OBTAINING ORGANISATIONAL SUPPORT Even where there is appetite for change, long 4. Attractiveness to new hires: hours and tight budgets can keep organisations Being a forward-looking organisation that and individuals wedded to the old model of doing utilises new tools helps attract the best things. In order to incorporate modern data people in the field. practices, therefore, organisational leadership 5. needs to champion change. Here are ten points to include in a discussion with managers, to help them see the necessity of change. 1. Market Reality: Many human rights organisations are already working with digital data, but many are doing so without investing in data-literacy. Failure to develop the necessary in-house skills puts 2. 3. the relevance of your work at risk. improve outcomes and enable better 6. Training: Yes, training takes time, but employees value training. Research shows that employees value new training opportunities at work second only to compensation. Especially for small organisations, keeping staff and reducing turnover is vital. Places like the School of Data or Advocacy Assembly offer free monitoring of human rights violations. Funding: Donors are keen to link new calls for funding proposals to digital data and 7. their use in human rights reporting. Branding: It makes a brand look smart, forward-looking, and willing to engage with 8. new developments. Mission: The mission is to monitor, report, and raise awareness of human rights Budget: Many of the tools recommended in this guide are low-cost or free. Impact: Using new data effectively can violations. Used correctly, digital data 9. allows organisations to do this better. Lunchtime talks for staff: Invite someone who works successfully with digital data to give a talk about what they are doing. 10. Build peer networks: Build relationships with data-oriented peer organisations to share best practices. online courses. 19