Gender and Diversity Organisational Assessment Toolkit | Pilot … · nternational ederation of ed...

Gender and Diversity Organisational Assessment Toolkit | Pilot versionIntroduction

How we work

© International Federation of Red Cross and Red Crescent Societies, Asia Pacific Regional office, Kuala Lumpur, 2016

Any part of this publication may be cited, copied, translated into other languages or adapted to meet local needs without prior permission from the International Federation of Red Cross and Red Crescent Societies, provided that the source is clearly stated. Requests for commercial reproduction should be directed to the IFRC at [email protected]

All photos used in this study are copyright of the IFRC unless otherwise indicated.

Asia Pacific Regional Office The Ampwalk, Suite 10.02 (North Block) 218 Jalan Ampang 50450, Kuala Lumpur, Malaysia Tel: +60 3 9207 5700 Fax: +60 3 2161 0670 E-mail: [email protected]

P.O. Box 372CH-1211 Geneva 19SwitzerlandTelephone: +41 22 730 4222Telefax: +41 22 733 0395E-mail: [email protected] site: http://www.ifrc.org

Strategy 2020 voices the collective determination of the IFRC to move forward in tackling the major challenges that confront humanity in the next decade. Informed by the needs and vulnerabilities of the diverse communities with whom we work, as well as the basic rights and freedoms to which all are entitled, this strategy seeks to benefit all who look to Red Cross Red Crescent to help to build a more humane, dignified, and peaceful world.

Over the next ten years, the collective focus of the IFRC will be on achieving the following strategic aims:

1. Save lives, protect livelihoods, and strengthen recovery from disasters and crises

2. Enable healthy and safe living

3. Promote social inclusion and a culture of non-violence and peace

International Federation of Red Cross and Red Crescent Societies


1

Table of contents

Main authors 2

Acronyms 3

Introduction 4

Background 4

Purpose 6

Intended users 7

Structure 7

Gender and diversity organisational assessment tool 8

Theme i: political will and leadership 8

Theme ii: organisational culture 9

Theme iii: resources and capacities 10

Theme iv: programme delivery and implementation 13

Theme v: accountability 14



2

Main authors

Christina Haneef, IFRC South East Asia, Gender and Diversity Advisor

Line Begby, Norwegian Red Cross, Senior Advisor on Gender and Diversity

May Maloney, IFRC Asia Pacific, Gender and Diversity Advisor

This resource was developed with the following co-authors who participated in a write-shop hosted by IFRC Asia Pacific Regional Office:

• Ana Villa R. Mariquina – Philippines Red Cross, DRR Officer, Disaster Management Services

• Chris Lee – IFRC Asia Pacific Regional Office, Senior Finance Analyst (Tsunami)/M&E focal point PMER

• Htoon Lwin Oo – Myanmar Red Cross, Programme Coordinator, First Aid and Safety Services Department

• Humaira Jahanzeb – Pakistan Red Crescent, Canadian Program Coordinator

• Leda Tyrrel – Australian Red Cross, Practice Lead - Protection Gender and Inclusion

• Nantakorn Darbhalakshana – Thai Red Cross, Assistant Director Human Resources Administration Bureau

• Neena Sachedeva – Canadian Red Cross, Gender Advisor, Planning, Quality and Learning

• Pernille Hvitnov – IFRC Asia Pacific Regional Office, Human Resources Development Delegate

• Polikalepo Kefu – Tonga Red Cross, Dissemination/Communication Officer

• Rezina Halim – Bangladesh Red Crescent Society, Gender Working Committee Chair

• Saiful Izan Bin Nordin – Malaysian Red Crescent, International Humanitarian Law, Legal and International Relations (and Chair of Gender and Diversity Network South East Asia)

• Saraswati Neupane – Nepal Red Cross, Protection Gender and Social Inclusion Officer

• Sazzad Ansari – IFRC Bangladesh, PMER Officer

• Sheu Jeen Lee – IFRC Asia Pacific Regional Office, Senior Officer, Community Engagement

• Sumitra Sundram – IFRC Asia Pacific Regional Office, Senior PMER Officer, Capacity Building

• Tara Bhatterai – Nepal Red Cross, Head of Gender and Social Inclusion Department

• Tran Thi Quy – Vietnam Red Cross, Officer of Social Work Department, gender and diversity focal point

This toolkit was developed with funding support from Norwegian Red Cross and as part of the Global RCRC Gender and Diversity Network work plan for 2016.



