Equity, Diversity and Inclusion Policy

2.1 Commitment to Anti-Racism

GNDR believes in promoting equity and ensuring that every team member has the opportunity to thrive, regardless of their race or ethnic background. We actively oppose all forms of racism, and are committed to dismantling structural and institutional racism within our workplace and in the way we relate with the communities we serve.  

In line with the principles of decolonisation and shifting power dynamics within the international development sector, we are committed to: 

• Empowering Local Voices: Prioritising and amplifying the voices of individuals and communities in the Global South 
• Equitable Partnerships: Building partnerships based on mutual respect and shared goals, ensuring that local partners are leading decision-making processes
• Redistributing Resources: Ensuring just allocation of resources to support locally-led initiatives and solutions
• Cultural Sensitivity: Respecting and valuing the cultural heritage and knowledge systems of the communities we work with

3.1 Protected characteristics

Protected characteristics under the UK Equality Act 2010 are specific attributes that the law safeguards  against discrimination. These include: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. 

3.2 Positive action 

Positive action is a strategic method GNDR uses to tackle current disadvantages and enhance equality  through specific initiatives and support schemes. Employers can apply positive action when there is reasonable belief, supported by evidence, that: 

• Individuals with a protected characteristic experience a disadvantage related to that  characteristic, 
• Individuals with a protected characteristic have different needs from those without it,
• Participation in certain activities by those with a protected characteristic is disproportionately low. 

3.3 Equality  

Equality means having equal rights, opportunities, and treatment for everyone, regardless of their  protected characteristics. It embodies fairness, ensuring everyone receives the same chances and benefits without facing discrimination or prejudice. By promoting equality, we aim to create a society where everyone has equal access to resources and opportunities, allowing everyone to flourish and achieve  their full potential. 

3.4 Equity 

Equity is about ensuring fair and just treatment for everyone, regardless of their background, identity, or  characteristics. It requires recognising and tackling systemic barriers and biases that prevent access to equal opportunities. Equity focuses on providing everyone with access to the same resources, opportunities, and benefits, aiming to address historical and current inequalities to foster justice.

3.5 Diversity 

Diversity is about appreciating and embracing both visible and invisible differences among people. It focuses on recognising, valuing, and managing these differences to help all employees reach their full potential. 

3.6 Inclusion 

Inclusion means ensuring everyone is valued, respected, and given equal chances to participate and contribute in every aspect of work, regardless of individual characteristics. It also involves eradicating discrimination and promoting fairness. 

3.7 Belonging 

Belonging is about the sense of being valued and accepted within a group or organisation. It means creating an environment where people from diverse backgrounds feel connected, accepted, and  supported, allowing them to fully engage and contribute to the organisation’s goals and objectives. 

3.8 Discrimination 

Discrimination occurs when an individual, or a group of individuals, are treated less favourably than others on the grounds of age, disability, gender reassignment, race or ethnicity, religion or belief, sex, sexual orientation, marriage and civil partnership, pregnancy, maternity or on the grounds of union  membership.  

The UK Equality Act 2010 prohibits discrimination based on protected characteristics. Discrimination  can be intentional or unintentional, direct or indirect, by association, or perception. It can be subtle,  stemming from unconscious biases, assumptions and prejudices about a group’s abilities and interests.  Discrimination includes: 

• Direct discrimination: less favourable treatment due to a protected characteristic
• Indirect discrimination: equal treatment that disadvantages those with a protected  characteristic 
• Harassment: unwanted or offensive behaviour related to a protected characteristic
• Victimisation: negative treatment as a result of having raised a discrimination or harassment  complaint 

This policy aims to eliminate any form of discrimination at GNDR.  

3.9 Bullying, Harassment and Victimisation 

GNDR has a separate policy about Prevention of Bullying, Harassment and Victimisation which,  with support from training programs, aims at fostering a respectful work environment.  

Bullying and harassment are often confused. By law (Equality Act 2010), bullying behaviour can be harassment if it relates to any of the following ‘protected characteristics’ (hence considered unlawful):

• age 
• disability 
• gender reassignment 
• race 
• religion or belief 
• sex 
• sexual orientation 

Please note: Harassment law does not cover harassment based on the protected characteristics of marriage and civil partnership and pregnancy and maternity. While discrimination based on these  characteristics is still unlawful, it is not specifically addressed under harassment law. 

Bullying which is not classed as harassment could still lead to other legal issues. For example, severe bullying can lead to constructive dismissal when an employee feels they have no choice but to resign. This typically occurs when the bullying is so severe that it fundamentally breaches the terms of the  employment contract, making it impossible for the employee to continue working for the organisation.  

