the reliable one? the observer? the administrator? What might the organisation or team be doing to position that individual/group to take up that role(s)? How does this link to racial, gender and other stereotypes and tropes? ➡ How do business processes shape people’s experience at work, especially those with characteristics that deviate from those of the majority/those with power/higher social status? ➡ How strong is group identity and what are the implications on the extent to which the team can talk about its vulnerabilities and imperfections? Consultancies and think tanks located in North America and Europe and operating in the international development sector often say they strive to reduce inequalities ‘out there’ in Africa, Asia and Latin America. But teams and organisations, in doing their work, can unwittingly reproduce internally, the very dynamics they are trying to eliminate in their environment, i.e. the power asymmetries between different groups of people (based on geographical location, gender, race, class, neurodiversity etc and their intersection). By addressing inequalities amongst themselves, they just might be in a better position to do so ‘out there’. #diversity #inclusion #leadership #consulting #decolonisation Global Change Center The Development Hub

Title: Uganda Grapples with the Challenge of Summary Culture. In recent times, Uganda has encountered a growing challenge of embracing a summary culture, where individuals are inclined to quickly glance over information rather than delving into its depth. This shift has raised concerns about the potential impact on critical thinking and a comprehensive understanding of various issues facing the nation. The prevalence of summarization is evident in the way people consume news, engage with educational content, and form opinions on complex matters. Rather than exploring the nuances of a topic, there is a tendency to rely on brief summaries, which can lead to oversimplification and the overlooking of crucial details. This summary culture not only affects individual decision-making but also has broader implications for societal development. It can hinder the ability to address challenges effectively and contribute to a lack of in-depth knowledge in various domains. Striking a balance between efficiency and depth of understanding is crucial for fostering a well-informed and critically thinking society. As Uganda navigates this evolving landscape, promoting a culture of curiosity, thorough exploration, and analytical thinking becomes imperative. Encouraging citizens to go beyond summaries and engage with the intricacies of issues will be essential for the country's progress in an increasingly complex world.

Collaboration between local and International organization Everybody and institutions are seeking and welcome collaboration . The challenges come when inspecting and controlling self, equally treating others, respecting the rule of law and human rights, making people at the center of all decision and actions, allowing local people leadership and decision, applying professional skills and ethics, making decision based on evidence, context, overcoming selfishness, understanding world dynamic. Institutions and professionals are lacking to put in place create genuine, authentic and effective collaboration. many collaborators fail to consistent to the rules binding their consensus and fulfilling what their counterpart needs. They have limitation to consistently monitor and taking corrective actions when their collaboration is resulting in human rights violation. They overlook their joint action deteriorating human quality and suffering the powerless and vulnerable. Let the world scientists, communities, activists and all invite and stand to collect their power to challenge the power who are unable to create collaboration that addressing  our world suffering by war, conflict, nepotism and corruption as the result of their imposing selfishness personalities and practices alienating the world from peace, equality, the respect of human rights and dignity.    Let the clients and the workers get the opportunity to talk on the already existing positive and negative impact of international and local collaboration instead limiting the talk to and among institutions. Let the collaboration consistently see the opportunities and challenges for collaboration by making paradigm shift from limiting its dialogue among institutions to making consistent dialogue with people by focusing on positive and negative impacts of local and international collaboration  so far and advance its collaboration by making people at the center every collaboration by applying indigenous knowledge integrated to authentic professional knowledge and ethics. The collaboration of international and local organizations become excellent when private organization and community, the owner of everything own join and the representatives of the powerless and the vulnerable be always available The collaboration of international and local organizations become most effective when the donors create the platform to consistently and directly connected to clients and frontline workers. Connecting the vision of the resource/ fund generated to those lacking or seeking the fund, the clients is most critical though it is what most missed in our contemporary development

Achieving SDG 8 - Decent Work is an utopia With more jobs becoming platform job Or gig work, job quality is coming down. With economic recession, job quality is also coming down, recognised by ILO. Routine jobs and mid level managerial jobs getting eradicated by AI. Gains of productivity is favouring capital disproportionately, what is ahead for the future generations. By law of nature only a few will be a gifted child, what the rest will do? Socio economic condition will go back to the pre and initial phase of industrialization. Rather the situation will be worse. With mammoth organisations like Google, fb , capitalist club will be a small group, more United. Can we expect a peaceful society? I don't see this is anyway coming on the discussion table of ILO, UN... Marx will inevitably become relevant again may not be the solution. The sad part is there will be no working class, who may be called for United and fight. Then, the question is what will be the slogan of the proponent of Marxism. The original communist manifesto is not that relevant. People will call for more CSR, which the capitalists will not mind to spend rather they will be happy as they can justify accumulating disproportionate profit.

