In August 2023, Mennonite Central Committee (MCC) ended the employment of John Clarke and Anicka Fast, who had been serving as MCC country representatives for Burkina Faso, following their unwillingness to return to the African continent from the Netherlands. During a time of political instability in Burkina Faso and increased stress on staff, MCC had sought to relocate Clarke, Fast and their family to another country in Africa.
When it became clear that Clarke and Fast were only willing to continue their service with MCC from the Netherlands, MCC offered a settlement that would end their employment and pay them for the remainder of their contract. The amount offered was similar to the agreement reached during a conciliation process through the Quebec Labour Board (CNESST) on January 22, 2025. From the beginning of the legal process initiated by the couple, MCC sought to engage with Clarke and Fast in mediation through CNESST or through alternative dispute resolution.
MCC disputes both the facts and allegations stated by Clarke and Fast in the media.
MCC has policies related to stress and offers numerous support measures to staff when they experience difficulties. On multiple occasions, MCC encouraged Clarke and Fast to seek mental health and medical support. In addition, over the course of multiple months, MCC’s HR staff and crisis response team members worked to provide additional support to Clarke and Fast.
(MCC’s practice is to not disclose any confidential information related to personnel files or staff performance issues. However, as Clarke and Fast have made the details of their case widely available online and through the media, MCC feels it is important to respond directly to their claims.)
MCC recognizes that workers and their families can experience high levels of stress and trauma as a result of working in settings where there is conflict, violence or unrest. In these cases, MCC seeks to be generous in our support.
When Clarke raised concerns with MCC about his health, he was encouraged to see a medical doctor. When Clarke and Fast flagged increasing stress, MCC repeatedly encouraged them to seek counselling and support. When Clarke and Fast requested changes in their roles and duties, MCC was willing to accommodate those requests. When Clarke and Fast requested additional days for stress leave to be added to their vacation time in the Netherlands, MCC provided it. MCC both sought to follow the law and provide extensive support.
Finally, while the couple and their family were in the Netherlands, Clarke stated that he and Fast would be unwilling to be located in any country in Africa, including other politically stable countries where assistance was available. At that point, MCC indicated it was not a viable option for country representatives to serve outside their region.
In the end, MCC offered a generous settlement of more than $150,000 CAD as part of the separation package to assist Clarke and Fast in taking the next steps for their family, while allowing time to deal with the more pressing issues at hand.
MCC apologizes that our executive directors and HR staff were not always able to respond quickly or clearly enough to Clarke’s questions and concerns.
MCC did not at any time seek to harm Clarke or Fast. In fact, MCC was keenly aware of the situation and was closely monitoring the crisis in Burkina Faso for the whole team. MCC, like all responsible employers, has a duty to act fairly and equitably for all employees.
When Clarke and Fast filed a formal grievance in November 2023, accusing MCC of civil and criminal infractions, the boards of MCC Canada and MCC U.S. hired an independent external investigator called Veritas Solutions to review the case. While MCC followed policy by conducting an external investigation into the complaint, the Veritas report was limited in its helpfulness due to Clarke and Fast’s unwillingness to cooperate in the investigation.
None of the findings were related to any type of sexual harassment or any form of gender or age harassment or discrimination; the definition of harassment in MCC’s policies is far more expansive than how harassment is defined under Canadian or U.S. law.
The findings named MCC’s failure to communicate in a timely and clear fashion, and failure to properly address and investigate a claim. As a result, based on MCC’s own internal policies, the Veritas investigator found that harassment had occurred. The investigation report also noted that other claims – including claims of retaliation and criminal conduct – were unfounded.
When Clarke and Fast first filed a lawsuit against MCC, the legal process prevented MCC from sharing facts with the broader community. At that time, MCC acknowledged we could not refute the claims being made due to the pending litigation.
However, in good faith with Anabaptist media outlets, MCC provided off-the-record interviews with Canadian Mennonite and Anabaptist World. In those interviews, MCC’s national executive directors and lawyers sat down with the editors for an in-depth conversation.
Through those conversations, MCC sought to demonstrate that we were not seeking to withhold information. MCC was, in fact, seeking to respond in a fashion that respected the legal process and the privacy of other MCC staff members, while providing as much transparency as possible.
Like any organization, MCC will face workplace conflict. Differing opinions will arise when staff serve in difficult and complex situations. However, the claims of systemic abuse are unequivocally false.
MCC remains committed to mediation and alternative dispute resolution when conflict and differing perspectives emerge. In addition, the organization is committed to learning and changing.
MCC has engaged a third party to develop a safe and healthy listening space for MCC to hear the voices of those who have raised concerns online and the voices of people who are not currently represented in the conversation. We also continue to listen to the many staff within MCC who have acted and continue to act with integrity and compassion.
In the weeks ahead, MCC will release a monograph documenting the many changes that have occurred within the organization over the past 10 years, as global complexity has increased. MCC will identify and acknowledge areas of failure, along with areas of growth and change.
Our vision is to see communities worldwide in right relationship with God, one another and creation. Our commitment to this vision is not just lip service. It remains a high calling – a North Star, so to speak, as we follow Jesus into the coming decades with humility, passion and faith.
Thank you to those who pray for and support MCC’s ministry. Together, we can continue to serve our global neighbors, sharing God’s love and compassion for all in the name of Christ.