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In India, about 61% of #postpartum women have an unmet need for family planning. Our EAISI project partnered with the Indian Government to expand access to postpartum #familyplanning by strengthening #IUD services. #WDC2021
Learn more 👉 http://ow.ly/ZKK450Ggeqt

Access to postpartum #FamilyPlanning is crucial for ensuring the health, rights, and well-being of #MomAndBaby. @USAID_MOMENTUM strengthens linkages between maternal health & family planning services to allow individuals to safely space births: https://usaidmomentum.org/world-contraception-day-2021/ #WCD2021

We’re honored to pass the IBP Partnership “drum” to @fhi360 as the new @ibp_network chair! We look forward to collaborating w/ you & the entire network to improve #familyplanning & #SRHR programming and services worldwide. @TraciLBaird @DrONChabikuli @nanditathatte @AddicoG

"I feel strongly that these issues of access, voice & equality that we promote within our programs must also be embedded in our operating structures & I have been really proud that EngenderHealth has been able to stand with @ibp_network during this journey."- @TraciLBaird #SRHR

“We so value the IBP network members for our common commitment to identifying & sharing effective practices, so we can achieve our collective, ambitious & critical goals on sexual & reproductive health,” CEO @TraciLBaird reflects our term as @ibp_network chair #partnersmeeting.

During the @ibp_network Partners Meeting @aguilera_ana91 shared how we use our Gender, Youth & Social Inclusion (GYSI) Analysis Framework & Toolkit and GYSI Staff Training Manual to create more #equitable & #inclusive programs. Learn more ➡️ http://ow.ly/qlNc50GflmK

More than half of married women around the world use modern contraception, but rates vary widely by country, with fewer than 15% using a modern method in some low- and middle-income countries. Take a look at the latest data on #FamilyPlanning from @PRBdata 👇🏿 #worldpopdata

We’re #hiring a Human Resources Coordinator to support the HR Dept providing professional, analytical, & technical support to HR-related projects & initiatives. Washington, DC, or remote until return to office. Salary & benefits in job post.

Apply ➡️ http://ow.ly/v3im50GdKQh

(1/2) Young people often prefer to go to pharmacies rather than clinics for #FamilyPlanning info and products. But high costs and provider bias at pharmacies can deter young people from getting the care and services they desire.

𝗠𝗲𝗱𝗶𝗮 𝗖𝗼𝘃𝗲𝗿𝗮𝗴𝗲 𝗼𝗳 𝘁𝗵𝗲 𝗟𝗮𝘂𝗻𝗰𝗵 𝗼𝗳 #𝗜_𝗔𝗰𝗧𝗧 CVA 𝗣𝗿𝗼𝗴𝗿𝗮𝗺 𝗶𝗻 𝗝𝗮𝗺𝗺𝘂.An 𝗶𝗻𝗶𝘁𝗶𝗮𝘁𝗶𝘃𝗲 𝗼𝗳 @EngenderHealth @ypfoundation 𝗶𝗻 𝗰𝗼𝗹𝗹𝗮𝗯𝗼𝗿𝗮𝘁𝗶𝗼𝗻 𝘄𝗶𝘁𝗵 @people_hut

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April 20, 2020

How Global Health 50/50 Data Help Us Live Our Values

By Traci L. Baird

This article originally appeared on the Global Health 50/50 blog.

Global Health 50/50

Photo credit: Global Health 50/50

Crises often underscore and exacerbate existing inequalities. As the world works to contain COVID-19, it’s important that we don’t lose focus on addressing structural issues that create those inequalities. Global Health 50/50’s third report—Power, Privilege and Priorities—was published a few weeks ago, when coronavirus was a rising concern and before it was declared a pandemic. The report, as with previous GH5050 reports, continues to challenge global health and international development organizations to advance gender equality and diversity from the inside out. In its mission statement, GH5050 says that it “informs, inspires, and incites action and accountability for gender equality and health equity.” For me and my colleagues at EngenderHealth, I can say GH5050’s annual auditing process and reports have done, and continue to do, just that. The coronavirus will almost certainly increase systemic inequalities. In the face of that reality, the global health sector must be vigilant about learning from the GH5050 report and index.

When I joined EngenderHealth as President and CEO on October 1, 2018, there was an email waiting in my brand-new inbox from the GH5050 team about their inaugural report, sharing their assessment of EngenderHealth. It was perfect timing. I was joining an organization in multiple transitions: the US head office had just moved; I was new, as were several members of the senior staff; and we were designing a new strategy to guide us for the next several years. GH5050’s audit of our internal gender equality showed me there was room for improvement, and we could make changes as part of the transitions we were undergoing.

EngenderHealth’s mission is to implement high-quality, gender-equitable programs that advance sexual and reproductive health and rights, and our vision is of a gender-equal world where all people achieve their sexual and reproductive health and rights. To implement that mission, we are inspired and guided by a detailed strategic plan that addresses both what we do and how we do it. One of the outputs in that plan calls for EngenderHealth to be “an effective, gender-equitable organization.” We are deeply committed to gender equality within our own operations, and we are living into that commitment. We are in the process of providing intensive gender training for all employees. We work to ensure that all of our programming incorporates issues of gender and that we are measuring and moving programs to be more gender transformative. We have reviewed and improved parental leave benefits to ensure we are supporting our staff. We are updating hiring practices so we no longer ask job candidates about salary history (which disadvantages women, people of color, and other minorities), and we consider gender balance in our representation at meetings and conferences.

GH5050’s reporting has informed, inspired, and incited us to action as we work to live our values, especially reminding us to share our policies and data publicly. GH5050 reports have helped inspire EngenderHealth to undertake and publicly post our first-ever Gender Pay Gap Analysis, and to accelerate publishing of our commitment to Gender, Equity, Diversity, and Inclusion (GEDI), as well as our Global Strategy for Gender-Transformative Programs. GH5050 data have spurred important internal discussions about the ideal of gender parity in leadership, our goals in that regard, and what our processes should be for maintaining the right balance. Given the underrepresentation of women in global health leadership roles, and with our strategic focus on the intersection of gender equality and sexual and reproductive health and rights, we have decided that at this point we are comfortable having more women than men in leadership roles, as is the case on our Board of Directors.

We also live our values by seeking and promoting diversity across dimensions other than gender. We are proud to have a head office staff that is diverse in terms of race and nationalities and with more women and men of color in management positions than white women and men. Our program offices are led and staffed by people from the countries where we work. This year’s GH5050 report emphasizes diversity broader than gender equality, and we welcome the insights on this critical topic. As we think about equity at EngenderHealth, we are thinking not only across gender and other personal characteristics, but across our geography. We understand that GH5050 plans to extend future reviews to analyze the international offices of assessed organizations, and we will welcome that addition. We are committed to continuing these conversations, sharing our journey, and learning from others.

The kinds of discussions and decisions GH5050 has helped prompt at EngenderHealth are exactly the types of challenges and change needed to move our sector toward gender equality. And I know we are by no means alone in this regard. By evaluating policies and practices related to gender across more than 200 organizations, GH5050 is providing the independent monitoring and benchmarks we need to improve our practices and transparency within organizations, and as a community.

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