The FAIR SHARE campaign aims to increase the number of women leaders in civil society organisations (CSOs).
Successfully launched on International Women’s Day, 08 March 2019, our FAIR SHARE campaign will now focus on
researching women’s leadership in selected countries and organisations;
building a basic administration;
building a community of women and men committed to the objectives of FAIR SHARE
laying the ground work for a mentoring programme for young talented women;
systematically engaging in fundraising.
FAIR SHARE has recently been registered as a charitable association (e.V.) in Germany. A start-up grant from a German philanthropist enables us to hire our first employee to support the founders of the organisation with reliable and high quality support in research, fundraising and administration.
FAIR SHARE is looking for a Start-up Manager
The Manager will mainly work on the following tasks:
Internet based research of the share of women leaders in specific CSOs
Communication with CSOs to verify findings.
Compilation of statistics and graphs showing the share of women leaders
Research of fundraising opportunities and development of grant proposals
Coordination and support of the FAIR SHARE Leadership Team
Organisational and administrative tasks as they arise.
We are looking for highly motivated, entrepreneurial individual who joins us in strengthening the feminist agenda in the civil society sector.
Desirable knowledge and experiences:
Dynamic self-starter and feminist committed to our aims
Thorough researcher delivering reliable data under minimal supervision
Flexibility and willingness to take on a wide variety of tasks as they arise in a newly founded organisation
Very good communication skills, native level English desirable
Knowledge of and experience in the civil society sector is an asset
A dynamic and ambitious start-up with excellent links to many leading CSOs
A chance to shape and develop a new organisation and your future permanent position
Flexible working hours and work from your (Berlin) home
Cooperation with experienced CSO leaders who can provide support and excellent contacts
Working hours: minimum of 25hrs/week
Term: 12 months with the possibility of extension
Location: Berlin, Germany
Starting date: as soon as possible
Initially the position is limited to 12 months. However, as FAIR SHARE establishes itself and strengthens its financial basis, we expect the role to turn into a permanent position.
Your application should:
include a CV (English) and
short cover letter (English) laying out why you are motivated to take up this position
your salary expectations and suggested working hours
be submitted to: firstname.lastname@example.org by 6 May at the latest but we will review applications on a rolling basis.
Interviews will take place between 20 and 24 May in Berlin. We might contact promising candidates before the deadline so please apply early! Please note that we can only contact short-listed candidates.
We look forward to receiving your application!
The FAIR SHARE Monitor – what we found
Frequently you can hear that in civil society organisations (CSOs) in average 70% of employees are women while 70% of the leaders are men. If this is true, this means that a talented young man would be about five times more likely to achieve a leadership position than an equally talented young woman.
We wanted to know whether this is the case in many of the leading international CSOs. When looking for facts we found, much to our surprise, that hardly any information about the correlation between women in CSO staff and women in CSO leadership was publicly available. Therefore, in September 2018 we contacted the global CEOs of many of the world’s leading civil society organisations asking them to provide us with the percentage of women in their staff and in their leadership.
Here is what we know so far:
Of 30 leading international organisations…
17 provided us with data whilst the 13 remaining organisations have either declined or not replied to our requests for information. Therefore, the data for these organisations is based on publicly available information and estimates. For 3 organisations we didn’t find sufficient public information about their leadership at all.
10 committed to achieving a FAIR SHARE of women leaders. Of these, 4 have already achieved the objective and need to work on maintaining their achievement. Among the other 6, some are not too far from achieving a fair share of women leaders while others still have some way to go.
8 have a Board made up of a majority of women, 2 have parity between men and women and 19 have a majority of men. Among these, 10 organisations have only one third or less of women members and 1 doesn’t have any women Board members. For 1 organisation we couldn’t find a list of Board members.
10 have a majority of women in their Senior Management Team, 2 have parity and 15 have a majority of men. The Senior Management Teams of 6 organisations have only one third or less of women leaders. 2 Senior Management Teams don’t have any women leaders. For 3 organisations we couldn’t find information on the composition of their leadership team
7 have a majority of women in their staff, 3 have parity and 7 have a majority of men. The remaining 13 organisations didn’t provide us with the information. The organisation with the largest percentage of women staff is Civicus with 73 % while Save the Children employs the lowest percentage of women: 36%.
Ongoing questions and answers for this work:
A 70% women on staff and 70% men in leadership is the exception rather than the rule. Still there are at least 3 CSOs that employ about 70% women and there are 7 CSOs with about 70% or more men in leadership positions.
Q Will we find a higher percentage of women working in smaller CSOs being paid lower salaries?
A The difference between the organisation with the highest % of women in their staff and the one with the lowest % is surprisingly large: nearly 40%. Another surprise: 3 of the 4 organisations with the lowest percentage of women staff are children’s CSOs.
Q Why do some CSOs employ about double the percentage of women than others?
A The organisations with a lower percentage of women in their staff are more likely to fulfill the FAIR SHARE criteria than the ones with a higher percentage. This could lead to a “race to the bottom”: the fewer women you employ the fewer women leaders you need.
Q How can we avoid such a negative effect?
With our FAIR SHARE Monitor and our campaign for more women leaders we are exploring new ground. We are aware that we are still in a testing phase and that we need all the help we can get in order to develop a solid assessment tool. We ask all of you for this help: CSOs, their staff, their leaders, their partners and donors, women and men. Please come forward and make this campaign yours. Join us in securing a FAIR SHARE of women leaders in civil society.