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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
Gender and Diversity Organisational Assessment Toolkit | Pilot versionIntroduction
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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
International Federation of Red Cross and Red Crescent Societies
Gender and Diversity Organisational Assessment Toolkit | Pilot versionIntroduction
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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.
International Federation of Red Cross and Red Crescent Societies
Gender and Diversity Organisational Assessment Toolkit | Pilot versionIntroduction
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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
International Federation of Red Cross and Red Crescent Societies
Gender and Diversity Organisational Assessment Toolkit | Pilot versionIntroduction
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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
International Federation of Red Cross and Red Crescent Societies
Gender and Diversity Organisational Assessment Toolkit | Pilot versionIntroduction
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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).
International Federation of Red Cross and Red Crescent Societies
Gender and Diversity Organisational Assessment Toolkit | Pilot versionIntroduction
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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.
International Federation of Red Cross and Red Crescent Societies
Gender and Diversity Organisational Assessment Toolkit | Pilot versionIntroduction
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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
Gender and Diversity Organisational Assessment Toolkit | Pilot versionIntroduction
Gen
der
an
d D
ivers
ity
Org
an
isati
on
al A
ssess
ment
Tool
Therelevan
telem
ents/ind
icatorsthatneedtobead
aptedtothedefineddiversitycontextaremarkedwith*
The
me
I: P
olit
ical
will
and
lead
ersh
ipTo
tal
scor
eCo
mm
ents
Lea
der
ship
dem
on
stra
tes
a co
mm
itm
ent
to g
end
er a
nd
div
ersi
tyPo
ints
21
11
11.
Pol
icy,
Stra
tegy
, fr
amew
orks
A po
licy
and/
or s
trate
gy
on g
ende
r and
div
er-
sity
is e
stab
lishe
d an
d en
dors
ed w
ith a
cle
ar
revi
ew w
indo
w in
the
com
ing
five
year
s
A pl
an o
f act
ion/
fram
e-w
ork
is th
at is
bas
ed
on th
e po
licy/
stra
tegy
is
deve
lope
d w
ith s
peci
fic
and
mea
sura
ble
resu
lts is
ap
prov
ed
Staf
f are
aw
are
of th
e ge
n-de
r and
div
ersi
ty p
olic
y/st
rate
gy a
nd h
ow it
rela
tes
to th
eir w
ork
The
inte
grat
ion
of g
ende
r an
d di
vers
ity d
urin
g re
visi
on o
f all
NS p
olic
ies/
stra
tegi
es ta
kes
plac
e
The
polic
y/st
rate
gy/p
lan
of a
ctio
n is
mon
itore
d,
revi
ewed
and
upd
ated
on
a re
gula
r bas
is
2. T
he B
oard
of
Gove
rnan
ce e
nsur
es
follo
w-u
p of
Nat
iona
l So
ciet
y co
mm
it-m
ents
to g
ende
r and
di
vers
ity
The
Boar
d ha
s a
plan
fo
r ens
urin
g eq
ual
repr
esen
tatio
n an
d vo
ice
of m
en a
nd w
omen
, as
wel
l as
*div
erse
gro
ups,
in
mid
dle
and
seni
or
man
agem
ent
The
Boa
rd re
ceiv
es
regu
lar p
rogr
ess
repo
rts
on g
ende
r and
div
ersi
ty
issu
es, i
nclu
ding
man
age-
men
t, st
aff a
nd v
olun
teer
co
mpo
sitio
n an
d ge
nder
an
d di
vers
ity b
alan
ce d
ata
The
Boar
d re
ceiv
es g
ende
r an
d di
vers
ity a
war
e-ne
ss s
essi
on a
s pa
rt of
or
ient
atio
n
The
Boar
d ha
s a
gend
er
bala
nce
and
is c
ompo
sed
of d
iver
se g
roup
s fro
m th
e so
ciet
y, in
clud
ing
yout
h an
d *u
nder
repr
esen
ted
grou
ps in
the
com
mun
ity
Ther
e is
a d
esig
nate
d Bo
ard
mem
ber w
ho is
re
spon
sibl
e fo
r mon
itor-
ing
the
NS p
lan
and
cham
pion
ing
gend
er
and
dive
rsity
issu
es
with
in it
Rep
rese
nta
tio
nPo
ints
21
11
13.
