DNDi has a global team of around 250 committed staff. Our diverse team represents more than 30 nationalities and brings together experienced professionals with backgrounds in academia, non-profit organizations, the private sector, and public institutions.
Equality, diversity, and inclusion
We are committed to creating a work environment that values human dignity and equality; we strive to drive innovation, performance, and productivity by empowering our diverse workforce to use their unique skills, ideas, perspectives, and qualities every day; and we support staff in realizing their full potential by removing employment-related disadvantages and barriers to participation, including through flexible working arrangements.
Gender equality is a human right. We take all reasonable steps to ensure that individuals are treated equitably and that decisions on recruitment, selection, training, conditions of work, promotion, career management, termination, and every other aspect of employment are based solely on objective and job-related criteria.
Our staff are expected to contribute to building a harmonious workplace and working relationships based on team spirit, dignity, caring, fairness, respect, tolerance, equality, and understanding.
We do not tolerate discrimination, especially against any protected characteristics. Protected characteristics include age, civil partnership, disability, ethnicity, gender, gender reassignment, health condition (physical/mental), maternity/paternity, mental capacity, mother tongue, nationality, origin, physical appearance, political affiliation, pregnancy, race, religion, sexual orientation, and social class.
We are committed to ensuring that no one working at DNDi discriminates against anyone else. We take efforts to correct any inclusion challenges, such as identifying our own biases (both conscious and unconscious), accommodating cultural differences, bridging gaps in understanding, and holding ourselves accountable.
Implementing our commitments
As of November 2019, 59% of DNDi’s total staff are women and 41% are men. Women make up a third of DNDi’s Executive Team and 42% of its leadership.
In 2018, we established a Gender, Diversity & Inclusion Working Group with representatives in all DNDi offices to help guide our actions towards achieving our vision of a workplace that is equally enabling for women and men, and to initiate dialogue on the role of gender consciousness in developing and implementing R&D projects.
We have issued Guidelines on the Prevention of Sexual Misconduct and put in place processes for staff and consultants to ensure awareness and understanding of a zero-tolerance policy towards sexual misconduct.
Our Board of Directors has decided to use the World Health Organization’s definition of gender.
Gender is used to describe the characteristics of women and men that are socially constructed, while sex refers to those that are biologically determined. People are born female or male, but learn to be girls and boys who grow into women and men. This learned behaviour makes up gender identity and determines gender roles.
Gender analysis identifies, analyses and informs action to address inequalities that arise from the different roles of women and men, or the unequal power relations between them, and the consequences of these inequalities on their lives, their health and well-being. The way power is distributed in most societies means that women have less access to and control over resources to protect their health, and are less likely to take part in decision-making. Gender analysis in health often highlights how inequalities disadvantage women’s health, the constraints women face to attain health and ways to address and overcome these. It also reveals health risks and problems which men face as a result of the social construction of their roles.
Gender equality is the absence of discrimination on the basis of a person’s sex in opportunities, the allocation of resources and benefits, or access to services.
Gender equity refers to the fairness and justice in the distribution of benefits and responsibilities between women and men. The concept recognizes that women and men have different needs and power, and that these differences should be identified and addressed in a manner that rectifies the imbalance between the sexes.
Reference: World Health Organization, ‘Gender: definitions’, http://www.euro.who.int/en/health-topics/health-determinants/gender/gender-definitions [accessed December 2019]