MAAN Workers Association unionizes men and women from diverse fields of employment with no discrimination on the basis of religion, nationality, or gender. MAAN accompanies groups of workers who want to unionize, helping them elect a workers’ committee and conduct disputes with management, including strikes when necessary. MAAN provides legal responses to employer harassment during and after unionization; it advises on bargaining demands and negotiations; it drafts collective agreements; it accompanies, assists and trains the workers’ committee after the signing of an agreement. All this is done democratically in close cooperation with the workers.
MAAN represents workers in factories, colleges, educational institutions and human rights organizations. MAAN is well-known in Israel’s labor relations, especially for unionizing workers in the privatized, subcontracted market that followed destruction of the public system.
MAAN is the sole workers’ organization in Israel that unionizes Palestinians employed in the West Bank settlements as well as those working in Israel.
MAAN
MAAN was founded in the late 1990s by activists calling for a society based on social justice. It rejects the neoliberal system that destroyed the social safety net, deepened class polarization, and created a stratum of disenfranchised poor in Israel.
Grounded in the idea of universal justice, MAAN fights to end Israeli military rule over 5 million disenfranchised Palestinians. It seeks freedom, equality and dignity for both Palestinians and Israelis in a social system based on a green economy.
Ma’an – Association for Employee Assistance (Nonprofit Organization)
Main Objectives of the Association:
To assist, guide, and represent employees with the aim of improving their wages and social rights. To work towards raising the status of employees within society. To organize social and cultural activities for employees.
Constitution of the Association
Section A: Membership
Admission of Members
(a) The founders of the association are members thereof from the date of the association’s registration in the Associations Registry.
(b) Any person desiring to become a member of the association shall submit an application to the management in the following form:
“I (name, address, and identification number) request to become a member of the association (association name). I am familiar with the objectives and constitution of the association. If accepted as a member, I undertake to abide by the provisions of the constitution and the general assembly decisions of the association.”
(c) The decision regarding the acceptance of the applicant as a member of the association or his/her rejection shall be made by the management; if the management refuses to accept the applicant, he/she is entitled to appeal the rejection before the next general assembly.
Rights and Duties of Members
(a) A member of the association is entitled to participate and vote in any general assembly and shall have one vote in each vote. He/she is entitled to stand for election and be elected to the management or the audit committee.
(b) A member of the association is entitled to participate in the association’s activities and benefit from its services.
(c) The management, with the approval of the general assembly, is entitled to determine membership fees that shall be obligatory for the members.
(d) Termination of membership in the association does not exempt the member from paying any dues that have accrued to the association from the member before the termination of his/her membership for the period until the termination of his/her membership.
Termination of Membership
(a) Membership in the association is terminated:
(1) By the death of the member, and in the case of a corporate member – upon its dissolution;
(2) By the member’s resignation from the association; notice of resignation in writing shall be given to the management thirty days in advance;
(3) By the member’s expulsion from the association.
(b) The general assembly is entitled, upon the proposal of the management, to decide on the expulsion of a member from the association based on one of the following reasons:
(1) The member has not paid to the association what is due from him/her;
(2) The member has not complied with the provisions of the constitution or a decision of the general assembly;
(3) The member’s actions are contrary to the objectives of the association;
(4) The member has been convicted of an offense that carries disgrace.
(c) The management shall not propose to the general assembly the expulsion of a member from the association unless after giving the member a fair opportunity to present his/her claims before it, and shall not propose expulsion on the grounds specified in subsection (b)(1), (2), or (3) unless after having cautioned the member and given him/her a reasonable time to rectify the deviation.
Communication to Members
4. Invitations, requests, notices, and other communications from the association to a member shall be given to him/her in writing, to be delivered by hand or sent by regular mail to his/her registered address in the members’ registry; at the member’s request in writing, the association shall change the registered address in the members’ registry.
Section B: General Assembly
Time and Place
5. The date, time, and location of a general assembly shall be determined by the management.
Invitation
6. A general assembly shall be convened through notification given to each member at least ten days in advance, specifying the day, time, place, and agenda for the assembly. Prior to the general assembly and no less than 10 days before its convening, elections shall be held at each branch of the association, where representatives for the general assembly shall be elected according to a key of one representative for every 10 members. These representatives shall participate in the general assembly and represent the various branches. Each branch shall elect at least 3 representatives, even if the number of association members in the branch is less than 30. Association members who do not belong to any branch shall be invited to a preparatory meeting in their geographic area of residence, in which representatives shall be elected using the same method as the branch representatives.
