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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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February 11, 2021

Mind the Gap: Valuing Diversity by Measuring Pay Gaps

By Traci L. Baird

Last year, upon completing our first organizational gender pay gap analysis at EngenderHealth, I asked whether I should worry about a reverse pay gap (when women earn, on average, more than men). I decided I shouldn’t, for a number of reasons, including that I believe an organization that focuses on sexual and reproductive health and rights, and which works in environments where overall there is a significant traditional pay gap (men earn more), can legitimately have more women than men in senior-level positions. (And once again, pay gap analysis is limited to a binary definition of gender, even though gender is non-binary.)

What I didn’t ask last year was whether I should be worried that we only did pay gap analysis regarding gender. Our commitment to diversity, equity, and inclusion includes but goes well beyond gender, to race and ethnicity, age, ability, religion, and more. When EngenderHealth conducts pay equity analysis a (equal pay for equal/comparable work), we examine a variety of factors, such as age, gender, race/ethnicity, and department; these factors may vary by country to account for cultural and systemic differences. But still our pay gap analysis was narrowly applied to the gender pay gap.

This year we conducted our first race/ethnicity pay gap analysis for our US/global staff.* We modeled the analysis after gender pay gap analysis: looking at the mean and median pay for Black, Indigenous, and People of Color (BIPOC) staff and comparing their pay to the pay of white staff, represented as a percentage of the pay of white staff. Thus, a positive pay gap would signify that white staff earned more; a negative pay gap would signify that BIPOC staff earned more.

In our case, the average salaries for BIPOC staff (26 people) and white staff (17 people) are almost exactly the same – the means are less than 1% apart, slightly in favor of white staff. The median pay of BIPOC and white staff reflects a more significant negative pay gap, with BIPOC staff median salary higher than white staff median salary (-9%).

I’m honestly delighted that our efforts to have a diverse team, including many US-based staff born overseas, is reflected in a negative race/ethnicity pay gap. However, we have such a small staff that any one or two changes in staffing could flip this gap in the other direction. We saw that with our gender pay gap: last year our US team had a negative pay gap; with a few different people in positions this year, we have a traditional pay gap. These same changes probably contributed to our negative race/ethnicity pay gap (e.g., a white woman left the organization; her role is now filled by a BIPOC man).

So far, we have only done race/ethnicity pay gap analysis for our US/global team. However, I am looking forward to identifying meaningful ways to review and understand other elements of our pay gap data in other country offices. Annual review of our data helps us continue to improve policies, procedures, and practices in ways that make EngenderHealth a more inclusive organization where our staff are treated fairly and feel able to bring their full selves to work.

Learn more about the 2020 pay gap analysis here, and read the full report here.

*Staff include all US-based staff, plus staff based outside the US who serve in global roles.

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