The session offered an insightful and candid reflection from Raaval Bains, Research Officer at Peace Direct, who walked participants through the organisation’s multi‑year journey toward decolonising its internal structures. Raaval began by outlining the origins of this process: Peace Direct’s DEI policy introduced in 2019, the global reckoning following the murder of George Floyd in 2020, and the years of deep internal work that followed. This work included the formation of the Decolonising Systems Working Group (DSWG), the conscious decision to abandon growth targets, and a deliberate shift away from an expansionist mindset toward a more reflective, reductionist approach.
Key successes shared during the learning journey:
A shift in organisational culture
Peace Direct has transformed how it builds its team, with recruitment and selection processes now actively seeking more diverse backgrounds. This has helped normalise conversations around race and decolonisation within the organisation. Lived experiences has now become recognised as a vital source of insight in decolonial discussions.
Strong support from the Board
Notably, Peace Direct encountered little resistance from its Board. On the contrary, the Board encouraged the organisation to pursue structural reforms and to contribute to broader sectoral change. Peace Direct emphasised that senior‑level engagement is crucial for meaningfully shifting organisational culture and embedding a decolonial agenda. That is why the DSWG includes regular engagement from the CEO. Ongoing collaboration at governance level remains a priority as these shifts continue.
Placing humility at the centre
Humility has been embraced as a core value throughout this journey. By cultivating a mindset of humility and honest self‑reflection, the organisation has been better able to challenge and move beyond its own rigid patterns of thinking. This mindset has supported efforts to embed decolonial practices across structures, relationships, and ways of working.
A lively and reflective discussion
Participants engaged actively throughout the session, posing thoughtful and sometimes challenging questions. One key question explored how Peace Direct defined success in its decolonising work. For Peace Direct, success includes building a team that reflects a diversity of backgrounds, drawing on continuous input from its global network through learning exchanges, surveys, and consultations with partner organisations, and developing new tools, such as a decolonial MEL guide, that disrupt Western‑centric assumptions about knowledge, metrics, and success. Senior‑level involvement, through working groups and governance structures, was also highlighted as essential for lasting organisational and sectoral transformation.
Another question centred on Peace Direct’s role in catalysing sector‑wide change. Raaval emphasised that Peace Direct continues to advocate for long‑term, flexible funding for partners in the Majority World at the EU and UN levels. By publishing learning papers like this one, Peace Direct aims not only to share its insights but also to provide practical guidance for International NGO’s at any stage of their own decolonising journey. Through sustained dialogue, transparency, and the sharing of experiences, Peace Direct hopes to inspire and support a wider shift across the international development and peacebuilding sectors.
A last question that stood out focused on the concept of professionalism. Raaval reflected critically on how traditional notions of professionalism are deeply rooted in colonial expectations, often dictating how people should dress, speak, behave, or present themselves to be considered “credible.” Such norms, he argued, can exclude or marginalise people who do not fit these narrow standards. Instead, Raaval proposed redefining professionalism through values rather than appearance or conformity: placing kindness, mutual respect, integrity, and humility at the centre. In his view, these values create a far more inclusive and ultimately more effective organisational working culture.
Conclusion: A Continuous Journey
As the session drew to a close, one message became clear: Peace Direct’s decolonising journey is far from complete. In fact, it could never be “finished.” Raaval emphasised that this work is inherently cyclical—a continuous process of questioning, unlearning, making mistakes, and learning from them. What matters most is not reaching a final destination, but nurturing an organisational culture that makes such growth possible.
For Peace Direct, that culture is grounded in humility, critical self‑reflection, and open, honest dialogue. As long as these values remain at the centre, the organisation believes it can continue to challenge its own assumptions, shift entrenched behaviours, and evolve in ways that honour its purpose and its partners. The journey is ongoing, and Peace Direct is committed to continuing that walk.
Any further questions on this session or interested in collaborating for an inspiring session? Do not hesitate to contact ida@partos.nl.