3

Acronyms

ADCAP Age and Disability Capacity Building Programme

BOCA Branch Organisational Capacity Assessment

CoC Code of Conduct

FGD Focus group discussion

G&D Gender and diversity

GBV Gender-based violence

OD Organisational development

IASC Inter-Agency Standing Committee

IC International Conference of the Red Cross and Red Crescent

IEC Information, education and communication

IFRC International Federation of Red Cross and Red Crescent Societies

ILO International Labour Organisation

LGBT Lesbian, gay, bisexual and transgendered

LGBTI Lesbian, gay, bisexual, transgendered and intersex

M&E Monitoring and evaluation

MSCs IFRC Minimum Standard Commitments to Gender and Diversity in Emergency

Programming (Pilot Version, 2015)

NGO Non-government organisation

NS/NSs National Society/National Societies

OCAC Organisational Capacity Assessment and Certification

PMER Planning, monitoring, evaluation and reporting

PoA Plan of action

RCRC Red Cross Red Crescent

SADD Sex- and age-disaggregated data

SEA Sexual exploitation and abuse

SGBV Sexual and gender-based violence

SMT Senior management team

SOGIE Sexual orientation, gender identity and expressions

UN United Nations

UNCRPD UN Convention on the Rights of Persons with Disabilities

VCA Vulnerability and capacity assessment



4

Introduction

The aim of the Gender and Diversity Organisational Assessment Tool is to support National Societies to fulfil commitments to gender and diversity, while the aim of the toolkit is to provide National Societies with practical guidance to conduct and to follow up on a gender and diversity organisational assessment. The tool and the toolkit can also be used by the IFRC, with modifications.

The toolkit helps National Societies to assess their performance on gender and diversity in the following areas;

• politicalwillandcommitment

• organisationalculture

• resourcesandcapacity

• programmedeliveryandimplementation

• accountability

Assessing performance in each of these areas highlights those areas in which the National Society is performing well and those in which it needs to improve.

Recognising that each National Society and its context is different, the toolkit provides guidance on adapting the tool to suit the local context.

The toolkit includes guidance on how to conduct an organisation-wide gender and diversity assessment; who to involve; how to assess performance; and how to prepare the plan of action.

The tool and toolkit can be useful for National Societies that wish to choose only a few elements of the tool, or that wish to start with in-house discussions or smaller exercises of review and assessment. However, this toolkit this is designed for National Societies that want to carry out more comprehensive organisational assessments.

Background

Central to all National Societies are the core humanitarian services that they deliver. By delivering gender-and diversity-sensitive humanitarian services, there is greater

potential to reach the most vulnerable, to involve them systematically in all decision-making and to ensure that their needs inform strategic planning of all services.

Gender-and diversity-sensitive programming means having an understanding of the different needs, vulnerabilities and capabilities of women, girls, boys and men of all ages, abilities and backgrounds; and ensuring that this understanding informs programme design and delivery. Gender-and diversity-sensitive programming helps to ensure that humanitarian and development responses are appropriate and that they do not discriminate against people or



5

reinforce existing inequalities. It also highlights the skills and capabilities that women and men of all ages, abilities and backgrounds can bring to the process of building community resilience.1

Gender and diversity need to be taken into account in two distinct but interlinking ways: firstly, the way that National Societies are constituted in terms of their senior leadership and the composition of their staff and volunteers; and, secondly, in the way that programmes and services are designed and delivered. Accordingly, National Societies must strengthen their structures, capacities and programmes to ensure that they mainstream gender and diversity effectively.

National Societies’ commitments to gender and diversity are outlined in the following documents:

• Strategy2020

• IFRCStrategicFrameworkonGenderandDiversityIssues2013-2020

• IFRCStrategyonViolencePrevention,MitigationandResponse2011-2020

• Resolution3ofthe32ndInternationalConferenceoftheRedCrossandRedCrescent-SexualandGender-BasedViolence:Jointactiononpreventionandresponse

• TheIFRCMinimumStandardCommitmentstoGenderandDiversityinEmergencyProgramming(2015Pilot)

• TheIFRCGenderPolicy(2009)

• TheIFRCHIV/AIDSPolicy(Nov.2002)

• StrategicPlansofmanyNationalSocieties

• GenderandDiversityand/orSocialInclusionpoliciesofmanyNationalSocieties

1 Adapted from the Explanatory Note on the IFRC Strategic Framework on Gender and Diversity Issues, 2013, http://www.ifrc.org/PageFiles/71047/Explanatory%20note%20-%20IFRC%20Strategic%20Framework%20on%20Gender%20and%20Diversity%20Issues-English.pdf

IFRC Strategic Framework on Gender and Diversity Issues, 2013 – 2020

The goal of the Strategic Framework is that “the IFRC and its member National Societies meet the needs and basic rights – and build on the capacities and resilience – of people of all ages, without any gender discrimination and with respect for diversity”.

National Societies and the IFRC should strive to achieve the three outcomes of the IFRC Strategic Framework on Gender and Diversity Issues 2013-2020:

1. Systematic incorporation of gender and diversity in all programmes, services and tools (covering the full project cycle from assessment to planning, monitoring, evaluation and reporting).



6

2 http://www.ifrc.org/Global/Documents/Secretariat/201412/IFRC%20Strategic%20Framework%20on%20Gender%20and%20Diversity%20Issues-English.pdf

2. Improved gender and diversity composition at all levels (governance, management, staff and volunteers).

3. Reduced gender- and diversity-based inequality, discrimination and violence through the active promotion of fundamental principles and humanitarian values.2

Purpose

The purpose of this tool is to provide National Societies with a standard method of conducting an organisational assessment on gender and diversity. The

assessment can be carried out as a standalone process or complementary to the Organisational Capacity Assessment and Certification (OCAC) or Branch Organisational

Capacity Assessment (BOCA). In addition, the assessment can be conducted for the whole National Society or for selected branches or offices. The findings of the assessment inform recommendations to the National Society on how to strengthen gender and diversity in all areas of the organisation.