Im
prov
ed g
en-
der a
nd d
iver
sity
co
mpo
sitio
n at
all
leve
ls o
f the
Nat
iona
l So
ciet
y (g
over
nanc
e,
man
agem
ent,
staf
f an
d vo
lunt
eers
)3
(See
als
o su
b-th
eme
9 un
der P
eopl
e M
anag
e-m
ent)
The
NS’s
sta
tute
s an
d/or
inte
rnal
regu
latio
ns
spec
ify th
at a
bal
ance
d an
d fa
ir ge
nder
and
*d
iver
sity
bal
ance
/rep
-re
sent
atio
n at
all
leve
ls
is a
goa
l
Lead
ersh
ip h
as p
ut in
pl
ace
and
enfo
rces
pro
ac-
tive
stra
tegi
es to
recr
uit o
r pr
omot
e un
derr
epre
sent
ed
gend
ers
and
*div
erse
gr
oups
incl
udin
g in
sen
ior
man
agem
ent p
ositi
ons
Ther
e ha
s be
en a
n in
crea
se in
und
erre
p-re
sent
ed g
ende
rs a
nd
*div
erse
gro
ups
in s
taff
and
volu
ntee
rs
Ther
e ha
s be
en a
n in
-cr
ease
in u
nder
repr
esen
t-ed
gen
ders
and
*di
vers
e gr
oups
in th
e Bo
ard
Proa
ctiv
e st
rate
gies
ar
e in
pla
ce to
ens
ure
impr
oved
com
posi
tion
of v
olun
teer
s, a
ccor
ding
to
gen
ders
and
*di
vers
e gr
oups
4. F
air r
epre
sent
atio
n in
in
tern
al a
nd e
xter
nal
even
ts/f
orum
s
Even
ts a
re o
rgan
ised
w
ith g
ende
r bal
ance
d an
d di
vers
ified
pan
els
and
spea
kers
NS s
ends
gen
der a
nd
dive
rsity
bal
ance
d de
lega
-tio
ns/r
epre
sent
ativ
es to
ex
tern
al e
vent
s, fo
rum
s an
d co
nfer
ence
s
Even
ts a
re o
rgan
ised
with
ge
nder
bal
ance
d an
d di
vers
ified
par
ticip
ants
and
in
vite
d gu
ests
Even
ts a
re o
rgan
ised
to
be g
ende
r and
div
ersi
ty
sens
itive
* e
.g. t
akin
g in
to
acco
unt t
ime
for p
raye
r, di
sabi
lity
acce
ssib
le
venu
es
3 S
ever
al in
itiat
ives
can
be
take
n to
pro
activ
ely
and
over
a lo
ng-t
erm
rec
ruit
unde
rrep
rese
nted
gro
ups
with
the
nece
ssar
y ex
pert
ise
and
com
pete
ncy.
Thi
s ca
n in
clud
e di
vers
ifyin
g ch
anne
ls o
f rec
ruitm
ents
, est
ablis
h m
ento
rshi
p pr
ogra
mm
es a
nd s
uppo
rt tr
aini
ng o
ppor
tuni
ties
to e
xist
ing
staf
f mem
bers
and
vol
unte
ers,
etc
.
9International Federation of Red Cross and Red Crescent Societies
Gender and Diversity Organisational Assessment Toolkit | Pilot versionIntroduction
Rep
rese
nta
tio
nPo
ints
21
11
5. P
artn
ersh
ips
on
gend
er a
nd d
iver
sity
w
ithin
the
Mov
emen
t
Gend
er a
nd d
iver
sity
are
id
entifi
ed a
s an
inte
gral
pa
rt in
par
tner
ship
ag
reem
ents
with
IFRC
, IC
RC a
nd o
ther
NSs
The
NS h
as a
n ag
ree-
men
t on
how
to c
lear
ly
mai
nstre
am g
ende
r and
di
vers
ity in
pro
gram
mes
/pr
ojec
ts s
uppo
rted
by
othe
r NSs
The
NS c
olla
bora
tes
with
IC
RC, I
FRC
or o
ther
NSs
on
how
to s
treng
then
its
over
all c
apac
ity o
n ge
nder
an
d di
vers
ity
The
NS p
artic
ipat
es in
Re
d Cr
oss
Red
Cres
cent
ne
twor
ks o
n ge
nder
and
di
vers
ity
6. P
artn
ersh
ips
with
or-
gani
satio
ns p
rom
ote
gend
er a
nd d
iver
sity
NS p
artic
ipat
es in
ge
nder
and
*di
vers
ity4
rela
ted
netw
orks
in th
e co
untr
y (p
artic
ipat
es in
ne
twor
k/cl
uste
r mee
t-in
gs, c
ontri
bute
s to
join
t ev
ents
, etc
.)