In order for a place to progress and develop effectively, it is crucial that the majority of the people residing in that area share a common vision for the future of the place. This unity in vision ensures that efforts are aligned towards a common goal, leading to more efficient and sustainable development. When there is a consensus on the direction in which the place should progress, it becomes easier to implement policies and initiatives that benefit the community as a whole. It is important to note that political rivalry should never escalate to the point where false information is spread about a place in order to hinder its progress and development. Such actions not only create unnecessary obstacles but also erode trust within the community. In countries like China, where a single party governs with a clear vision, there is a focus on continuity and long-term planning, which contributes to stability and progress. This highlights the importance of political maturity and responsible governance in fostering development. Discrepancies in experience and knowledge among government officials can also hinder the development of a place. In countries like India, where turnover in government positions is frequent, there is a risk of continuity being disrupted and progress being impeded. It is essential for individuals appointed to key positions to possess relevant experience and expertise in order to make informed decisions and drive development effectively. Without a competent and experienced leadership, the potential for growth and advancement in a place is significantly compromised.

CHANGING MINDSET IS THE KEY ISSUE IN OUR EXPLORATIVE NARRATIVE. Indeed the world is changing but now the guestion is will the world order follow the world. It’s a guestion of our global leadership thinking innovatively BIG. Accommodating leadership allow crossing dividing lines that free resources, mentally and operatively. The US republicans now speak in favor of a diplomatic solution in Ukraina. This is thinking BIG. This is thinking Eurasia, a global opportunity, albeit also a multilateral challenge. The time is opportune for region-building. Foresighting skill will provide global transformational strategies for inclusiveness and equality as much as transformational technology will drive creativity in tackling our mounting global challenges. Everybody wants to take part! Democratic ethos is important lead by a global governance that follow principles of a disciplined strategy. As the labor market, due to low birth rates, tend to diminish in the west, investment in human capital should include quality education as well as migration of talents. Vienna 1st March, 2024 🇦🇹🇪🇺 BONAFIDE CO-DEVELOPMENT SM 🦅

OPEN Everything with an emphasis upon giving things away for people that people generally need rather than to give away things that serve one's own agenda more than the needs of others. Freely available things like data that people generally do not want to access - are of little use to the population as a whole? Our nemesis is a life of low quality. Selfish -> Libertarian Altruism -> Socialism Libertarian Socialism - the o-> and o+ drives. They're both required -- Novelty o-> that's disseminated o+. Research o-> that's Taught o+. There's no point in innovation unless its shared. OPEN everything.

I usually advocate that change is a gradual process, a combination of many small things all driving towards shared goals. But after a summer of Diversity focused events I'm reflecting on that perspective. Actual equitable inclusion will only be achieved by implementing changes which focus on the impact on those groups who are underserved, underrepresented and often justifiably lacking trust in the system. The scale of this change requires big sustained movements to put equity and agency at the centre of the process from the outset. While change is continually discussed in terms of centering the comfort of dominant cultural norms, it becomes impossible to identify the needs of those underserved individuals and groups. Where leaders are unable to decenter themselves and their feelings, there will be a lack of meaningful action, because real change requires honest reflection and communication, which would damage their ego and world view. Instead, we see a lot of small aesthetic changes, which look impressive but do not provide the necessary impact or outcomes in real terms for the underserved group. We also see repeated requests of additional labour by individuals representing the underserved group, to justify, collect data, provide evidence and conduct consultations but none of the evidence submitted is acted on or used to effectively implement changes. These patterns of behaviour are not new, there are equitable solutions and there is hope for positive future change. I'm very pleased that our learning platform has already started to assist leaders in make their workplaces more inclusive. Visit the link in the comments to learn more about D'Rose Academy and our Diversity In Practice community.