by Inuka Kenya | May 14, 2025 | Opportunities
About Inuka Kenya Ni Sisi:
Inuka Kenya Ni Sisi! is a Kenyan grassroots social movement organization founded in 2009 and registered/incorporated as a Company Limited by Guarantee in 2012. It envisions a peaceful, united and well-governed Kenya with equal economic and social opportunity for all citizens. The organization exists to empower Kenyan citizens to improve their lives and demand good governance as a means to achieve socio-economic growth and equality of opportunity among all Kenyans. It aims to curate a social movement (the Ni Sisi! Movement) that will seek to unite Kenyans to forge a collective identity, drive transformation in leadership and improve maisha — wellbeing — for all Kenyans. To this end, Inuka supports community groups/organizations and collaborates with initiatives at the local, national and regional level to build capacity and linkages for effective collective action. Inuka Kenya Ni Sisi!’s philosophy is underpinned by the concept of “dignity before development” — each individual’s inherent dignity must be upheld at all levels of interaction.
Inuka Kenya has developed three strategic objectives which, together, will form the basis upon which citizens at the local level will find their efforts to take charge of their citizenship and governance processes. As such, the three objectives are the key pillars that will support the creation of a Ni Sisi! Social movement.
These three objectives are:
1)Transformative Leadership and Governance Pillar:
Strategic Objective 1: To create and curate narratives that seek to transform leadership and governance to be in accord with Utu.
2)Individual Agency, Dignity and Livelihoods Pillar:
Strategic Objective II: To harness a collective positive and resilient identity in order to build, protect, restore and ensure human dignity for all.
3) Movement Building Pillar:
Strategic Objective III: To build a social movement of active citizens who take charge of governance at all levels.
About the Project
One of our initiatives is the Wellness Resilience Resource Hub. The Wellness Resilience Resource Hub is inspired by the conviction that the East African Region, specifically Kenya, Tanzania and Uganda, needs a sanctuary for those citizens amongst us who have dedicated their lives to pursuing the public interest, often at great cost to themselves and their families. The Wellness Resilience Resource Hub comprises places, processes and spaces for individuals and collective civic actors (Civic Catalysts – Whether currently active or in retirement and their immediate families. Civil Veterans – Retired from frontline engagement as civil activists but who have been Civil society actors in one way or another for a significant Time.
Civil Thinkers – people working on intellectual projects on civil society. Civil Supporters – Institutions and or individuals who invested in supporting civil Activists as their own contribution) to rest, reflect, heal, learn and invest, far from the stressors and pressures of organizing and agitating. The Wellness Resilience Resource Hub is being facilitated by Inuka Kenya Ni Sisi Ltd, Uganda National NGO Forum and Legal and Human Rights Centre in Tanzania.
Most people, including civic actors, spend a large part of their lives working—on average, around 90,000 hours over a lifetime. This means that work has a big effect on our overall quality of life. Article 23 of the United Nations Declaration of Human Rights states that everyone has the right to work and to choose their job freely. Because of this, workplaces are important spaces for promoting wellness and preventing mental health challenges.
In line with this, and as a key focus for 2025, the Wellness Resource Hub plans to develop Workplace Mental Wellness Guidelines specifically for civic actors.
Why does Workplace Wellness matter?
Globally, around 15% of workers live with a mental health condition. In Kenya, this means about 3.7 million people in the 24.9 million-strong workforce could be affected. Civic actors face unique pressures: a challenging political climate, rising costs of living, economic instability, and the weight of pushing for justice and human rights. These factors can greatly affect their mental well-being. In Kenya, organizations, movements and formations that civic actors work with often do not prioritize workplace wellness in part because there is a lack of knowledge or resources that they can draw on. Thus, wellness interventions are often episodic, uncoordinated, not based on evidence or facts, stigmatized and lacking in depth. Civic Actors are thus unable to access the resources or support they need to lead mentally healthy and productive lives in their work, families and communities. This leads to poor mental health manifested by alcohol and substance abuse, risk of developing or exacerbating severe mental health conditions behavioral violence and poor interpersonal relations in the workplace, suicide and self-harm, increased stress and anxiety, poor productivity and burnout and lack of job satisfaction. Workplace mental wellness can create a more supportive and positive work environment, fostering mental health and well-being, ultimately leading to a more productive and satisfied civic actor sector, creating impactful and sustainable change in society.
