State of the Movement
I recently completed my doctoral dissertation by researching the state of the Farmed Animal Advocacy Movement (FAAM or Movement) in Canada and the United States from the perspective of women vocational activists. The title of my dissertation is:
Always for the Animals
Findings and Recommendations for Organizational Governance and Regenerative Practices
in the Animal Advocacy Movement as Informed by the Stories of
Women Vocational Animal Activists
Before I provide an overview of the findings from my research, I wanted to take some time to share ‘how’ I went about my research process including some of the literature I reviewed.
I will be writing additional blogs in the months to come inspired by my research on topics such as human resources, power and control, infighting, and the challenges with effective altruism.
Research Methods
Firstly, I decided that the most appropriate method of research would be qualitative as opposed to quantitative. While there are occasions where these forms of research can be combined, I focused only on qualitative, and I’d like to share with you why I made the choice.
Quantitative research is as the name implies, focused on quantity. It is focused on numbers both with regard to the number of people whose opinions are sought out (the more the better), and also with regard to how the research findings are shared. The findings are usually shared as percentages, graphs, ratios, and through other statistical methods such as t-tests, Chi-square tests, and/or regression analyses.
Qualitative research is also as the name implies, focused on quality. It is focused on narration or words, which emerge through the gathering of deep information (from fewer people) which comes out of activities such as interviews and focus groups. The findings are usually shared as codes or themes which have emerged through the application of a rigorous and systematic approach to the words used by the participants.
Let’s use an example that I used in my dissertation to help illustrate the difference.
Imagine that you are the new head of a large organization who is seeking to familiarize yourself with the goings-on in the organization. While you would certainly request and rely on numeric reports, if that is all you relied on, and if you didn’t also meet with your leaders and employees, you would not only fall short of your goal to understand the organization, but it would result in the diminishment of the autonomy, dignity, and worth of those lower in the organizational hierarchy.
I chose the latter as it represents a form of information gathering which is based on demonstrating care and consideration for participants, that it is contextual, care-based, and that it values respectful communications.
I was honoured to work with 33 women in the farmed animal advocacy movement in Canada and the United States.
Literature
As with all research, whether quantitative or qualitative or a mixture of both, it is important to know what other similar research has been done before. I looked at research that exists in our Movement from academics such as Emily Gaarder, Paul Gorski, and Lisa Kemmerer, as well as research that has been done in other social justice movements regarding employee experiences. I also looked at information that can be found about our Movement online, which in academia we call grey literature. I also include some of my own experiences as they are as valuable as those of the 33 women I had the pleasure to work with.
Findings
I had the opportunity to present a brief synopsis of my findings at the first ever Faunalytics Connections 2022. Each speaker was given 10-minutes to present, and despite my best efforts to stay within that time allocation, I did go over, and was not able to fully complete my presentation.
The link can be found here, starting at time stamp 13:25.
I categorized my findings based on the following major headings, a checklist summary of which can be found below:
Recommendations for the FAAM Overall
Recommendations for FAAM Funders
Recommendations for FAAM Boards of Directors
Recommendations for FAAM Organizations
Recommendations for FAAM Organizational Leaders.
The exciting news that I was unable to share during the Faunalytics webinar is that I am in the process of creating a course for organizations in our Movement focused on board governance in accordance with the board governance model I proposed in my dissertation. This model is based on ecofeminist principles of care and diversity, it centers the organization’s mission, vision, and values, and is based on the following factors:
Financial Measures
Internal Processes
Volunteer Engagement
Employee Engagement
Community Engagement
Programs
Intersectionality
Commitment to Continuous Improvement
For a copy of my full dissertation, please go here and use the password: thecaretradition
Checklist of Recommendations for More Regenerative Organizational Practices, Policies, and Governance in the FAAM
Recommendations for the FAAM Overall:
Accept multiple truths
Acknowledge and dismantle power dynamics
Challenge group think
Resolve internal conflict
Embrace diversity
Embrace intersectional activism
Focus on the common goal
Jettison effective altruism
Recommendations for FAAM Funders:
Jettison effective altruism
Apply organization engagement metrics to funding decisions
Recognize the need to increase employee pay and benefits
Provide directed gifts to fund board governance self-assessment
Recommendations for FAAM Boards of Directors:
Commit to understanding and executing on Board Responsibilities:
Determine mission and vision
Recruit, evaluate, and if necessary terminate the executive director
Engage in strategic planning
Ensure sound financial management
Ensure effective programmatic work
Fundraise
Enhance public standing
Recommendations for FAAM Organizations:
Accept the right of employees to unionize
Beware of founder’s syndrome
Beware of the Peter Principle
Celebrate wins
Commit to training and development
Conduct surveys
Develop an ethos of transparency
Encourage creativity
Engage in research-based decision making
Invest in professional human resources
Practice kindness
Professionalize
Resist micromanaging
Recommendations for FAAM Organizational Leaders:
Commit to leadership development
Do not expect self-sacrifice
Engage regularly in self reflection
Lead by example
Let go of perfectionism
Limit meetings
This blog is provided for general information purposes only. It is not intended to provide legal advice or opinions of any kind. No one should act, or refrain from acting, based solely upon the materials provided on this website, any hypertext links or other general information without first seeking appropriate legal or other professional advice.
The intention of this blog is to promote the longevity and engagement level of the activist community within the Animal Advocacy Movement (AAM). The majority of the advice will be geared towards employees within the AAM in Canada and the United States, but may be applicable to other countries.
Krista is the Executive Director of For The Greater Good where she consults with animal protection organizations on matters of organizational development, strategic planning, and board governance. Krista serves on several boards including One Protest, The Rancher Advocacy Program, Egg-Truth, Dairy-Truth, and is an advisor for RARA, Rights for Animal Rights Activists. Krista previously served as the VP of Mercy For Animals in Canada, and the President of the Board for Happily Ever Esther Farm Sanctuary.
Krista holds a doctorate in social sciences where her research focused on the employment experiences of animal rights activists in Canada and the United States. She also holds five additional degrees in human resources, including a master’s degree in organizational development and leadership. Krista is Associate Faculty for her alma matter, Royal Roads University, where she supervises master’s students and teaches. Krista is also a peer reviewer for the Journal of Critical Animal Studies.
Formerly, Krista founded a boutique employment and labour law firm in Toronto, and before that she spent fifteen years in HR including as the vice president of HR for one of the largest software companies in the world.