Vandita Morarka
Founder -One Future Collective
Sub-optimal Equilibrium:
One future collective came to life because we were exhausted and frustrated with the gaps in social change work globally that did not focus on dismantling the structure of oppression and only offered piecemeal changes.
• 1 in 3 women face physical sexual violence in their lifetime. 1 in 4 at the workplace.
• 43% Indians face depression.
• 78% respondents of an HBR study said they work at organizations that lack diversity in leadership positions. Without diverse leadership, women are 20% less likely than straight white men to win endorsement for their ideas; people of color are 24% less likely; and LGBTs are 21% less likely.
• Systems don’t change till people don’t change.
• Social service tries to fill gaps in systems that need to be broken down and rebuilt.
Superior Optimal Equilibrium:
Nurturing radical kindness in people, communities and organization — with a vision of a world built on social justice, led by communities of care. Doing this through work on knowledge, advocacy and community building.
Developing youth social leadership through a volunteer-based team towards the mission of a socially just world.
One Future story believes that a radically kinder world is a more just and equitable world. This refers to people, communities and organizations with the purpose of Nurturing radical kindness towards a world built on social justice, led by communities of care.
Principles:
• Nurturing Radical Kindness
• Social Justice over social Service
• With People
• Doing everything with great love
• Allowing ourselves to care
• Learning Constantly
Internal Values:
• Empathy
• Love
• Community
• Excellence
• Integrity
• Professionalism
• Respect
• Inclusion
• Growth
• Passion
• Reciprocity
• Hope
Guiding Thoughts
• Independence over money
• Prefer unrestricted funds
• Community funded
• Flexibility in how people are paid: directly by client or via OFC. • Multiple revenue streams that tie in-to impact.
Enterprise Structure
• Section 8 — Not for profit
• Registered as Morarka Leadership Foundation
• Branding under One future Collective- trademarking
• Transition into a hybrid model in 2020 — Integration profit and non-profit As per new amendment only 20% can go to admin cost. Many intubations are eligible for only for profit.
• For Profit — can take FCRA fund.
Key Resources:
People
Leadership team & and mentors via own network.
Finance
Revenue Stream Percentage of revenue
• Equity and Social Justice Consulting- 30%
• Leadership Coaching — 5%
• Curated Learning Products and Experiences — 25%
• Participatory Design, Research and Facilitation- 20%
• Campaign Design and Implementation — 5%
• Branded Content Advisory- 5%
• Donations- 10%
Type of Intervention
• 2017 — Social Transformation through Compassionate Youth Program Work Area:
• Knowledge
• Advocacy
• Communities
• Queer right centre
• FemJustice Centre
• One future Fellowship
Impact:
• 100+ Survivors Supported
• 7000+ leaders Trained
• 70,000+ Learning Hours
• 500+ Training Delivered
• 20+ Open Access Resources Created
• 10,00,000+ Total Outreach
• 90% reported increased capacity for leadership
• 3–4 point average learning increases on a scale of 10.
• 95% reported increased empathy.
2. Organisational culture
• Mental Health policy in organization — Free therapy, psychiatric support. During crisis time organizations offer very flexible work schedule to ensure mental well-being of every employee.
• Rigorous Hiring Process: In future Vandita will have a higher focus on the hiring process rather than observe the day to day work of employees. There is complete freedom to every employee as long as everyone is able to give full efforts for work.
3. Three takeaways from the speaker’s journey
• Being opportunist in the initial phase: In the enterprise initial phase you can explore all kinds of work which can add experiences and new learning in your journey. You should capture all opportunities and explore with openness. But after the initial period you should come up with your own model, own unique interventions.
• Mentor: Continuous engagement. Vandita practices 6 monthly meetings with all mentors and monthly conversation with all each mentor. • I am not the smartest person in all rooms and that is something to be grateful for.
• You need an unshakable set of core ethics.
• Saying people first and acting with a people first mentality are very different things.
• Do not believe in simple and linear solutions.
• Diversifying and hiring for complementing skill sets plays an important role.
• Setting up internal processes in the early stage of enterprise helps to grow strategically and faster.
4. Three comments on the organization structure
• Diversifying and hiring for complementing skill sets.
• Governance structures consist:
1. Leadership Team — 16 members
2. Executive Board
3. Mentors– 8 members
4. Interns and volunteers
5. One Future Community