The tool and the whole toolkit should also prove useful for National Societies that wish to choose a few elements of the tool to start an in-house discussion or a small exercise of review and assessment without going through all elements and each step of the assessment, recommendations and plan of action process.

It is important to note that this organisational assessment tool addresses the gender and diversity aspects of the organisation only and, as such, is not a substitute for the OCAC and BOCA tools.



7

Intended users

This tool is intended for use by any National Society that wishes to assess and ultimately to enhance its performance on the integration of gender and diversity

issues for the purposes of designing and the delivery of more targeted and more effective services.

Implementation of the tool can be facilitated by Gender and Diversity Coordinators, Advisers, Officers and Focal Persons, who have a good understanding of, or who have been trained in, the OCAC/BOCA methodology or OCAC/BOCA trained staff who have received a thorough orientation on gender and diversity issues from or have the support of the Gender and Diversity Focal Person.

Structure

This tool is a step-by-step guide to initiating and conducting an assessment, analysing the data and information that emerges, making recommendations to the

National Society and, subsequently, leading the National Society through a process to strengthen and deepen the integration of gender and diversity into every aspect of the organisation. The assessment should be conducted using the assessment tool, which will need to be adapted to each National Societies’ specific context.

Organisational assessment on gender and diversity

Policy , strategy, plan of action

Gender and diversity mainstreaming of all activities, projects and programmes implemented by IFRC and National Societies

Political will and commitment

Commitment Representation

Partnership

Fair, equitable and safe environment

Structures and mechanisms

People management (staff and volunteers)

Knowledge, skills attitudes

Finance and budget

Gender and diversity in the project cycle

Internal accountability

External accountability

Organisational culture Resources Programme delivery

and implementation Accountability

8International Federation of Red Cross and Red Crescent Societies


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11

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rs a

nd v

olun

teer

s to

gen

der a

nd d

iver

sity

se

nsiti

ve p

olic

ies,

org

an-

isat

iona

l stru

ctur

es a

nd

expe

ctat

ions

Mai

nstre

am a

nd in

tegr

ate

info

rmat

ion

rela

ted

to

gend

er a

nd d

iver

sity

sen

si-

tive

polic

ies,

org

anis

atio

nal

stru

ctur

es a

nd e

xpec

ta-

tions

into

NS

train

ings

and

w

orks

hops

Oppo

rtuni

ties

are

crea

ted

with

in p

rogr

amm

es, f

or

lear

ning

and

dia

logu

e to

pr

omot

e ge

nder

equ

ality

an

d re

spec

t for

div

ersi

ty

and

to p

reve

nt g

ende

r an

d di

vers

ity-b

ased

di

scrim

inat

ion.

Thi

s in

clud

es e

ngag

emen

t with

co

mm

unity

, ind

igen

ous

or re

ligio

us le

ader

s an

d ex

tern

al o

rgan

isat

ions

to

build

sup

port

for a

ctio

ns to

tra

nsfo

rm g

ende

r rel

atio

ns

and

prom

ote

equa

lity.

Oppo

rtuni

ties

are

crea

ted

with

in th

e NS

to p

rom

ote

the

equa

l sha

ring

of

pow

er a

nd p

artic

ipat

ion

in

deci

sion

mak

ing

proc

ess

for w

omen

, men

and

th

ose

from

oth

er *

dive

rse

back

grou

nds.

Max

imum

tota

l sco

re fo

r the

me:

10

The

me

III: R

eso

urce

s an

d c

apac

itie

sTo

tal

scor

eCo

mm

ents

Peo

ple

man

agem

ent

Poin

ts2

11

11

9. S

taff

com

posi

tion

is

gend

er a

nd d

iver

-si

ty b

alan

ced

and

is

repr

esen

tativ

e of

the

com

mun

ity

Polic

ies

are

in p

lace

for

equi

tabl

e re

crui

tmen

t, eq

ual b

enefi

ts fo

r equ

al

wor

k an

d eq

uita

ble

op-

portu

nitie

s

Job

adve

rtise

men

ts

are

writ

ten

in a

neu

tral

lang

uage

whi

ch d

oes

not

show

pre

fere

nce

for a

ge

nder

, age

, bac

kgro

und

etc.

, and

the

text

sta

tes

that

the

NS s

trive

s to

be

a no

n-di

scrim

inat

ory

or-

gani

satio

n (E

xcep

tions

are

m

ade

for p

ositi

ons

whe

re

the

natu

re o

f the

wor

k re

quire

s a

certa

in g

ende

r, ag

e, la

ngua

ge s

kill,

etc

.)

HR s

taff,

man

ager

s an

d in

terv

iew

pan

els

are

train

ed in

how

to re

crui

t an

d in

terv

iew

can

dida

tes

in a

n un

bias

ed w

ay (a

ll ca

ndid

ates

sho

uld

get t

he

sam

e te

sts

and

be a

sked

th

e sa

me

ques

tions

. The

fo

cus

shou

ld b

e on

thei

r ab

ility

to fu

lfil t

he w

ork

in

the

job

desc

riptio

n, n

ot

thei

r fam

ily s

ituat

ion,

etc

.)

