The SWANS Initiative is a post-migrant self-organization. This means that all employees and volunteers are part of the community themselves. Martha Dudzinski explains that, on one hand, this guarantees better support because there is more understanding of each individual's experience. On the other hand, it is a matter of credibility. The guiding principle should not only be implemented in other companies. The Swan team itself is an example of how this can work.
As founder Dudzinski knows, Migra daughters, BIWOC, and Women of Colour have very different experiences and hurdles compared to white women without an immigration background. The technical term is intersectionality, which describes that individuals from this community are disadvantaged simultaneously due to sexism and racism. This starts early on. Martha Dudzinski reports that many swans have to take on family responsibilities instead of enjoying their free time. This includes tasks such as dealing with authorities, filling out tax returns, and often also financial responsibilities. In the professional context, underestimation is a problem. Often, Migra daughters, BIWOC, or Women of Colour are not hired. Reasons for this include prejudices such as limited German language skills or the lack of a residence permit.
The swans, as the members of the initiative are called, want to break these many associations from the outside. Swans are perceived as loners, pure and elegant. But instead of resigning themselves to this image, the swans break the stereotype and focus on their inner values as Martha explains.
The free support program imparts job-relevant knowledge to swans, explains unwritten laws and rules of the game, and offers coaching on a variety of topics. And perhaps most importantly, it provides empowerment through the community. The women learn that they are not alone, but can confront a structural problem together as a group.
