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COVID-19: How We’re Responding

About Us

Hugo Hoogenboom, a leader of EngenderHealth from 1981-1995, has passed away. We honor Hugo’s legacy by continuing to work for a world in which everyone has access to the info & services needed to make their own reproductive health choices.

Our statement: https://bit.ly/2PmPF1o

Why are sexual and reproductive health services not 'essential services' during the Corona virus pandemic? Covid 19 responses must include women's reproductive health needs. https://www.thelancet.com/journals/lancet/article/PIIS0140-6736(20)31679-2/fulltext

Accessing #familyplanning services is critical in #COVID19 response!

Click below to see how our partners are responding and to learn how you can participate! https://bit.ly/3eSRJIR #FPinCOVIDResponse

We extend our condolences to the family of H.E. Benjamin W. Mkapa, former president of #Tanzania and founder of @MkapaFoundation.

We honor his championship of #genderequality and health systems strengthening.

#RIPMkapa

We're looking for an Associate Director, Sexual and Reproductive Health and Rights. Come join our team, and pass the word!

Apply here: https://bit.ly/2BFx5OC

#SRHR #SRH #SRHRjobs #SRHjobs #Reprojobs #feministjobs #NGOjobs #nonprofitjobs #reprohealth #reprorights

We're looking for an Associate Director, Sexual and Reproductive Health and Rights (SRHR). Come join our team, and pass the word! Apply here: https://bit.ly/2BFx5OC

#SRHR #SRH #SRHRjobs #SRHjobs #Reprojobs #feministjobs #NGOjobs #nonprofitjobs #reprohealth #reprorights

A6) We must value ALL the work women do. The EquityTool by @Metrics4mgmt can be included as part of routine data collection on #COVID19 response; we must also measure the proportion of women out of paid workforce, the dependency ratio & educational status. #GenderData #DevexFOCUS https://twitter.com/devex/status/1288451736332574721

A3) Collecting #VAW data amid #COVID19 is difficult due to risk to women seeking help; lockdowns hindering movement to safe spaces; gaps in training for service providers; & ongoing gaps in data systems. We must address #VAW and #GBV despite the pandemic. #GenderData #DevexFocus https://twitter.com/devex/status/1288447944916639746

A5) National stats offices should ensure that collected data is not only gender disaggregated but also informed by age disaggregation & they should capture how national governments' #COVID19 response efforts are benefiting women & other vulnerable groups. #GenderData #DevexFocus

A4) The EquityTool developed by @Metrics4mgmt provides important estimates of wealth quintiles, while the Washington Group Short Set of Disability Questions provides an opportunity to assess the extent to which #COVID19 is affecting those w/ disabilities. #GenderData #DevexFocus

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Policies and 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.  To live into this responsibility, we have developed an appropriate safeguarding system and leadership in support of our zero tolerance policy regarding all types of misconduct.

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

Anti-Trafficking Policy

EngenderHealth is committed to high standards of ethics and integrity throughout all operations, including the prohibition of actions that would support trafficking in persons and procedures to prevent such acts and report any violations. Read the full policy in English or French.

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 and Commitments

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 on request to HR@engenderhealth.org.

Equal Employment Opportunity Policy

EngenderHealth is an equal opportunity employer, committed to diversity in its staffing. EngenderHealth does not discriminate against any individual because of race, creed, ancestry, citizenship, religion, color, gender, age, national origin, political belief, sexual orientation, genetic information, status as a victim of domestic violence, marital status, disability or any other characteristic or status protected by law in recruitment, hiring, compensation, fringe benefits, employee development and training, promotion, and any other condition of employment. EngenderHealth takes affirmative action to foster diversity and pluralism at all levels. See our job listings here.

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

EngenderHealth is dedicated to encouraging a supportive and inclusive culture amongst the whole workforce. It is within our best interest to promote gender, equity, diversity and inclusion in the workplace and we are committed to making sure everyone feels comfortable bringing their true selves to work at EngenderHealth.

Our aim is to ensure that all employees and job applicants are given equal opportunity and that our organization is representative of all sections of society. All employees will be treated fairly, with respect, and able to give their best as a result. EngenderHealth recognizes the value of individual differences and the importance of supporting these differences in the workplace.

All employees will be given help and encouragement to develop their full potential and utilize their unique talents. Therefore, the skills and resources of our organization will be fully utilized, and we will maximize the efficiency of our entire workforce.

Candidates selected for employment, promotion, training, or any other benefit will be based on their aptitude and ability.

We are committed to providing equality and fairness to all in our employment, and not provide less favorable facilities or treatment on the grounds of age, disability, gender, gender identity, 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. We are opposed to all forms of unlawful and unfair discrimination.

Our commitments:

  • To create an environment in which individual differences and the contributions of all team members are recognized and valued.
  • To create a working environment that promotes dignity and respect for every employee.
  • To not tolerate any form of intimidation, bullying, or harassment, and to discipline those that breach this policy.
  • To make training, development, and progression opportunities available to all staff.
  • To promote equality in the workplace, which we believe is good management practice and makes sound business sense.
  • To encourage anyone who feels they have been subject to discrimination to raise their concerns so we can apply corrective measures.
  • To encourage employees to treat everyone with dignity and respect.
  • To regularly review all our employment practices and procedures so that fairness is always maintained.

 

 

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