It is essential that bullying allegations are addressed promptly and adequately to prevent such outcomes  and protect the well-being of all employees and avoid detrimental impact on the organisation’s reputation. 

Even though there is no legal definition of bullying, it includes offensive, intimidating, malicious, or insulting behaviour that undermines or injures someone.  

These behaviours can occur at any level within the organisation or with external contacts.  

3.10 Microaggressions  

Microaggressions are subtle, everyday actions or comments that convey negative messages to individuals due to their marginalised identity. These can include behaviours that stereotype, belittle, or marginalise someone based on their protected characteristics.  

It is important to understand that microaggressions differ from unconscious bias or ignorance. While unconscious bias may be unintentional, microaggressions are often deliberate, stemming from an  individual’s biases and prejudices. Microaggressions are not isolated events but recurring behaviours that can significantly impact the mental health and well-being of marginalised individuals. 

Microaggressions are considered a form of harassment. Hence, GNDR will take all reasonable and  appropriate steps to prevent these behaviours from happening, starting from educating our employees  and managers through specific training programmes.

4.1 Role of all employees and volunteers

At GNDR, we expect everyone to treat colleagues and all other stakeholders with dignity and respect. This may mean embracing different views and ideas, and making space for others to contribute. It may  also involve the following: 

• Role modelling: role model inclusive behaviours in line with the principles of this policy, GNDR’s Code of Conduct and our organisational values 
• Active listening: pay attention when someone is speaking, acknowledge their points, and  respond thoughtfully without interrupting 
• Cultural sensitivity: be aware of and respect cultural differences. This includes understanding  and acknowledging different holidays, traditions, and communication styles 
• Inclusive language: use language that is inclusive and avoids jargon or idioms that may not be understood universally 
• Encouraging participation: actively invite all team members to share their views and make sure everyone has the opportunity to contribute  
• Being patient: understand that language barriers or time zone differences can affect communication and be patient with colleagues 
• Respecting personal boundaries: recognise and respect personal and professional boundaries, including time-off and work-life balance 
• Seek guidance: from your managers, HR and/or Head of Operations and gain a good understanding of what it is expected of you in terms of performance, conduct and behaviour
• Complete EDI mandatory trainings as and when required 
• Act as an ally: challenge and report any behaviours that could be interpreted as discriminatory  

4.2 Role of line managers 

All line managers have the following responsibilities to: 

• Set the tone: lead by example, demonstrating respect and role model behaviours which encourage inclusive practices 
• Open communication: ensure open lines of communication, actively listening to all team members, and valuing diverse perspectives 
• Training and development: participate and encourage team members’ participation in training  on diversity and inclusion, promoting an environment of continuous learning 
• Recruitment and promotion: ensure fair and unbiased recruitment and promotion practices,  and encourage a diverse pool of applicants 
• Remove barriers: support your people to unlock their full potential, remove barriers as soon as  you become aware of these 
• Address issues: observe, address and/or challenge any inappropriate behaviour or biases within the team
• Policy implementation: attend training and encourage your team to participate in training sessions as well as ensuring that standards and the legal framework of this policy are adhered to within your areas of responsibility 
• Flexible work arrangements: promote flexible work arrangements to accommodate diverse needs and circumstances 
• Mentorship: provide mentorship and career development opportunities to employees from  underrepresented groups
• Recognise efforts: acknowledge and reward efforts that contribute to an inclusive workplace

4.3 Role of Trustees and Senior Leadership Team

As a Trustee or member of the Senior Leadership Team you have responsibility to: 

• Strategic leadership: set clear EDI goals aligned with the organisation’s mission and values and  ensure they are embedded in the strategic plan 
• Policy development and implementation: fulfil your duty to ensure effective policy  implementation, and ensure these policies are communicated effectively across the organisation  and adapted to local contexts where necessary 
• Resource allocation: allocate resources (financial, human, and technical) towards EDI  initiatives 
• Accountability and monitoring: establish mechanisms for accountability and regularly monitor progress toward EDI goals, using metrics and feedback to measure the impact and effectiveness of policies 
• Create an inclusive culture: promote a culture of inclusion where diverse voices are heard and valued. Provide safe space for discussions on EDI topics 
• Engage stakeholders: Collaborate with external stakeholders, including community organisations, to enhance EDI efforts. Learn from best practices, and EDI experts, and integrate  these insights into the organisation’s strategy
• Global perspective: acknowledge and respect cultural differences within the global team. Adapt EDI initiatives to fit the diverse needs of different regions and identities, while maintaining core principles

5.1 Recruitment and Selection

The Recruitment & Selection Policy outlines GNDR’s approach to recruitment practices for staff and  volunteers. 