Appl

icat

ions

to jo

b ad

ver-

tisem

ents

, writ

ten

test

s et

c. a

re a

nony

mis

ed o

f na

me,

age

and

gen

der

Affir

mat

ive

actio

n in

itiat

ives

are

use

d to

in

crea

se th

e nu

mbe

r of

staf

f fro

m u

nder

repr

e-se

nted

gen

der/

*gro

up

(whe

re tw

o ca

ndid

ates

ar

e eq

ually

qua

lified

fo

r a jo

b, th

e ca

ndid

ate

from

the

unde

rrep

re-

sent

ed g

ende

r/gr

oup

is p

refe

rred

, int

erna

l m

ento

rshi

p ar

rang

e-m

ents

hel

p to

adv

ance

th

e ca

reer

of u

nder

rep-

rese

nted

gen

der/

grou

p to

pos

ition

s of

hig

her

resp

onsi

bilit

ies,

etc

.)



10. V

olun

teer

com

posi

-tio

n ha

s a

fair

gend

er

and

dive

rsity

bal

ance

an

d is

repr

esen

tativ

e of

the

com

mun

ity

Polic

ies

are

in p

lace

for

equi

tabl

e re

crui

tmen

t an

d eq

uita

ble

oppo

rtuni

-tie

s

The

NS is

per

ceiv

ed a

s w

elco

min

g an

d ac

cept

ing

of p

erso

ns o

f all

gend

ers

and

back

grou

nds

who

w

ant t

o be

vol

unte

ers

Affir

mat

ive

actio

n in

itia-

tives

are

use

d to

incr

ease

th

e nu

mbe

r of v

olun

teer

s fro

m u

nder

repr

esen

ted

gend

er/*

grou

ps (e

.g.

met

hods

/cam

paig

ns a

re

used

to re

crui

t mor

e m

ale/

min

ority

gro

up v

olun

teer

s)

The

NS m

akes

a p

roac

tive

effo

rt in

recr

uitin

g vo

lun-

teer

s to

ens

ure

a ge

nder

ba

lanc

e an

d th

at d

iver

se

grou

ps fr

om th

e co

mm

u-ni

ty a

re re

pres

ente

d

Trai

ning

s, in

clud

ing

first

ai

d tra

inin

gs, a

re a

dapt

ed

to *

pers

ons

with

dis

abili

-tie

s/tra

nsla

ted

to v

ario

us

lang

uage

s sp

oken

in th

e co

mm

unity

, etc

.

The

NS s

ucce

ssfu

lly

recr

uits

new

vol

unte

ers

ensu

ring

a ge

nder

bal

-an

ce a

nd th

e in

clus

ion

of

dive

rse

grou

ps fr

om th

e co

mm

unity

11. S

afe,

acc

essi

ble,

en

ablin

g fa

cilit

ies

Faci

litie

s ha

ve a

cces

sibl

e cu

ltura

lly a

ppro

pria

te

gend

er s

ensi

tive

sani

tary

fa

cilit

ies

(toile

ts, s

how

-er

s, e

tc. F

emal

e, m

ale,

se

x se

greg

ated

, uni

sex)

w

ith lo

cks

and

light

s

*NS

has

disa

bilit

y fri

endl

y fa

cilit

ies

(par

king

lot a

nd

ram

p fo

r whe

elch

airs

, br

aille

lang

uage

, pic

to-

grap

hs, l

ifts,

etc

.)

*Pra

yer r

oom

s ar

e av

ail-

able

to a

ll*N

S of

fice(

s) h

as n

urse

ry/

brea

stfe

edin

g ro

oms

avai

labl

e fo

r mot

hers

with

ba

bies

Child

car

e fa

cilit

ies

are

avai

labl

e fo

r sta

ff (a

nd

volu

ntee

rs) w

here

af-

ford

able

and

acc

essi

ble

faci

litie

s ar

e no

t pro

vide

d in

the

com

mun

ity

Kn

ow

led

ge,

ski

lls, a

ttit

ud

esPo

ints

21

11

112

. Too

ls, m

anua

ls,

mat

eria

lsIF

RC g

ende

r and

di

vers

ity m

ater

ials

are

tra

nsla

ted

and

cont

ex-

tual

ised

to N

S, c

ount

ry

and

com

mun

ity

IFRC

gen

der a

nd d

iver

sity

m

ater

ials

are

dis

sem

inat

edIF

RC g

ende

r and

div

ersi

ty

mat

eria

ls a

re u

sed

Case

stu

dies

and

new

ma-

teria

ls re

late

d to

gen

der

and

dive

rsity

, and

bas

ed

on IF

RC, I

CRC

and

loca

l go

vern

men

t sta

ndar

ds a

re

deve

lope

d by

the

NS

Gend

er a

nd d

iver

sity

re

late

d m

ater

ials

from

ot

her o

rgan

izat

ions

/ac

tors

are

ada

pted

to

the

RCRC

man

date

, the

vo

lunt

eer s

truct

ure

and

cont

ext a

nd u

sed



13. T

echn

ical

kno

wl-

edge

and

atti

tude

sHi

gh n

umbe

r of s

taff,

vo

lunt

eers

, man

age-

men

t and

sen

ior l

eade

rs

train

ed in

the

Min

imum

St

anda

rd C

omm

itmen

ts5

(or:

Tota

l # tr

aine

d (#

m/#

f)

High

num

ber o

f sta

ff, v

ol-

unte

ers,

man

agem

ent a

nd

seni

or le

ader

s tra

ined

in

parti

cula

r div

ersi

ty is

sues

(d

isab

ility

incl

usio

n, S

OGIE

, ch

ild p

rote

ctio

n, e

tc.)

