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COVID-19: How We’re Responding

About Us

Ahead of Saturday's #WorldPopulationDay, IPPF is delighted to launch its ICPD+25 Nairobi Summit Report: A Roadmap for Fulfilling the Promise. Find out more → https://t.co/jciKhnjuCm

Le samedi 4 juillet 2020, La Ligue Ivoirienne des Droits des femmes s'est associé avec @EngenderHealth active dans la santé sexuelle des femmes pour distribuer 5 000 masques et des ressources contre la violence sexiste et sexuelle aux femmes et aux filles du quartier d'Akouédo https://t.co/GopDbpOZCC

Today @ippf launched ICPD+25 Nairobi Summit Report: A Roadmap for Fulfilling the Promise: https://t.co/HQbW6RE2UP

We commit to working w/ government partners through 2030 to reach more than 30 million people w/ gender-equitable #SRHR programs: https://t.co/Fg4N8DinsT

#ICPD25

Initiative Côte d’Ivoire a procédé ce jour à la remise de 5000 masques aux populations a revenu moyen d’Akouedo. En plus des masques, des violentomètre (outils de mesure des violence) ont été distribués sous le lead de @EngenderHealth et @LaLigue225 #stopcovid19 #Covid19civ

Earlier today, we partnered with @LaLigue225 to distribute 5,000 masks & gender-based violence (#GBV) awareness materials to an indigenous community in Abidjan, Côte d'Ivoire that is known for making attiéké, a traditional dish made from cassava.

#COVID19 #1million2masquesICI

“We continue to see over and over again in many parts of the world where #LGBT people are criminalized or discriminated against, we always see a rise of #HIV infections, because people strongly associate HIV with being gay.” - @ejaf Chairman David Furnish. #AIDS2020Virtual

Cérémonie du lancement de la distribution de 5000 masques barrières contre la #COVID__19-19 aux populations vulnérables de Akouedo village @EngenderHealth @nenef @karna_eugene

@AntonPozniak opens #AIDS2020 with a plea, during COVID-19, to ensure gains made in HIV are not lost, the work to end HIV continues & the lessons of HIV are applied! We must adapt to changing changing world realities to ensure our collective HIV goals are met 👏 #AIDS2020Virtual

"I will support facilities to restock contraceptives in every way possible."

Read about how our #India team is helping to ensure that communities continue to have access to the #contraceptive methods of their choice during #COVID19: https://t.co/NySknsLDOS

#SRH #familyplanning

#COVID19 has caused massive disruptions to contraceptive supply chains in #India & is estimated to prevent millions of people from accessing #contraceptives.

Read about our India team's efforts to maintain contraceptive stocks: https://t.co/NySknsLDOS

#SRH #familyplanning

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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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