Functions of a Regular General Assembly
7. A regular general assembly shall hear reports and accounts on the activities of the management and the audit committee, discuss them, and decide on their approval, as well as examine and approve the financial report submitted by the management. The assembly shall also elect the management and the audit committee.
Quorum
8. (a) A general assembly shall not be convened unless at least one-quarter of the number of elected representatives in the branches are present; if this quorum is met at the opening of the assembly, it may continue its deliberations and make decisions even if the number of attendees decreases.
(b) If the aforementioned quorum is not met within an hour from the time specified in the invitation, the assembly shall be considered postponed, without the need for a separate invitation. The postponed assembly shall be held at the same place after an hour from the originally scheduled time for the assembly at the same place, without the need for a separate invitation. In this postponed assembly, the present members shall have the right to deliberate and decide, and their number shall be considered.
Chairperson and Secretary
9. A general assembly shall elect, from among the association’s members, a chairperson and a secretary for the assembly.
Decisions
10. Decisions of the general assembly shall be made by a majority of the votes of the voters, unless the law or this constitution requires a different majority for their approval. If the votes are tied, the chairperson of the assembly may cast the deciding vote.
Minutes
11. The secretary of the general assembly shall maintain the minutes of the assembly.
Section C: The Management
Number of Members
12. The number of management members shall be determined by the general assembly and shall not be less than two.
Term of Office
13. (a) The management shall serve from the time of its election in a general assembly until another general assembly elects a new management; a member leaving the management may be re-elected to the new management.
(b) A management member is entitled to resign at any time from their position by written notice to the management; a management member shall cease to serve if declared legally incompetent or declared bankrupt.
Completing the Management
14. (a) If a management member’s position becomes vacant, the remaining members are authorized to appoint another association member as a management member until the next general assembly; until such appointment, the remaining members may continue to function as the management.
(b) If a management member is removed from their position, the remaining members are authorized to appoint association members to fill the vacancies until the member returns to their position.
Management Meetings
15. The management is authorized to arrange its own meeting schedule, their invitations, the required quorum, and their conduct.
Decisions
16. Decisions of the management shall be made by a majority of the votes of the members present; if the votes are tied, the proposal shall not be accepted. A decision by all members of the management in agreement can be made even outside a management meeting.
Minutes
17. The management shall maintain minutes of its meetings and decisions.
Right of Representation
18. The management is authorized to empower two or more of its members to sign on behalf of the association on documents that bind it and to perform actions within its authority.
Section D: The Audit Committee
Application of Provisions
19. Provisions of Articles 12 to 17 shall apply, with necessary modifications, to the audit committee as well.
Section E: Branches
Establishment of Branches and Their Organization
20. The association is authorized, by a decision of the general assembly, to establish branches and determine their organization and management procedures.
Section F: Assets After Dissolution
Transfer of Excess Assets
21. Upon the dissolution of the association and after all its liabilities have been settled in full, if there remain excess assets, these assets shall be transferred to another association with similar objectives.
As part of its objectives to assist and represent employees, the association will operate to encourage employees to form committees of workers with the aim of achieving cooperative agreements, including kibbutz agreements. The association’s actions in this area will promote cooperative collaboration with employers to establish fair and stable working relationships. To achieve this, the general assembly and the national committee will be selected to initiate and lead the association’s activities in this field. The national committee will be authorized by the management to establish worker committees, participate in negotiating kibbutz agreements, declare labor disputes, and authorize strikes and suspensions.
The following is the procedure for the association’s actions in this area:
Establishment of a Workers’ Committee
During the initial organization phase, when a group of workers intends to establish a workers’ committee, the association will select from the following methods:
2.1 – The national committee of the association, in coordination with the initiating committee, will determine the names of the members of the action committee at the workplace. Anyone appointed to the action committee must be an employee who has worked at the workplace for more than six months. The appointed committee will be responsible until the first elections for the workplace’s workers’ committee.
2.2 – Elections for the Workers’ Committee. When a group of workers at a workplace requests the association’s assistance in forming a workers’ committee, the association will organize, in collaboration with the workers, elections for the workers’ committee at the workplace. The timing of the elections will be determined to the extent possible in agreement and coordination with the workplace’s employer. The decision on the timing of the elections will be made under the supervision of the national committee of the association.
