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Gender equality policy

SECTION I – PURPOSE AND APPLICATION

This policy provides the requirements which IEHSD staff, managers and leadership members are required to implement to achieve the purpose of the gender equality in the Institute.

This policy applies to the staff and leadership of the Institute of Environmental Health and Sustainable Development.

IEHSD promotes an organizational culture which highly values equity, female and male staff have equal value and are accorded equal treatment.

To achieve these objectives, the institute is committed to improving and promoting gender equality and diversity in recruitment, workplace, payment, promotion, and capacity building.

SECTION II – DEFINITIONS

• Gender* refers to the social, behavioral, and cultural attributes, expectations, and norms associated with being female, male, intersex, transgender, or gender diverse;
• Gender Equality in the workplace* means ensuring all employees are able to access and enjoy the same rewards, resources and opportunities regardless of their gender.
• Gender Equity* means fair treatment for all according to their respective needs. It may include equal treatment or treatment that is different but which is considered equivalent in terms of rights, benefits, obligations and opportunities;

SECTION III – PROCESSES

Recruitment

• The Institute undertakes recruitment in accordance with the recruitment policy and job requirements to provide equal employment opportunities in staff appointment and career development;
• The Institute must establish principles that can increase transparency and help avoid unconscious biases during staff recruitment;
• The Institute leadership will ensure position descriptions, selection criteria and advertisements are expressed in gender-neutral terms, unless a minority or disadvantaged group is to be targeted.

Workplace

• Managers and staff members use generic language carefully in the workplace to avoid bias in favor gender and discrimination against another. The requirements include using generic language which can apply equally to all genders, avoiding offensive and patronizing terms, avoiding assumptions about people based on stereotyping or gender roles, avoiding offensive jokes about women, men, intersex, transgender, and gender diverse people, and using pronouns and titles appropriately.

Payments

• The Institute will ensure equal pay for equal work done by women and men, which means there is no distinction between men and women in payment. The salary paid to employees depends only on the job position and the number of years of experience. (Equal work involves similar tasks which require similar knowledge and skills).

Promotions

• The Institute ensures equal participation of women and men in senior positions.
• Provide fair procedures for staff recruitment as well as a performance assessment scheme that is not flawed by gender biases.
• The Institute will ensure women and men will have an equal chance at promotion in their institute.

Gender capacity building of the Institute

• The Institute provides training opportunities to staff members to participate in short course on gender at least very two years.
• The Institute leadership ensure new staff to participate in training on gender, gender equality.
• The Institute encourages and supports staff in engaging in best practice and information sharing around gender mainstreaming initiatives.

The Institute conducts a anonymous staff survey every 3 year to obtain feedback on gender equality, gender diversity and gender discrimination. Based on identified issues, the Institute will prepare action plan to address the feedback from staff gender survey.