Guaranteeing equitable, just and transparent opportunities is central to our recruitment and selection  practices. All hiring managers must have relevant, up-to-date training to avoid discriminatory and non inclusive practices. 

Our recruitment process should always promote equity, encourage diversity and strive for greater  inclusion by removing barriers for people with different backgrounds and abilities. 

Advertisements — whether internal or external, in any media format — must not suggest or intend to unjustifiably discriminate based on any of the protected characteristics mentioned in section 5. GNDR will adopt the following strategies to promote diversity and inclusion in the recruitment process: 

• Language: use inclusive and neutral language. Avoid gender-specific terms and jargon that  might alienate certain groups 
• Representation: include diverse images that reflect different races, genders, ages, and abilities  as and when appropriate 
• Accessibility: ensure that advertisements and application requirements are accessible to people with different abilities  
• Diverse platforms: advertise in a variety of channels to reach a wider audience
• Clear requirements: focus on essential skills and experience, rather than arbitrary requirements that might exclude certain groups 
• Flexible work options: highlight flexible working arrangements to attract a diverse pool of  candidates, including those with disabilities or with caring and childcare responsibilities
• Bias training: train hiring managers to avoid or minimise unconscious or conscious biases in  the recruitment process 

Additionally, GNDR will take a proactive approach to boost employment and participation opportunities  for people from disadvantaged socio-economic backgrounds. Inequality in this area leads to discrimination and reduced opportunities. GNDR aims at hiring talent solely based on merit and relevant experience measured against the job description and person specification.  

Recruitment procedures will be reviewed regularly to ensure they remain fair and non-discriminatory. HR will provide support and guidance to hiring managers to ensure effective policy interpretation and to minimise biases 

The Governance Manual outlines the procedure to ensure a fair and equitable recruitment and election process of Trustees, Global Board members and National Focal Points. 

The recruitment and selection of consultants and contractors is outlined within the Procurement Policy.

5.2 Performance management  

GNDR will ensure that individuals are treated fairly and equally in the allocation of work, and that  assessments of performance are free from bias. Managers will ensure that individual performance will be assessed and reviewed fairly, that everyone in the team will receive the appropriate level of support and adequate access to the knowledge required to fulfil their duties to the best of their abilities.  

All employees will be given equal access to learning and development opportunities, based on their personal development needs, the priority development areas for GNDR and funding availability.

5.3 Promotion  

GNDR does not have a formal promotion policy. Instead, all opportunities for promotion, including those arising from vacancies due to staff departures, will be advertised to all employees.  

All selection decisions are based solely upon specific criteria such as relevant experience, measured against the job description and person specification for the role. We believe in maintaining transparency  and equal opportunities for everyone within the organisation. 

5.4 Pay and Benefits 

GNDR has a robust and transparent Pay and Reward Policy, which is based on objective criteria and  accessible to all employees. The policy provides a framework based on transparency and fairness when evaluating roles, to ensure that decisions around pay and rewards are equitable across the whole organisation.

5.5 Membership applications 

GNDR seeks members who are representative of the communities in which they engage. When  organisations and individuals apply to join the network, GNDR will aim to ensure that no applicant suffers discrimination because of any protected characteristics (please refer to section 5). The  application process will be open, transparent and non-discriminatory, accepting organisations based on  merit against published criteria.  

Our membership application procedures are reviewed regularly and the Membership Engagement Coordinator will set in place processes to minimise any possibility of discrimination. 

5.6 Members’ participation in GNDR activities 

The selection of members to participate in GNDR activities, such as online discussions, conferences and events, advocacy campaigns and lobbying, and to be project partners and receive donor funding through GNDR, will be free from discrimination. Decisions will be made through open, transparent and non discriminatory processes based on merit for the specific activity.

6.1 Speaking up

This policy, along and others, including the Prevention of Bullying, Harassment and Victimisation, Code of Conduct, Safeguarding, Health and Safety, Serious Incident Reporting and  Whistleblowing, provide the integrity framework at which enables everyone to raise concerns of  serious malpractice (e.g. financial malpractice, breaches of the law, gross misconduct, health and safety  and/or diversity breaches). 

Built into this policy is an assurance that should anyone wish to raise concerns in good faith there will  be no risk of being victimised or treated less favourably as a result.