Ensu
re n
ew c
olla
bora
-tio
ns w
ith s
take
hold
ers
are
form
ed o
n th
e ba
sis
of
agre
emen
ts o
n IF
RC a
nd
the
NS’s
com
mitm
ents
to
gend
er a
nd d
iver
sity
Revi
ew e
xist
ing
colla
bora
-tio
ns w
ith s
take
hold
ers
follo
w u
p on
the
IFRC
and
th
e NS
’s c
omm
itmen
ts to
ge
nder
and
div
ersi
ty
The
NS a
ctiv
ely
advo
cate
s in
foru
ms
to p
rom
ote
its
com
mitm
ents
to g
ende
r an
d di
vers
ity
Max
imum
tota
l sco
re fo
r the
me:
33
The
me
II: O
rgan
isat
iona
l cul
ture
To
tal
scor
eCo
mm
ents
Th
e N
atio
nal
So
ciet
y p
rovi
des
a f
air,
equ
itab
le a
nd
saf
e en
viro
nm
ent
for
all g
end
ers
and
*d
iver
se g
rou
ps
Poin
ts2
11
17.
Nat
iona
l Soc
iety
en-
cour
ages
gen
der-
and
dive
rsity
-sen
sitiv
e be
havi
our o
f all
staf
f, m
embe
rs a
nd
volu
ntee
rs
Lead
ersh
ip a
nd s
enio
r m
anag
emen
t pay
ing
equa
l atte
ntio
n to
all
gend
ers
and
dive
rse
grou
ps, d
isco
urag
e ex
-pr
essi
ons
of d
iscr
imin
a-to
ry/in
sulti
ng jo
kes
and
com
men
ts m
ade,
etc
.
NS e
ncou
rage
s ge
nder
an
d di
vers
ity-
sens
itive
be
havi
our f
rom
all
staf
f, m
embe
rs a
nd v
olun
teer
s,
e.g.
in te
rms
of la
ngua
ge
used
, jok
es a
nd c
omm
ents
m
ade
Ensu
re re
pres
enta
tion
of
all g
ende
rs a
nd *
dive
rse
grou
ps in
dec
isio
n-m
akin
g m
eetin
gs in
the
NS
NS p
uts
in p
lace
pro
ce-
dure
s (e
.g. p
olic
ies,
pla
ns
and
pane
ls) t
o en
sure
di
scip
linar
y m
easu
res
are
in p
lace
to h
old
staf
f and
vo
lunt
eers
acc
ount
able
fo
r any
sex
ual h
aras
s-m
ent a
nd a
buse
they
may
co
mm
it
4 Th
is c
an in
clud
e ne
twor
ks w
orki
ng o
n m
inor
ity g
roup
s, p
erso
ns w
ith d
isab
ility
, chi
ldre
n, e
tc.
10International Federation of Red Cross and Red Crescent Societies
Gender and Diversity Organisational Assessment Toolkit | Pilot versionIntroduction
Th
e N
atio
nal
So
ciet
y co
ntr
ibu
tes
to r
edu
ce g
end
er-
and
div
ersi
ty-b
ased
ineq
ual
ity
and
dis
crim
inat
ion
an
d v
iole
nce
Poin
ts2
11
18.
Sta
ff, v
olun
teer
s an
d m
embe
rs a
re e
n-co
urag
ed to
sup
port
a
cultu
re o
f ope
n di
alog
ue o
n ge
nder
, di
vers
ity a
nd p
ower
Sens
itisa
tion
of s
taff,
m
embe
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
.)
11International Federation of Red Cross and Red Crescent Societies
Gender and Diversity Organisational Assessment Toolkit | Pilot versionIntroduction
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
12International Federation of Red Cross and Red Crescent Societies
Gender and Diversity Organisational Assessment Toolkit | Pilot versionIntroduction
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.
13International Federation of Red Cross and Red Crescent Societies
Gender and Diversity Organisational Assessment Toolkit | Pilot versionIntroduction
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.
14International Federation of Red Cross and Red Crescent Societies
Gender and Diversity Organisational Assessment Toolkit | Pilot versionIntroduction
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
15International Federation of Red Cross and Red Crescent Societies
Gender and Diversity Organisational Assessment Toolkit | Pilot versionIntroduction
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
International Federation of Red Cross and Red Crescent Societies
Gender and Diversity Organisational Assessment Toolkit | Pilot versionIntroduction
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