(or:

Tota

l # tr

aine

d (#

m/#

f)

High

num

ber o

f sta

ff tra

ined

in s

exua

l and

ge

nder

bas

ed v

iole

nce

prev

entio

n an

d re

spon

se(o

r: To

tal #

trai

ned

(#m

/#f)

High

num

ber o

f sta

ff, v

ol-

unte

ers,

man

agem

ent a

nd

seni

or le

ader

ship

trai

ned

on In

tern

al P

rote

ctio

n Sy

s-te

ms

such

as

Prev

entio

n of

Sex

ual E

xplo

itatio

n an

d Ab

use,

Cod

e of

Con

duct

, Ch

ild P

rote

ctio

n an

d An

ti-Ha

rass

men

t gui

delin

es(o

r: To

tal #

trai

ned

(#m

/#f)

Incr

easi

ng n

umbe

r of

sta

ff, v

olun

teer

s,

man

agem

ent a

nd s

enio

r le

ader

s tra

ined

in IF

RC’s

cr

oss-

cultu

ral b

ehav

iour

an

d co

mm

unic

atio

ns

train

ing

(or:

Tota

l # tr

aine

d (#

m/#

f)

14. G

ende

r and

div

ersi

ty

reso

urce

per

son(

s)Th

e NS

has

a p

art t

ime

Gend

er &

Div

ersi

ty

Foca

l Poi

nt/o

ffice

r or

advi

sor f

or th

e w

hole

or

gani

satio

n (n

ot o

nly

resp

onsi

ble

for o

ne

proj

ect/p

rogr

amm

e)

The

NS h

as a

Gen

der &

Di

vers

ity c

omm

ittee

/ste

er-

ing

grou

p or

a s

peci

fic

gend

er a

nd d

iver

sity

uni

t/de

partm

ent

Gend

er &

Div

ersi

ty F

ocal

Po

ints

are

des

igna

ted

at

bran

ch a

nd d

epar

tmen

t le

vels

Pers

onne

l ass

igne

d to

ge

nder

and

div

ersi

ty h

ave

the

know

ledg

e an

d sk

ills

to s

uppo

rt ta

rget

ed a

nd

inte

grat

ed w

ork

with

re

gard

s to

gen

der a

nd

dive

rsity

Pers

onne

l ass

igne

d to

ge

nder

and

div

ersi

ty

have

the

oppo

rtuni

ty

and

supp

ort f

rom

with

in

the

Natio

nal S

ocie

ty to

su

ppor

t tar

gete

d an

d in

tegr

ated

wor

k w

ith

rega

rds

to g

ende

r and

di

vers

ity

Fin

ance

an

d b

ud

get

Poin

ts2

11

11

15. S

peci

fic a

lloca

-tio

ns fo

r gen

der a

nd

dive

rsity

act

iviti

es

Budg

et is

allo

cate

d to

ge

nder

and

div

ersi

ty

mai

nstre

amin

g fro

m

core

Nat

iona

l Soc

iety

bu

dget

and

repo

rted

on a

s pa

rt of

ann

ual

spen

ding

Fund

s de

dica

ted

to g

ende

r an

d di

vers

ity m

ains

tream

-in

g ar

e sp

ent

Staf

f are

aw

are

that

gen

-de

r and

div

ersi

ty c

omm

it-m

ents

rece

ive

som

e co

re

fund

ing

from

NS

budg

et

Fund

s ar

e gi

ven

for m

ark-

ing

parti

cula

r wor

kpla

ce

even

ts th

at p

rom

ote

gend

er a

nd d

iver

sity

incl

u-si

on, s

uch

as In

tern

atio

nal

Wom

en’s

Day

, 16

Days

of

Activ

ism

aga

inst

GBV

, In-

tern

atio

nal D

ay fo

r Peo

ple

with

a D

isab

ility

, etc

.

Reco

mm

enda

tions

from

pr

evio

us g

ende

r and

di-

vers

ity b

udge

t spe

nds

or

audi

ts a

re im

plem

ente

d

Max

imum

tota

l sco

re fo

r the

me:

42

5 ht

tp://

ww

w.if

rc.o

rg/G

loba

l/Pho

tos/

Sec

reta

riat/

2015

05/G

ende

r%20

Div

ersi

ty%

20M

inim

um%

20S

tand

ard%

20C

omm

itmen

ts%

20in

%20

Em

erge

ncy%

20P

rogr

amm

ing.

