Ways to Democratize Your Grassroots Organization

  1. In listing staff and/or board members, use alphabetical (or reverse alphabetical) order, rather than by position in the organization.
  2. At press conferences, events, or programs, have several people as MC's, spokespersons, speakers, or who are authorized to "speak for" the organization.
  3. Use a consensus process for discussion and decision–making (unanimous consent) which allows for each person in the room or each member to have an equal voice in determining policy. Encourage collective decision–making by staff on staff issues based on personal and group needs (for example, if the organization needs to cut staff hours, all staff should participate in that decision).
  4. Rotate board officers, spokespeople, and even staff positions to maximize the number of people who have knowledge about different parts of the organization and can take responsibility for and leadership in its programs.
  5. Keep track of feedback, comments, and other suggestions or ideas from staff, board, and members, and include as much as possible into statements, policies, long range plans, and other information which represents the organization and strategies for action. Make sure at least something is included, if at all possible, from each person who contributes.
  6. Make sure information flows freely throughout the organization. Have a regularized, frequent, and convenient system of contact among staff and between staff, board, and membership so everyone knows how and when to contribute to the organization's progress.
  7. Provide every member of the group with one or more ways in which they can be active (for example, electing a new board or joining a board or voting for new program goals) in determining future directions for the organization.
  8. Emphasize the democratic nature of your organization and that every member has ownership of the gropu and an important role in making the group successful. List some of the ways your organization makes sure each member has a role (some might be taken from this list.) In small groups, list each member and the role she/he plays (or could play) in the group.
  9. Give lots of freedom to committees and subcommittees to do the business of the group in their own way.
  10. Have a member recruitment plan that encourages a broad variety of people to join and a way for them to become actively involved in some aspect of the group as soon as possible. If the group is moving from NOT having a variety of people involved to HAVING a broad diversity of people involved, understand this may change the group as a whole.
  11. Identify special interests or talents (for example, art or graphic design) of each group member and try to use them whenever possible (for example, in making flyers for events) for the group.
  12. Establish policies that are inclusive, such as using wheelchair accessible meeting spaces, providing child care at events, and offering language translation, that give every member the feeling that they are welcomed and wanted. Let everyone know that differences are valued, not distrusted.
  13. Use simple language and shorter syllable words in all written and verbal business of the group. Don't use acronyms or insider terms unless certain that all members of the group know their meanings.
  14. Have a way of welcoming new (board) members and/or staff to a group so they can feel at home and part of a team as soon as possible.
  15. Pay every staff person the same salary or wages, regardless of age, formal education, formal experience, or length of time working for the group as a way to show that each person's contribution is uniquely valuable and necessary. Divide labor as equally as possible through a collective staff structure so that all staff responsibility for the groups successes and failures, all have some of the leadership, and all do some of the "mindless" work.
  16. Create a "safe space" environment where people are encouraged to bring up problems between people or with the organization in order to solve them in the most direct way possible. Also use that safe space to allow people to be silly or to "be themselves" without fear of putdowns or negative feedback.
  17. Distribute power and influence as evenly as possible throughout the group, so board and members know as much of what is going on as any staff. Make sure people who are respected are heard, but not heard much more or any more than others who may be new to the group or not as quick to speak out.
  18. We all need more information and training to give our best ideas and effort to the group. Make sure people know that it's OK to ask for help and where help can be found.
  19. Avoid tokenism. People need to know their involvement and leadership are valued as an individual, not just as a member of a specific race, age, sexual orientation, etc.
  20. For events where a fee is charged, promote equal access by offering sliding scale costs or "pay what you can" so that no one is denied access because of cost. Ditto for memberships or dues; list all donors without categorizing them by amount contributed.
  21. Support any reasonable process or activity that "levels the playing field" and treats individuals and groups equally (except where the group is carrying out affirmative action policies).

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