Organizational Policies & Practices

Policies & Duty of Care

Duty of Care & Safeguarding

EngenderHealth has developed a duty of care framework and a series of safeguarding and related policies to help build a broad culture within the organization that addresses the safety, security, and well-being of our employees. EngenderHealth takes very seriously our responsibility to make sure our staff, operations, and programs do no harm to children or vulnerable adults, including not exposing them to abuse or exploitation.

Details about important policies and frameworks that make up our system of safeguards can be found via the following links:

• Anti-Trafficking Policy (English)
• Politique de Lutte contre la Traite d’Êtres Humains (Français)
• Do No Harm Framework (English)
• Approche Do No Harm d’EngenderHealth (Français)
• Duty of Care Framework
• Child and Adult Safeguarding Policies and Procedures
• Anti-Harassment Policy
• Protection from Sexual Exploitation and Abuse Policies and Procedures
• Accountability to Affected Populations Framework
• Organizational Preparedness Framework: For Protection in Humanitarian and Fragile Settings

Fraud & Whistle-Blower Policy

EngenderHealth requires its directors, officers, employees, and volunteers (each, a “Protected Person”), to act honestly and with integrity at all times and to safeguard the resources of EngenderHealth. Read the full Fraud and Whistle-Blower Policy here.

Employment Policies & Commitments

Equal Employment Opportunity Policy

EngenderHealth provides equal employment opportunities (EEO) to all employees and applicants for employment, without regard to race, creed, ancestry, citizenship, religion, color, gender, gender identity, gender expression, age, national origin, political belief, sexual orientation, genetic information, status as a victim of domestic violence, marital status, disability, or any other protected characteristic or status under applicable federal, state, and local laws.

EngenderHealth complies with applicable federal, state, and local laws governing non-discrimination in employment in every location in the United States in which the company has facilities. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

EngenderHealth is committed to safeguarding all people, particularly children, vulnerable adults, and beneficiaries of assistance from any harm that may be caused due to contact with EngenderHealth. This includes harm arising from the conduct of staff, associates, and partners; and the design and implementation of programs and activities.

We participate in Home (e-verify.gov) in the US.

Gender, Equity, Diversity, & Inclusion (GEDI) Statement

EngenderHealth works toward a world where sexual and reproductive rights are respected as human rights. In addition to advancing gender equality through our programs, we are committed to promoting gender, equity, diversity, and inclusion in the workplace. EngenderHealth endeavors to create an inclusive and equitable workplace that respects intersecting identities, fosters a sense of belonging without fear of judgment or retaliation, and encourages diverse views.

We aim to be fair to all in our employment and not provide more or less favorable facilities or treatment on the grounds of age, disability, gender, gender identity, gender expression, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, ethnic origin, color, nationality, national origin, religion or belief, sex and sexual orientation, or any other class or category.

Parental Leave Policy

EngenderHealth is committed to providing employees with paid time off to make the initial adjustments accompanying the birth, adoption, or foster care placement of a child. This policy applies to birth parents and adoptive parents, including domestic partners, regardless of sex or gender. Country-specific policies vary based on national requirements. In every country, EngenderHealth parental leave applies to all staff. An employee returning to work after use of paid parental leave or use of applicable federal, state, or local mandates covering parental leave will be entitled to return to the same or comparable position.

These policies do not affect the employee’s other forms of accrued leave, including sick, vacation, or personal leave. The employee may use additional days of accrued leave consistent with the terms of those policies. Details on policies for our offices are available upon request, please contact us.

Board of Directors Diversity Policy

The EngenderHealth Board of Directors embraces EngenderHealth’s vision for a gender-equal world where all people have the agency, resources, and opportunities to live healthy lives, and recognizes that the organization’s governance structures should reflect the principles it promotes through its programs, partnerships, and advocacy. We believe that a board constituted to represent a diversity of life experiences and which encourages and values differing perspectives best enables EngenderHealth to fulfill its mission.  

It is the policy of the EngenderHealth Board to promote and ensure diversity among its members. The Board’s Governance Committee reviews and assesses the composition of the Board across gender, race and ethnicity, age, geographic region, professional background, and salient skills. The Governance Committee actively engages to maintain a well-balanced board and to address any imbalances through its recruitment efforts. Because of EngenderHealth’s focus on serving women and girls and promoting women’s leadership, and because of its focus on serving communities in Africa and Asia, the board aims for at least half of its seats to be held by women and for at least a third of its seats to be held by members with lived experience in the regions where EngenderHealth works.  

When recruiting new members, the Board reaches out in various ways, including through networks in the countries where EngenderHealth works, to identify candidates that contribute to the Board’s diversity and function. It also regularly tracks and publicly reports performance metrics on board composition.