3 – Nature of the Elections: Elections for the workers’ committee will be conducted through a secretive and democratic process, in which every employee at the workplace who has accumulated three months of work experience is entitled to vote. Before the elections, the existing committee will hold a meeting with the employees at the workplace to announce the elections and establish an election committee (in cases where there is no committee, the national committee of the association will conduct this meeting).
4 – The election committee will include employees who are not candidates for the workers’ committee. The committee will consist of three members and will work in coordination and cooperation with the individual appointed by the national committee of the association to assist them. In any case where there is a dispute between the workers’ committee and the representative of the national committee of the association, the dispute will be resolved by the national committee of the association.
5 – Candidates for the Committee: Only those who have worked at the workplace for at least six months can present themselves as candidates for the workers’ committee. The election committee will consider requests from candidates for membership on the committee when the requests are signed by at least five employees. Requests will be submitted to the committee up to seven days before the announced date of the elections. The list of approved candidates, as approved by the election committee, will be prominently displayed at the workplace at least three days before the elections. In cases where at least two-thirds of the attendees at a general employees’ meeting at the workplace approve, non-members of the association can vote for candidates during the same meeting. The use of this process requires prior approval from the national committee of the association to ensure that the candidacy criteria are upheld (six months of work experience at the workplace, endorsement of five employees for a candidate), and that notice is provided to all employees at the workplace regarding the location and time of the meeting.
6 – On the day of the elections, the election committee will ensure the technical infrastructure for the entire workforce’s voting, including the preparation of sealed ballots and appropriate voting papers, including the option for secret voting. At the end of the voting, the election committee, in the presence of the representative of the national committee of the association, will count the votes and communicate the results in writing, signed by both the committee and the national committee representative, prominently at the workplace.
7 – The workers’ committee will serve for two years. Elections for the workers’ committee will be conducted under the supervision of the national committee of the association, and after the outgoing committee presents its report on its activities to a general assembly of the association’s members at the workplace.
8 – The committee will represent all employees at the workplace, including those who are not members of the association. Members of the association will work to ensure that their representation on the workers’ committee is dominant. Non-members of the association will not be eligible to run for the committee on behalf of the association.
9 – The workers’ committee, whether appointed or elected, will coordinate with the national committee of the association in negotiations or during labor disputes. In cases of dispute between the workers’ committee and the national committee of the association, the matter will be brought to the approval of the national committee of the association. If approved, it will then be presented for approval to a general assembly of the workers who are members of the association at the workplace.
10 – Association members whose candidacy was not accepted by the national committee can request to appear before a joint meeting of the national committee and the association’s management, which reserves the authority to decide until the next general assembly is convened.
11 – Contributions to the Committee Fund: All employees at the workplace will pay committee fees. Association members will also pay membership fees in addition to the committee fees. The amount of the membership and committee fees will be determined in consultation between the national committee and the workers’ committee at each workplace.
Declaration of a Labor Dispute
The national committee will discuss and formulate an agreement with the workers’ committee before declaring a labor dispute at the workplace.
A decision by the national committee on this matter can be reached by a majority vote during one of its meetings or through a single online vote conducted via email.
Immediately upon declaring a labor dispute, the national committee will appoint at least one representative from its side, qualified to sign a declaration of a labor dispute or a strike notice and participate in all negotiation proceedings alongside the workers’ committee.
The negotiation team, as mentioned above, will include individuals authorized by the national committee and the workers’ committee, qualified to issue temporary sanctions or protest actions.
Declaration of a strike without a time limit requires approval from the national committee and a general assembly of workers, to which all members of the association affected by the dispute will be invited. Alternatively, approval can be obtained through a WhatsApp vote or email by the workers who are members of the association.
Suspension of a strike – A decision to suspend a strike without a time limit will only be made after receiving approval from the national committee. After obtaining the approval of the national committee, a general assembly will be convened to which all members of the association affected by the dispute (including those who submitted a request to join during the strike) will be invited. The decision will be approved or rejected by a regular majority of attendees at the assembly. Such approval can also be achieved in a situation where the majority of workers respond to WhatsApp messages or emails sent to all members of the association relevant to the decision.
Association members who oppose the decision can request to appear before a joint meeting of the national committee and the association’s management, which reserves the authority to decide until the next general assembly is convened.