Scope of Work
The Wellness Resource Hub is looking for a consultant to develop a Workplace Mental Wellness Guideline for Civic Actors. The Consultant shall:
- Conduct an analysis of workplace mental wellness challenges, issues, gaps, resources, risk and protective factors related to civic actors in the region
- Review existing national or local workplace guidelines with a view of incorporating best practices, adaptable and scalable approaches
- Develop a comprehensive, appropriate, gender sensitive, and context-specific Workplace Mental Wellness Guideline for Civic Actors
- Providing ongoing support and guidance to the Hub to ensure the sustainability of workplace wellness efforts.
Deliverables
- Inception Report to clarify the scope, purpose, and methodology of the assignment to ensure a shared understanding between Inuka and the consultant on the assignment’s direction and deliverables
- Brief State of Workplace Wellness Desk Review Report (10 -15 pages) summarizing key civic actor wellness issues, barriers to workplace wellness and suggested approaches to realize effective workplace wellness for civic actors
- Draft and Final Workplace Mental Wellness Guideline for Civic Actors
- Facilitate and Validation Meeting with Civic Actors and other stakeholders on the Workplace Mental Wellness Guideline for Civic Actors
Qualifications
- A background in social studies, social sciences, or related fields
- Proven and demonstrable experience in mental health advocacy, research and interventions among civic actors
- Knowledge of the policy and legal issues around mental health in the region
- Knowledge of human rights, democracy and governance issues in the region
- Demonstrated ongoing involvement in mental health and wellness initiatives at local, national or regional level
- Knowledge or involvement in the development of guidelines, curriculum or training materials
- Proven involvement and intimate knowledge of the Civil Society sector and civic actors’ context, issues and challenges
- Lived experience expertise is an added advantage
Reporting
The consultant shall report directly to the Wellness Programme Officer
Timelines
The contract is expected to commence on 25th May, 2025 and come to an end by 30th June, 2025. The specific timeline for activities and deliverables will be 20 working days.
Application requirements
- Technical and financial proposal highlighting understanding of the assignment, proposed approach and workplan (3 – 5 pages)
- Written commitment regarding availability for the assignment
- A capacity statement summarizing individuals’ / organizational experience relevant to the assignment ( 1 page)
Offer deadline
The deadline for receiving proposals will be 5.00 pm on 20th May, 2025. Proposals to be submitted electronically by email to procurement@inukakenya.com and copy info@inukakenya.com
Timeline
We plan to engage an external consultant in May 2025 to lead the development of the guidelines. Afterwards, we will validate and officially launch the document.
Expected Outcome
The guidelines will help civil society organizations identify mental health risks in the workplace, encourage wellness practices, and prevent mental health issues. The approach will be mindful of the specific environments civic actors work in. This initiative supports our broader mission to provide consistent, comprehensive, and effective wellness support tailored to the needs of civic actors.
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by Inuka Kenya | Mar 12, 2025 | Articles, Stories
The call was urgent, impossible to ignore. The Wangu Kanja Foundation sounded the alarm – a plea for psychosocial support for human rights defenders, those who bear the weight of injustice yet rarely have a safe space to unburden their own pain. The stories were raw, the need undeniable. We knew we had to act.
In response, we launched a Training of Trainers initiative, equipping defenders with the tools to heal, rebuild, and carry on. Justice work is relentless, but so is the human spirit when given the right care. Through non-medical healing models, we created a space where resilience could flourish, where those who fight for others could finally find solace for themselves. And once again, we witnessed lives transformed.
One of those lives was Atis, not her real name.
She had spent years standing up for others, amplifying silenced voices, and fighting against injustice. The world saw her as unbreakable. But in the quiet of her own struggles, she felt alone. That night, exhaustion and despair had consumed her. A neatly written note lay beside her bed- her final words prepared. Beneath it, a steel wool concoction sat waiting.
Then, a knock on the door. A friend stood there, breathless, urging her to attend a wellness training session the next morning. Atis hesitated. What difference would it make? But with nothing to lose, she chose to go. That decision saved her life.
The three-day Wellness Training of Trainers, organized by Ni Sisi! in partnership with the Wangu Kanja Foundation, was no ordinary workshop. It was a sanctuary – a space where defenders could finally pause, breathe, and focus on their own well-being. As participants arrived, most of them women, a lingering question filled the air: Why do male human rights defenders still struggle to seek psychosocial support? The answer remained buried under layers of expectation and stigma. But here, in this space, healing had no gender.
