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 Not Harm Framework (English)
- Approche Do No Harm d’EngenderHealth (Français)
- Duty of Care Framework
- Duty of Care Policy
- Safeguarding Policy
- Child Safeguarding Policy
- Adult Safeguarding Policy
- Anti-Harassment Policy
- Protection from Sexual Exploitation and Abuse Policy
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
Gender, Equity, Diversity, & Inclusion (GEDI) Statement
EngenderHealth is committed to working towards a world where sexual and reproductive rights are respected as human rights. In addition to our work toward gender equality in our programs, we are committed to promoting gender, equity, diversity, and inclusion in the workplace, which includes making sure everyone feels comfortable bringing their true selves to work. Our aim is to provide equality and fairness 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.
EngenderHealth is committed to creating an inclusive and equitable workplace that respects intersecting identities, fosters a sense of belonging without fear of judgment or retaliation, and encourages diverse views that enable employees to bring their true selves to work and to reach their full potential. Our Gender, Equity, Diversity, and Inclusion (GEDI) policy rests on the pillars of equity, diversity, and inclusion with gender as a key area of focus. Read the full statement.
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.
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.
Pay Gap Report
As part of our ongoing commitment to gender, equity, diversity, and inclusion, EngenderHealth has completed our second annual pay gap analysis with data from September 2020.
Following our first gender pay gap analysis in 2019, EngenderHealth finalized our GEDI policy and updated our compensation policy and salary grade structure for our offices, which included a detailed pay equity review. EngenderHealth also participates in the Global Health 50/50 and Fair Share of Women Leaders initiatives, both to demonstrate commitment and to learn from others across the sector about how organizations can improve on the journey to equality.
The gender pay gap represents the difference between the average pay of women and the average pay of men in an organization, irrespective of position. It is expressed as a percentage of the average pay for men. The pay gap is often an indicator of gender balance, or lack thereof, in the different staffing levels of an organization. Starting in 2020, EngenderHealth also reports on the race/ethnicity pay gap for US staff.
Of 367 staff at the time the data were captured, 39% were women* and 61% were men*. The report includes data on EngenderHealth offices with 10 or more staff, noting that the small numbers of staff in some of these offices means that any one staff change in a position (whether from male to female or female to male) has a large influence on the results. For 2020, three offices have a positive (males earn more) pay gap; two have a negative (females earn more) pay gap.
For the first time, EngenderHealth conducted a race/ethnicity pay gap analysis for its US staff. Results show that Black, Indigenous, and People of Color (BIPOC) staff and white staff have an almost identical average pay, with a negative median pay gap, indicating that BIPOC staff are more represented in higher-paid positions in the organization.
The full report has country-by-country gender pay gap data and the US race/ethnicity pay gap data, along with additional context and commentary. Read reflections on the 2020 pay gap analysis by our President and CEO, Traci L. Baird, on our blog.
*As we’ve noted previously, gender pay gap analysis requires binary gender data, and we recognize that gender is not binary.