Code of Conduct
All staff of MAAN Workers Association R.A., including the elected delegates of its trade union, Jews and Arabs, will fulfill the following in their professional actions:
1. RESPECT AND DIGNITY
2. PERSONAL AND PROFESSIONAL CONDUCT
In their personal and professional performance, MAAN staff and elected members will uphold the integrity of MAAN, practicing non-racist, non-discriminatory and gender-sensitive conduct.
3. CONFLICTS OF INTEREST
MAAN staff and elected members will perform their official duties and conduct their private affairs in a manner that avoids conflicts of interest, thereby preserving and enhancing public confidence in MAAN.
4. FINANCIAL AND MATERIAL RESOURCES
MAAN staff and elected members will safeguard and make responsible use of the information and resources to which they have access because of their employment or involvement with MAAN.
The person responsible for complaints about violations of the Code of Conduct is Mrs. Wafa Tiara 0504-330036
MAAN Workers Association (hence MAAN) is an Israeli Trade Union and labor center. It is open to all sectors of the population, with special emphasis on empowerment of Palestinian workers and jobless. MAAN struggles to enhance female participation in all spheres of life.
MAAN
Purpose
The purpose of this policy is to protect people, staff, right holders (RHs) including children and vulnerable adults, from any harm that may be caused due to their coming into contact with MAAN Workers Association. This includes harm arising from:
The policy lays out the commitments made by the organization, and informs staff and associated personnel of their responsibilities in relation to safeguarding.
How does MAAN understand safeguarding?
MAAN is guided in terms of safeguarding by international standards such as the relevant United Nations Human Rights Conventions. Safeguarding means protecting peoples’ health, wellbeing and human rights, and enabling them to live free from harm, abuse and neglect.
In our sector, mainly labor rights, we understand it to mean protecting RHs from harm that arises from coming into contact with our staff or our programs.
Scope
Definitions
Abuse: any action or inaction that causes harm to another person. It can include physical abuse, emotional abuse, sexual abuse and neglect. It also includes abuse online and/or through mobile technology. Sexual abuse: means the actual or threatened physical intrusion of a sexual nature, whether by force or under unequal or coercive conditions.
Exploitation: any actual or attempted abuse of a position of vulnerability, differential power or trust to profit monetarily, socially or politically. Sexual Exploitation: means any actual or attempted abuse of a position of vulnerability, differential power, or trust, for sexual purposes, including, but not limited to, profiting monetarily, socially or politically from the sexual exploitation of another.
Sexual harassment: is any unwelcome sexual advance, request for sexual favour, verbal or physical conduct or gesture of a sexual nature, or any other behavior of a sexual nature that might reasonably be expected or be perceived to cause offence or humiliation to another, when such conduct interferes with work, is made a condition of employment or creates an intimidating, hostile or offensive work environment. While typically involving a pattern of behavior, it can take the form of a single incident. Sexual harassment may occur between persons of the opposite or same sex.
Survivor/victim: the term survivor refers to the person who it is alleged has been the subject of abuse or exploitation. The term ‘survivor’ implies strength and resilience. ‘Victim’ is used to mean the victim of an alleged perpetrator’s actions. However, this is not intended to negate the dignity and agency of an individual.
Safeguarding concern or allegation: a suspicion or allegation that a breach of this safeguarding policy has occurred or may be at risk of occurring. This includes disclosures by children and vulnerable adults.
Policy Statement
MAAN believes that everyone we come into contact with, regardless of age, gender identity, disability, sexual orientation or ethnic origin has the right to be protected from all forms of harm, abuse, neglect and exploitation. MAAN will not tolerate abuse and exploitation by staff or associated personnel.
MAAN commits to addressing safeguarding throughout its work and the three pillars of prevention, reporting and response.
Prevention
MAAN will:
Staff responsibilities
Women and Child safeguarding
[MAAN staff and associated personnel must not:
Protection from sexual exploitation and abuse
MAAN staff and associated personnel must not:
Additionally, MAAN staff and associated personnel are obliged to:
Enabling reporting
MAAN ensures that safe, appropriate, accessible means of reporting safeguarding concerns are made available to staff and the communities we work with.
MAAN has integrated a satisfaction questionnaire into its website, allowing right holders to provide feedback and suggestions. Additionally, we have prominently placed a complaint button in a clear location on our website, making it easily accessible for RHs to register any grievances or concerns they may have. Every three months MAAN also initiates a phone conversation with RHs whose case has been closed to collect feedback.