The first session began with Privilege Mapping, an eye-opening exercise that uncovered the invisible forces shaping each participant’s journey. Some saw their unspoken advantages; others felt seen in their struggles for the first time. The room filled with quiet revelations. Empathy grew in the spaces between them.
Then came the question that cut through the air: Who takes care of the caregivers? Facilitator Salima Macharia guided them through the Johari Window, urging them to explore who they were beyond their roles as defenders. “Keep looking at your window,” she said, “adjust accordingly.” Atis sat still, reflecting. Who was she beyond the causes she fought for? Beyond the expectations placed upon her? Beyond the exhaustion? It was a question she had never dared to ask.
By day two, the emotional toll was undeniable. The morning check-in revealed what many had ignored for years. “I don’t remember the last time I had a full night’s sleep,” someone admitted. Another sighed, “My body is always in work mode-I never switch off.” The realization was heavy: the very people fighting for others had long abandoned themselves.
The session on stress management shattered the silence around burnout. Salima explained the science of stress, its emotional and physical grip. “Stress isn’t just in your head,” she said. “It’s in your body too. If we don’t address it, it finds other ways to manifest.” Participants opened up, sharing their triggers, their exhaustion, and their breaking points. One voice echoed what many felt: “I’ve been running on empty. If I don’t take care of myself, how can I take care of my community?”
By the final day, something had shifted. This was more than personal healing-it was about collective care. Participants worked on actionable plans to integrate wellness into their advocacy. They left not just with tools but with a renewed sense of purpose. The East Africa Wellness Resource Hub reaffirmed its commitment to creating safe spaces for civic actors, ensuring they had room to heal, to breathe, to keep going.
And Atis? She walked out a different person. The woman who had nearly ended her life now carried hope, not just for herself, but for those she fought for. She had learned that rest is part of resistance, healing is part of justice, and saving a movement starts with saving oneself.
That night, she went home. But she did not return to her note. She did not return to the concoction under her bed. She returned to life.
by Joan Achieng | Nov 25, 2024 | Articles, News, Press Statements, Stories
Inuka Kenya Ni Sisi! hosted a trans-formative three-day mental health curriculum training, bringing together civic actors from Kenya, Uganda, and Tanzania to delve into a topic that’s often overlooked in the world of advocacy: mental wellness. In a space filled with human rights defenders, community leaders, and activists, the air buzzed with both the weight of the work they do and the collective realisation that caring for others begins with caring for themselves.
The training opened with a simple, yet profound truth: advocacy without self-care is a ticking time bomb. Civic actors, who often operate at the frontlines of societal change, are exposed to intense stress and trauma, from organising protests to witnessing injustice up close. It’s a reality that many had never acknowledged before, but as the room filled with stories of burnout, anxiety, and compassion fatigue, the need for wellness programs became clear.
In a world where they fight for others’ rights, it’s easy for civic actors to forget about their mental health. But this training reminded them that to continue their work, they must first protect their minds and bodies. Self-care is not a luxury—it’s a tool for survival and success. When your mind is at peace, you can think clearly, act decisively, and push forward with your mission. Without it, you risk burnout, making decisions from a place of exhaustion, and ultimately compromising the very change you’re trying to create.
As the training progressed, participants explored a variety of practical tools for managing stress, building resilience, and preventing burnout. They discovered that mental health is not a one-time check-in, but a continuous process of self-awareness and self-care. Together, they learned about creating wellness programs within their organisations—programs that would not only provide support but also create a culture where mental health is prioritised, understood, and destigmatised.
The conversation shifted toward peer support, with the group engaging in exercises to build empathy and vulnerability. They realised that mental health isn’t just something that happens in isolation; it thrives in communities that support each other. Through sharing stories, offering affirmations, and encouraging one another, they began to understand the power of collective healing. The simple act of listening, without judgment, became an invaluable tool for restoring balance in their personal and professional lives.
As they delved deeper, they uncovered the most radical form of activism: taking care of themselves. Every participant was encouraged to identify their emotional triggers, learn how to manage them, and, most importantly, set boundaries to protect their mental and emotional space. With the constant pressure to advocate for justice and the public’s expectation to always be “on,” this was a revelation. Self-care wasn’t selfish—it was essential to the work they do. The more they nurture their well-being, the better they are equipped to support the communities they serve.
By the end of the training, it was clear that this wasn’t just about learning techniques for managing stress—it was about rethinking how they approach activism. It was about redefining the narrative that to fight for justice, you have to sacrifice your health. It’s the opposite: to fight for justice, you must be mentally and physically healthy.