pdf



6 w

ww

.ifrc

.org

/Glo

bal/P

hoto

s/S

ecre

taria

t/20

1505

/Gen

der%

20D

iver

sity

%20

Min

imum

%20

Sta

ndar

d%20

Com

mitm

ents

%20

in%

20E

mer

genc

y%20

Pro

gram

min

g.pd

f

The

me

IV: P

rog

ram

me

del

iver

y an

d im

ple

men

tati

on

(in

line

with

the

IFR

C M

inim

um S

tand

ard

Com

mitm

ents

to

Gen

der

and

Div

ersi

ty in

Em

erge

ncy

Pro

gram

min

g6 )

Tota

l sc

ore

Com

men

ts

Pro

ject

cyc

le (p

lan

nin

g, i

mp

lem

enta

tio

n, m

on

ito

rin

g, e

valu

atio

n, l

esso

ns

lear

nt,

rep

ort

ing

)Po

ints

21

11

116

. Pla

nnin

g an

d de

sign

ing

Proj

ect/p

rogr

amm

e pl

anni

ng a

nd d

esig

n is

ba

sed

on g

ende

r- a

nd

dive

rsity

- se

nsiti

ve

anal

ysis

Proj

ects

/pro

gram

mes

are

in

line

with

the

IFRC

’s

Min

imum

Sta

ndar

d Co

m-

mitm

ents

to G

ende

r and

Di

vers

ity in

Em

erge

ncy

Prog

ram

min

g, a

s pe

r the

sp

ecifi

c se

ctor

requ

ire-

men

ts (h

ealth

, WAS

H,

shel

ter,

etc.

)

Proj

ect/p

rogr

amm

e ha

s ge

nder

-and

div

ersi

ty-

sens

itive

indi

cato

rs

Plan

ning

, mon

itorin

g,

impl

emen

tatio

n an

d ev

alu-

atio

n in

clud

es e

ngag

e-m

ent o

f *va

rious

gro

ups,

in

par

ticul

ar v

ulne

rabl

e gr

oups

17. S

ex, a

ge, d

isab

ility

, *d

iver

sity

dis

aggr

e-ga

ted

data

(i.e.

girl

s, b

oys,

wom

en,

men

, eld

erly

, *ot

her r

el-

evan

t div

ersi

ty fa

ctor

s)

Sex-

and

age

- di

sagg

re-

gate

d da

ta is

col

lect

edDi

sabi

lity-

dis

aggr

egat

ed

data

is c

olle

cted

Othe

r div

ersi

ty*

disa

ggre

-ga

ted

data

is c

olle

cted

The

colle

cted

dat

a is

an

alys

ed to

und

erst

and

the

gend

er a

nd d

iver

sity

im

pact

of p

roje

cts/

pro-

gram

mes

on

targ

eted

co

mm

uniti

es, a

nd to

en

sure

that

any

bar

riers

to

reac

hing

*vul

nera

ble

com

mun

ity m

embe

rs a

re

redu

ced

Data

ana

lysi

s is

use

d to

ada

pt a

ctiv

ities

to

ensu

re th

at th

e in

tend

ed

*tar

gete

d gr

oups

and

*v

ulne

rabl

e ar

e re

ache

d,

incl

uded

and

eng

aged

18. T

arge

ted

actio

ns

are

take

n to

mee

t th

e ne

eds

of s

peci

fic

grou

ps w

here

they

fa

ce b

arrie

rs le

adin

g to

redu

ced

acce

s-si

bilit

y, in

clus

ion

or

enga

gem

ent

Targ

eted

act

ions

are

ta

ken

for d

iscr

imin

ated

ge

nder

(s) (

e.g.

cha

nge

mee

ting

time

to m

ake

sure

that

girl

s ca

n pa

r-tic

ipat

e rig

ht a

fter s

choo

l ho

urs,

add

cos

ts fo

r m

ale

fam

ily m

embe

rs

to a

ccom

pany

girl

s/w

omen

)

Targ

eted

act

ions

are

take

n fo

r peo

ple

with

dis

abili

ty

(e.g

. ada

pt fa

cilit

ies

to

ensu

re a

cces

s, d

isse

mi-

nate

info

rmat

ion

thro

ugh

targ

eted

cha

nnel

s in

a

way

whi

ch is

und

erst

ood,

pr

ovid

e ex

tra m

eans

of

trans

port,

add

cos

ts fo

r a

fam

ily m

embe

r/ca

rer t

o ac

com

pany

)

*Tar

gete

d ac

tions

are

ta

ken

for v

ulne

rabl

e ch

ildre

n

* Tar

gete

d ac

tions

are

ta

ken

for g

roup

s ba

sed

on o

ther

div

ersi

ty fa

ctor

s de

pend

ent o

n th

e NS

co

ntex

t and

the

need

s w

ithin

the

com

mun

ities

th

e NS

ser

ves.