Staff members who have a complaint or concern relating to safeguarding should report it immediately to their Safeguarding Focal Point [as appropriate] or line manager. If the staff member does not feel comfortable reporting to their Safeguarding Focal Point or line manager (for example if they feel that the report will not be taken seriously, or if that person is implicated in the concern) they may report to a senior manager or a member of the HR Team.
MAAN will also accept complaints from external sources such as members of the public, partners and official bodies.
Response
MAAN will apply appropriate disciplinary measures to staff found in breach of safeguarding policy and will answer any complaint within 16 days, as well as take appropriate measures while updating and reaching the consent of the complaining person.
Confidentiality
MAAN maintains full confidentiality of its members and RHs. Information is shared on a need to know basis only, and should be kept secure at all times. All Data Subjects are duly informed of, and when required, have given their consent to, the sharing of their personal data/photos with the Data Receiver. The protection of members and RHs is prioritized when information is shared. The Data Subjects must be informed of the purposes for and transfer of Personal Data in a language they understand.
Safe Recruitment
MAAN is committed to safe recruitment and has screening processes in place to prevent anyone who may pose a risk to children and vulnerable adults from being employed or engaged by /with the organization. Checks are done as part of the hiring practice, which include:
– Asking questions about safeguarding during interview process
– Obtaining reference checks
– Reflecting safeguarding responsibilities in job descriptions for relevant roles.
Associated policies
Code of Conduct (2020)
25.07.23
Strategic Plan for 2025–2026
Introduction:
2023 – Background: The October War and the Judicial Coup
At the time of writing this strategic document of MAAN Workers Association (MAAN), we are a year and a half into a bloody war that has reshaped the geopolitical landscape of the Middle East. In addition, in 2023, MAAN was a partner in a fierce mass struggle against the judicial-political coup, in which the Israeli right-wing, led by Netanyahu’s government, sought to transform Israel into a democracy in name only, lacking a system of checks and balances. After a temporary lull due to the war, we are now witnessing renewed attempts to revive this coup.
On October 7, 2023, Israel suffered a severe blow to its prestige as an all-powerful state, casting doubt on several paradigms that had guided its management of the conflict with the Palestinians and the surrounding states. Hamas, the organization that has ruled the Gaza Strip alone since June 2007, revealed itself as a murderous messianic terror entity unfit to responsibly govern a state.
The casualties, wounded, and kidnapped in this war created a deep national trauma in Israel, while the world of Gaza’s residents was devastated by an unprecedented Israeli retaliatory military campaign. It is not without reason that some refer to this as the second Nakba.
As a workers’ organization committed to peace and justice, we unequivocally condemned the Hamas terror attack and called for its removal from all governing authority. At the same time, we assert that the Palestinian people are entitled to a just solution to their demands for freedom and independence, and that without such a resolution, neither people will be able to recover or heal.
As a workers’ organization, we did not ignore the grave harm caused to 150,000 Palestinian workers, who had worked in Israel for decades and were abruptly expelled at the outbreak of the war. We intensified our efforts to support Palestinians in East Jerusalem in coping with the lockdown and persecution they faced since the war began.
Confronting the danger of Islamic fundamentalist forces on one hand and extremist racist and fascist trends in Jewish society on the other, MAAN struggles to be an anchor for principled Jewish-Arab partnership. MAAN’s adherence to shared human values and solidarity guides its pursuit of cooperation with civil society organizations, academia, and initiatives formed in recent years in the vital struggle for democracy and peace.
MAAN – Profile
“MAAN Workers Association” has been active for 25 years in defending and organizing workers in Israel. It focuses on workers whose basic rights have been harmed by the neoliberal economy, which has dismantled public services and promoted privatization since the early 1990s.
The creation of a vast system of subcontractors that disconnects the state from its responsibility to employ workers, along with the employment of hundreds of thousands of Palestinians and migrant workers, has resulted in a mass of invisible, exploited, and abused workers with no one to turn to.
MAAN’s systematic action to defend and organize workers in privatized institutions – including Palestinian workers in Israel and the settlements, as well as workers in health, education, and human rights sectors – defines it as a workers’ organization making a significant contribution to advancing organized labor and halting arbitrariness and systematic rights violations.
MAAN’s profile as an organization based on equal partnership between Israelis and Palestinians, Jews and Arabs, men and women, is of paramount importance. Its activity across separation barriers, in areas occupied by Israel in 1967, aims to build trust and joint struggle between Palestinians and Israelis as a key to breaking down the physical and mental barriers between the two sides.
