Gender Equality Plan
The Crisis Research Centre is committed to promoting gender equality and fostering an inclusive environment. This Gender Equality Plan (GEP) outlines our strategic objectives and actions to ensure gender equity in all of our various activities and processes.
Key pillars of the GEP
- workforce gender balance – promote equal opportunities in recruitment and career progression. Maintain gender diversity targets (e.g., gender-balanced shortlists for all roles). Monitor and report gender distribution in the workforce to the board.
- work-life balance and organizational culture – provide flexible working arrangements to support employees’ caregiving responsibilities. Foster a respectful workplace culture through regular training on diversity and inclusion.
- leadership and decision-making – ensure gender-balanced representation in leadership roles and decision-making bodies.
- gender dimension in R&I – integrate gender perspectives into research activities and methodologies. Ensure project proposals consider gender-specific needs and impacts. In project teams, ensure that gender balance targets are considered when putting together the project teams. As most of our research & activities are in the fields of crisis management and resilience, the target is also to in research consider gender specific possible research subjects (such as gender equality in crisis management bodies etc).
- training – offer training programs on unconscious bias and the importance of gender equality.
- data collection and monitoring – conduct annual gender audits to assess progress toward gender equality. Collect and analyze data on recruitment, promotions, pay equity, and other relevant metrics.
Objective | Actions | Timeline | Responsible party |
Achieve gender balance in hiring | Review job descriptions and advertisements for gender-neutral language | Ongoing | Board |
Support work-life balance | Implement and promote remote work and flexible hours policies | Ongoing | Board |
Training on gender equality | Organize biannual workshops on unconscious bias | Biannual | Board |
Gender sensitive research | In all of our research activities consider the role of gender | Ongoing | Board |
Data-driven improvement | Perform annual gender audits and publish findings in an internal report | Annual | Board |
Governance and accountability
- The implementation of this GEP will be overseen by the highest decision-making body of an NGO according to the national laws, the General Assembly.
- Yearly meetings will be held to monitor progress and address challenges, with board members giving input on the state of achieving gender equality goals.
- There is zero tolerance for violence in NGO Crisis Research Centre, this includes gender-based violence.
- For the employees/volunteers there is a dedicated form where anonymous tips on any kind of violence/harassment can be noted to the board.
- The NGO will to the best of our abilities support the notifier to ensure safe whistleblowing.
Public commitment
- Crisis Research Centre is dedicated to embedding gender equality in its culture and operations.
- This GEP reflects our commitment to fostering a workplace that values diversity and promotes equality in all aspects of its activities.
Photo: team meeting (Olia Danilevich/Pexels, 2021).
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