Social reports 2025-26 | IT for Change Annual Reports

Programming, Monitoring, Evaluation, and Learning

This year, as our team grew to 60 members, we invested in strengthening leadership, clarified our program priorities, and put stronger systems in place so the organizational growth rests on solid foundations. We developed a long-term strategy that brings all our work under a common framework of three pillars: building community-centric digital ecosystems, shaping digital discourse, and strengthening institutional capabilities. Each of our program areas (Public EdTech, Gender and Digital Empowerment, and Just Digital Governance) work across these pillars. The framework reiterates our long-held conviction of engaging critically with how technology is built and governed, while also working constructively to create equitable alternatives

To mark our 25th anniversary, we hosted ‘Our Digital Futures Fest’, a four-day gathering that opened with ‘IT for Change @25 – Celebrating Solidarity, Weaving Digital Justice’. The day brought together colleagues, founders, board members, and partners to reflect on our journey, reaffirm shared values, and recognize long-serving team members through personalized notes of appreciation and awards.

We supported members of our Leadership Team through a six-month personalized leadership coaching program focussed on strategic thinking, team-building approaches and overall effectiveness as leaders in pursuit of the organizational mission. We also engaged Sattva Consulting to help streamline our core program verticals, develop strategic plans for the next 3-5 years, and strengthen our fundraising efforts.

Across the year, we ran a number of learning sessions for the team:

Workshops led by experts, on gender sensitization, communication, and collaboration, to build shared norms on how we work across teams.
“Know Your Tech” sessions on Cybersecurity, Free and Open Source Software(FOSS) tools, everyday digital tools, and multiple functionalities of the FOSS webinar platform we use, among others.
Learning sessions to develop the field program teams’ capabilities on topics such as: language education and effective storytelling for social media.
Workshops on supervision, to set consistent expectations across all managers and heads on how to guide, supervise and support their team.

As of March 31, 2026, 58% of our team members are women, 66% of leadership roles, and 55% of senior leadership positions are held by women. We are committed to creating a workplace that is inclusive, safe, and empowering for individuals from marginalized and underrepresented communities.

To further strengthen our commitment to zero tolerance for sexual harassment and abuse, IT for Change has adopted the Protection from Sexual Exploitation and Abuse (PSEA) policy alongside our existing POSH policy. While POSH protects our internal team members, PSEA extends crucial protection and accountability to the beneficiaries, students, and communities we work with.

As we grow in scale and complexity, we continue to enhance systems and processes to ensure that growth rests on strong operational foundations. Key improvements include:

New additions to the induction process that supports new team members to settle in from day one.
A closer link between annual planning and budgeting so resources are allocated to strategic priorities.
A structured review framework that reduces subjectivity and maps out clear growth pathways.
Team and cross-team retreats that fostered cross-team collaborations, and drove shared goal-setting.

Together, these operational, capacity-building, and governance initiatives have reinforced a cohesive, agile, and learning-driven workplace ready for our next phase of growth.