19. C

olla

bora

tions

and

ne

twor

ksLe

sson

s le

arnt

and

goo

d pr

actic

es a

re s

hare

d in

tern

ally

in th

e NS

(b

etw

een

prog

ram

mes

, pr

ojec

ts a

nd b

ranc

hes)

Less

ons

lear

nt a

re s

hare

d w

ith ta

rget

ed c

omm

uniti

es

and

bene

ficia

ries

Colla

bora

tions

are

es-

tabl

ishe

d w

ith n

on-R

CRC

orga

nisa

tions

/* fo

r spe

cific

gr

oups

(wom

en’s

org

an-

isat

ions

, dis

able

d pe

rson

s’

orga

nisa

tions

), in

clud

ing

for p

roje

ct im

plem

enta

tion

Parti

cipa

tion

in in

ter-

agen

cy G

BV c

lust

ers/

wor

king

gro

ups

durin

g em

erge

ncie

s

Parti

cipa

tion

in n

atio

nal/

regi

onal

net

wor

ks o

n ge

nder

and

*di

vers

ity

Max

imum

tota

l sco

re fo

r the

me:

22

The

me

V: A

cco

unta

bili

ty

Tota

l sc

ore

Com

men

ts

Inte

rnal

acc

ou

nta

bili

ty f

or

gen

der

an

d d

iver

sity

mai

nst

ream

ing

Poin

ts2

11

11

20. L

eade

rshi

p se

eks

to u

nder

stan

d an

d an

alys

e ge

nder

and

di

vers

ity is

sues

in

the

wor

kpla

ce

thro

ugh

staf

f fee

d-ba

ck m

echa

nism

s

A m

echa

nism

with

mul

-tip

le c

hann

els

of re

port-

ing

is in

pla

ce fo

r sta

ff to

sa

fely

file

alle

gatio

ns o

f ha

rass

men

t, di

scrim

ina-

tion

and

viol

ence

in th

e w

orkp

lace

All s

taff

com

plai

nts

and

feed

back

is c

onfid

entia

lly

man

aged

by

a tru

sted

sta

ff m

embe

r

The

seni

or le

ader

-sh

ip re

ceiv

e no

tices

of

feed

back

giv

en b

y st

aff

(ano

nym

ised

) and

com

-m

unic

ate

actio

ns ta

ken

to

addr

ess

such

feed

back

Staf

f are

aw

are

of a

nd

trust

the

feed

back

mec

ha-

nism

s an

d aw

are

of th

e co

nseq

uent

ial s

teps

that

w

ill n

eed

to b

e ta

ken

21. P

olic

ies

and

mec

hani

sms

are

in

plac

e fo

r lia

bilit

y an

d ac

coun

tabi

lity

to s

taff

A co

de o

f con

duct

, po

licy

and

func

tioni

ng

repo

rting

mec

hani

sm fo

r an

ti-se

xual

har

assm

ent

is in

pla

ce

Staf

f fee

dbac

k is

use

d to

im

prov

e im

plem

enta

tion

of th

is m

echa

nism

and

NS

des

igna

tes

som

eone

in

sen

ior m

anag

emen

t ac

coun

tabl

e fo

r im

prov

e-m

ents

The

polic

y an

d m

echa

nism

is

pub

lical

ly c

omm

u-ni

cate

d (in

clud

ing

on

job

desc

riptio

ns a

nd in

re

crui

tmen

t)

The

polic

y an

d m

echa

nism

is

revi

sed

ever

y tw

o ye

ars

(or o

ther

inte

rval

dec

ided

)

Partn

er o

rgan

isat

ions

are

aw

are

of a

nd s

ubsc

ribe

to th

e po

licy

(in c

ontra

ct-

ing

arra

ngem

ents

and

pr

actic

e)

22. P

olic

ies

and

mec

ha-

nism

s ar

e in

pla

ce

for l

iabi

lity

and

ac-

coun

tabi

lity

of s

taff

to c

omm

uniti

es

A Co

de o

f Con

duct

ou

tlini

ng s

taff

beha

viou

r ex

ists

and

func

tioni

ng

repo

rting

mec

hani

sm

exis

ts

A fu

nctio

ning

feed

back

m

echa

nism

is in

pla

ce

to re

ceiv

e an

d ad

dres

s co

mm

unity

feed

back

on:

