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COVID-19: How We’re Responding

About Us

Register for our @USAID-funded @fistulacare Plus project's webinar on Sep 30th at 8:30 AM EDT!
Panelists from @PanziUSA & Mama (@jmckinneypt @lauraekeyser) will discuss the impact of physical rehabilitation in #fistula & maternity care.

#FistulaCareOnline
http://bit.ly/PT-fistula

Only 30% of countries are reporting sex-disaggregated data on cases and deaths during #COVID19. We must prioritize collecting comprehensive data to fully understand and respond to the dynamics of this crisis.

Read more in @Devex: https://bit.ly/3mnjNsu

As part of @womeninGH, @WagnerFound & @ForeignPolicy's #WGHSecuritySummit, we've joined a diverse group of governments & organizations in making commitments to work towards a gender-equal, post-COVID world.

See all the commitments here: https://lnkd.in/eUSBMqR

#COVID5050 #UNGA

"While women provide $3 trillion of care annually, half of that is unpaid...We're asking for a new social contract for women in health that recognizes & values their contribution.” -@RoopaDhatt

Read more in @womeninGH’s brief on health security & women: https://bit.ly/3iPi6BT.

Dr. Ajay Khera, our Country Representative for India, emphasized the importance of private sector engagement in achieving universal health coverage & strengthening health outcomes in #India at @SHOPSPlus' recent webinar. View his speech at 16 min here: https://bit.ly/2H57Yao

Register today! Our @USAID-funded @fistulacare Plus project, with partners @PanziUSA & Mama (@jmckinneypt @lauraekeyser), are hosting a webinar on integrating physical therapy into fistula & maternity care on Sep 30th at 8:30 AM EDT.

#FistulaCareOnline
http://bit.ly/PT-fistula

New Report: COVID-19 Global Health Security Depends on Women: Rebalancing the unequal social contract for women

Check it out to learn what you can do.
https://covid5050.org/report/
#COVID5050 #WGHSecuritySummit #UNGA #COVID19 #GenderEquality #SDG3 #SDG5 #GlobalGoals #SDGs

Depuis quelques jours se tient l'atelier d’élaboration du rapport de l’évaluation du Plan d’Action National Budgétisé Planification Familiale (PANBPF 2016 – 2020) avec la présence et l'appuie financier de @EngenderHealth et ses PTF.
@SOROAboudouN @nenef

And that's a wrap on #WGHSecuritySummit at the #UNGA. Thank you to all of our speakers and attendees!

What's next? ➡️➡️ putting our words into action!

Learn more about the pledges that came in from global institutions and governments: https://bit.ly/32D8PXZ

We've committed to ensure fair representation of women in leadership, publish gender pay gap data and collect sex- & age-disaggregated data as part of @womeninGH, @WagnerFound & @ForeignPolicy's #WGHSecuritySummit: https://bit.ly/2HaAuYd #COVID5050

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Gender Pay Gap Report

As part of our commitment to gender, equity, diversity, and inclusion EngenderHealth conducted its first gender pay gap analysis with data from September 2019.

The gender pay gap represents the difference between the average pay of women and the average pay of men in an organization, irrespective of job positions. It is expressed as a percentage of the average pay for men. The pay gap is often an indicator of gender balance (or imbalance) in leadership, middle-management, and lower-paying positions.

The gender pay gap is not the same as pay equity, or equal pay for equal work. Pay equity refers to men and women receiving the same pay for the same job, or for roles of the same value. EngenderHealth is committed to pay equity, and our systems for recruitment, hiring, and promotions are designed to ensure that we pay equally and fairly for equal jobs, irrespective of gender, race, religion, or other individual characteristics.

EngenderHealth has a strong, public commitment to equal employment opportunity and to gender, equity, diversity, and inclusion, as noted in policies and statements available here.

Findings

Out of 410 global staff members at the time the data were captured, 42% were women* and 58% were men.* Our CEO, two of four vice presidents, and four of seven country and regional representatives were women. Globally, our gender pay gap was negative (mean: -84%, median: -38%), reflecting more women than men (57% v. 43%) in the upper pay quartile and more men than women (74% to 26%) in the lower pay quartile.

The country-level data presented in the full report show that in five of the six EngenderHealth offices with ten or more staff, we have a reverse pay gap with women being paid more than men (i.e., negative median pay gap); in only one country do we have a traditional pay gap with men being paid more than women (i.e., positive median pay gap). We include more detail about our data and our reaction to the data here.

*We find the binary gender reporting to be limiting; we would like to explore ways to be more inclusive across the gender spectrum in the future to better align to our goal of being a gender-transformative organization.

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