Work Plan for 2025–2026
Main Objective:
To promote workers’ rights in Israel, with an emphasis on fair employment regardless of ethnicity, race, or gender.
Main Areas of Work
Target Audience Profile:
The majority of MAAN’s unionized members are employees in nonprofits with 20–250 workers, who often do not receive attention from larger labor organizations. Currently, eight organizations and nonprofits are unionized under MAAN through collective agreements. These workers are concentrated in sectors such as human rights, caregiving, education, therapy, and music. Within MAAN, they receive personalized and dedicated support. These members appreciate MAAN’s progressive direction and its vision of a just society that sees every individual as equal and deserving of rights.
In the coming two years, MAAN will work to maintain its existing collective agreements and expand unionization to four additional workplaces.
Our work will focus on the following areas:
Targets for each of the next two years:
Target Audience:
Our work will focus on the following areas:
In East Jerusalem:
Targets for each of the next two years:
2.1. Handle 380 paralegal cases (with file opened and consultation with a lawyer), 40 legal cases (with direct legal intervention), and 600 counseling sessions (without opening a file, only registration of name and details). Total income generated for rights holders: no less than 800,000 NIS.
2.2. Conduct 10 in-person workshops; provide individual employment guidance to 10 women; hold 7 virtual Zoom sessions on employment topics; 5 open discussion sessions in the WhatsApp group; create and distribute 7 informational leaflets for women on employment rights via WhatsApp and social media.
2.3. Hold 3 meetings with teachers regarding their rights and a campaign to promote those rights; 3 meetings with doctors on their rights and a campaign to advance their rights.
2.4. Monitoring and lobbying the following key policymakers:
• Jerusalem Municipality – especially the Welfare Department and Employment Branch.
• Relevant government ministries:
- Jerusalem Ministry (responsible for the 880 five-year plan)
- Ministry of Health – monitor the decision to promote public health services (organic clinics run by health funds) over contractor services currently used. Promote employment of East Jerusalem residents in healthcare.
- Ministry of Labor
- Ministry of Welfare
Monitoring main service providers for jobseekers:
• National Insurance Institute
• Employment Service
2.5. Networking with civil society organizations: Ir Amim, Bimkom, Association for Civil Rights in Israel, Physicians for Human Rights, legal clinics (Jerusalem and Tel Aviv), Rayan, Lissan, Kulna, Yerushalmit Meduberet, Center for Victims of Sexual Harassment, Machsom Watch, Lada’at, Health Forum, research institutes like the Jerusalem Institute.
2.6. Content creation and publication of 6–7 items on social media: success stories, challenges, and more.
In Area C and the Territories – Topics and Indicators for Each Year:
Target Audience:
3,000 Arab women in the Triangle area who wish to integrate into fair employment but face structural and cultural barriers. These women often lack formal education, professional certification, or recognized trades. Many do not speak fluent Hebrew. MAAN offers a supportive environment and encourages these women to join sectors such as agriculture or homecare. MAAN also assists them in organizing work groups and monitoring their rights.
3.1. MAAN will create 200 new job opportunities and monitor 100 existing workplaces from previous years.
3.2. MAAN will encourage a core group of 15 leading women to participate in an empowerment group that meets regularly to discuss social and employment issues. These women, as MAAN members, will assist in outreach and empowerment efforts among Arab women in the Triangle.
3.3. MAAN will promote joint activities between Arab and Jewish women in the Triangle area to foster mutual understanding and support climate crisis challenges. Over the next two years, in collaboration with our sister organization Sindyanna of Galilee, we will launch a beekeeping project for Arab and Jewish women under the “Bees for Peace” umbrella.
3.4. MAAN will highlight its work with Arab women through media and social media platforms.
Target Audience:
MAAN does not operate in a vacuum and is not neutral in the struggle for a just society. In 2023, when hundreds of thousands marched in the streets against the judicial overhaul, MAAN stood with these masses. MAAN sees every civil society organization working for justice and equality as a partner for cooperation. Specifically, MAAN collaborates with dozens of organizations and groups in various fields, with a community of around 500 artists, and with all workers unionized under MAAN.
In Each of the next two years:
4.1. We will organize the annual “Bread and Roses” exhibition in cooperation with the artist community – approximately 500 artists – to raise funds for creating jobs for Arab women in Israel and Palestinian women in East Jerusalem. In the exhibition, artists donate their works and receive 25% of the sale price.