Se

xual

exp

loita

tion

and

abus

e (S

EA) c

omm

itted

by

sta

ff or

vol

unte

ers,

un

equa

l tre

atm

ent o

r pe

rcep

tions

ther

eof,

and

brea

ches

of S

taff

Code

of

Cond

uct

Ther

e is

a c

lear

and

co

nfide

ntia

l sys

tem

for

inve

stig

atin

g an

d di

scip

lin-

ing

staf

f mem

bers

and

vo

lunt

eers

who

are

sub

ject

of

com

plai

nts

from

com

-m

unity

Ther

e is

a fu

nctio

ning

re

ferr

al m

echa

nism

for

vict

ims/

surv

ivor

s w

ho

mak

e co

mpl

aint

s an

d th

e NS

will

ens

ure

that

vi

ctim

s/su

rviv

ors

get

adeq

uate

sup

port

Ther

e is

ann

ual t

rain

ing

for m

anag

ers,

sta

ff m

embe

rs a

nd a

ctiv

e vo

lunt

eers

on

prot

ec-

tion

from

SEA

(PSE

A),

incl

udin

g co

mm

unic

atin

g ab

out i

t with

com

mun

i-tie

s



Ext

ern

al a

cco

un

tab

ility

fo

r g

end

er a

nd

div

ersi

tyPo

ints

21

11

123

. The

Nat

iona

l Soc

iety

re

port

s on

gen

der

and

dive

rsity

pub

li-ca

lly

An o

nlin

e an

d ha

rd-c

opy

(ava

ilabl

e up

on re

ques

t) do

cum

ent i

s av

aila

ble

to

the

publ

ic (d

onor

s, g

ov-

ernm

ents

, eve

ryon

e) th

at

com

mun

icat

es p

rogr

ess

on g

ende

r and

div

ersi

ty

prio

ritie

s, p

rogr

ess,

dat

a,

core

spe

ndin

g an

d pr

ogra

mm

e bu

dget

sp

endi

ng

Med

ia c

over

age

of th

e do

cum

ent i

s pr

omot

edCo

mm

unic

atio

ns

reso

urce

s an

d pl

ans

exis

t to

sha

re th

is in

form

atio

n to

RCR

C pa

rtner

s, c

urre

nt

and

futu

re d

onor

s, c

om-

mun

ities

and

gov

ernm

ent

stak

ehol

ders

The

NS p

rese

nts

all

exte

rnal

doc

umen

ts a

nd

repo

rts w

ith s

ex, a

ge, d

is-

abili

ty a

nd o

ther

rele

vant

di

vers

ity d

isag

greg

ated

da

ta o

r sex

dis

aggr

egat

ed

data

at a

min

imum

The

NS e

nsur

es th

at

publ

ic d

ocum

ents

are

ge

nder

and

div

ersi

ty

sens

itive

, inc

ludi

ng in

ph

otos

and

sym

bols

(d

one

in a

way

that

pro

-m

otes

dig

nity

, priv

acy,

safe

ty)

24. C

omm

unic

atio

n w

ith c

omm

uniti

es

abou

t Red

Cro

ss R

ed

Cres

cent

sta

ff an

d vo

lunt

eer b

ehav

iour

an

d Co

de o

f Con

duct

Info

rmat

ion,

Edu

catio

n an

d Co

mm

unic

atio

n (IE

C) m

ater

ials

(tha

t ar

e ac

cess

ible

in lo

cal

lang

uage

s) a

re d

isse

mi-

nate

d in

all

com

mun

i-tie

s se

rved

, abo

ut th

e NS

sta

ff an

d vo

lunt

eer

code

s of

beh

avio

ur (i

n-cl

udin

g Co

de o

f Con

duct

(C

oC),

child

pro

tect

ion

and

prev

entio

n of

SEA

)

Volu

ntee

rs (i

nclu

ding

sp

onta

neou

s vo

lunt

eers

in

emer

genc

ies)

are

brie

fed

abou

t Cod

e of

Con

duct

, ch

ild p

rote

ctio

n an

d pr

e-ve

ntin

g SE

A, a

nd a

re a

ble

to s

hare

repo

rting

line

s ab

out h

ow to

repo

rt vi

ola-

tions

with

com

mun

ities

an

d am

ongs

t the

mse

lves

Staf

f hav

e ca

paci

ty to

re

port

any

feed

back

from

co

mm

unity

mem

bers

to

the

rele

vant

NS

auth

ority

Staf

f and

vol

unte

ers

know

ho

w to

refe

r gen

eral

ised

is

sues

of c

hild

pro

tec-

tion,

GBV

and

vio

lenc

e to

a re

leva

nt lo

cal e

xper

t ag

ency

The

NS s

hare

s IE

C m

ater

ials

and

dis

sem

i-na

tion

plan

s w

ith o

ther

co

mm

unity

-bas

ed a

nd

hum

anita

rian

agen

cies

in

the

sam

e co

mm

uniti

es

to c

oord

inat

e m

essa

ges

give

n to

com

mun

ities

Max

imum

tota

l sco

re fo

r the

me:

29

Max

imum

tota

l sco

re: 1

36



1616

Humanity The International Red Cross and Red Crescent Movement, born of a desire to bring assistance without discrimination to the wounded on the battlefield, endeavours, in its international and national capacity, to prevent and alleviate human suffering wherever it may be found. Its purpose is to protect life and health and to ensure respect for the human being. It promotes mutual understanding, friendship, cooperation and lasting peace amongst all peoples.

Impartiality It makes no discrimination as to nationality, race, religious beliefs, class or political opinions. It endeavours to relieve the suffering of individuals, being guided solely by their needs, and to give priority to the most urgent cases of distress.

Neutrality In order to enjoy the confidence of all, the Movement may not take sides in hostilities or engage at any time in controversies of a political, racial, religious or ideological nature.

Independence The Movement is independent. The National Societies, while auxiliaries in the humanitarian services of their governments and subject to the laws of their respective countries, must always maintain their autonomy so that they may be able at all times to act in accordance with the principles of the Movement.

Voluntary service It is a voluntary relief movement not prompted in any manner by desire for gain.

Unity There can be only one Red Cross or Red Crescent Society in any one country. It must be open to all. It must carry on its humanitarian work throughout its territory.

Universality The International Red Cross and Red Crescent Movement, in which all societies have equal status and share equal responsibilities and duties in helping each other, is worldwide.

The Fundamental Principles of the International

Red Cross and Red Crescent Movement

Gender and Diversity Organisational Assessment Toolkit | Pilot … · nternational ederation of ed...

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