In the end, the health of the activist is the heart of the movement.
by Inuka Kenya | Jul 10, 2024 | Articles, Stories
In the vibrant, buzzing workplace of today, we find ourselves surrounded by a unique blend of four distinct generations: Baby Boomers, Generation X, Millennials, and Generation Z. Each generation brings its own perspective, work style, and values, creating a rich tapestry of diversity that can either lead to dynamic collaboration or simmering conflict. Let’s take a closer look at how these generational differences play out, and how we can bridge the gaps with curiosity and empathy.
The Senior Executive: Baby Boomer
Meet Linda, a seasoned executive who has dedicated decades of hard work to climb the corporate ladder. Linda, a Baby Boomer, believes in the power of dedication and perseverance. She recalls the days when long hours and unwavering commitment were the keys to success. For Linda, work is more than just a job; it’s a testament to her life’s achievements. She often shares her wealth of experience with younger colleagues, offering guidance and wisdom.
But sometimes, Linda feels overlooked and disrespected by her younger coworkers. She values the organizational hierarchy and finds it frustrating when her experience is dismissed as outdated. Linda thrives when her knowledge is recognized and her advice is taken seriously.
How to Connect with Linda:
- Show respect for her experience and knowledge.
- Be open to her advice and guidance.
- Avoid dismissing traditional methods outright.
- Demonstrate reliability and commitment.
The Independent Achiever: Generation X’s Adaptability
Next, we have Alex, a Gen Xer who grew up during economic downturns and societal changes. Alex is fiercely independent and adaptable, traits honed from a young age. He appreciates clear instructions but prefers to work autonomously. Micro-managing or second-guessing Alex triggers his rebellious streak. He values professionalism and a low-drama work environment, where results speak louder than words.
Alex often finds himself clashing with both older, autocratic managers and younger, disorganized colleagues. His priority is a healthy work-life balance, and he expects the same from his workplace.
How to Connect with Alex:
- Give him space and autonomy.
- Provide clear expectations and goals.
- Avoid micromanaging.
- Be flexible with work schedules.
The Enthusiastic Innovator: Millennial Energy
Then there’s Kanze, a Millennial bursting with energy and enthusiasm. Kanze thrives in team-oriented environments that encourage innovation. Comfortable with technology and remote work, Kanze values flexibility and expects recognition for achievements. Positive feedback fuels Kanze’s drive, and a lack of it feels like personal criticism.
Millennials like Kanze prioritize work-life balance, not because of a lack of commitment but due to a desire to achieve great results on their own terms. They seek opportunities for growth and advancement and are not afraid to pursue new opportunities if their ambitions are stifled.
How to Connect with Kanze:
- Compliment achievements.
- Acknowledge contributions.
- Provide growth opportunities.
- Be open to new ideas.
The Creative Problem-Solver: Generation Z’s Fresh Perspective
Finally, meet Sam, a Gen Z who brings abundant energy, creativity, and fresh perspectives to the workplace. Growing up with social media and smartphones, Sam is a natural multitasker, adept at finding innovative solutions. Despite a strong affinity for technology, Sam craves personal interactions and values friendly relationships with coworkers and managers.
Sam often feels frustrated by dismissive attitudes from older colleagues who underestimate their capabilities. Gen Z values being taken seriously and contributing meaningfully, despite their young age.
How to Connect with Sam:
- Show respect through bi-directional conversations.
- Allow use of preferred technology.
- Enlist their problem-solving skills.
- Create an inclusive and collaborative environment.
Conflict in the Workplace: Is It a Generational Thing?
Imagine a team meeting where Linda, Alex, Kanze, and Sam are collaborating on a project. Linda’s extensive experience guides the team, but Alex resents being micromanaged. Kanze proposes a new tech-driven approach, which Linda finds unconventional. Sam, eager to contribute, feels dismissed by the others.
This scenario highlights how generational differences can lead to misunderstandings and conflict. However, it’s not just about generational divides; it’s about recognizing and valuing each individual’s unique strengths and perspectives. By approaching each other with curiosity instead of judgment, we can create a harmonious work environment where everyone feels respected and heard.
Bridging the Generational Gaps
Understanding generational differences is a valuable tool in our workplace toolkit, but it’s not a catch-all solution. Each person is unique, and not everyone fits neatly into generational stereotypes. Embracing these differences with empathy and openness allows us to build a collaborative, respectful workplace where everyone’s voice matters.
