Juhudi Africa Programme (JAP) aspires to be Africa’s premier NGO in achieving equal representation, recognition, reward and value of staff irrespective of gender.
We recognize that individual experiences are shaped through the interplay between multiple experiential and identity factors. The three goals in the Diversity and Inclusion strategy are:
•Foster an inclusive and respectful culture
•Promote access pathways for staff career development
•Enable support and success of all staff and interns These goals seek to provide a framework to support staff and interns as they experience different aspects of JAP. PURPOSE The Gender Equality Action Plan offers an understanding of the barriers to diversity and inclusion and uses this understanding to introduce meaningful actions to address gender inequities for staff and interns. The Plan seeks to address the additive effect of gender intersecting with other inequities and the impact this has on staff development, career progression and job JAP Board of Managementisfaction. Additionally, the Plan serves as a driving force towards attaining Workplace Gender Equality Agency (WGEA) Employer of Choice citations and the African Workplace Equality Index (AWEI). The new Gender Equality Index (GEI) developed by the African Development Bank (AfDB) combines both gender-differentiated outcomes and social institutions that explain gender gap in countries, addressing the institutional dimension, in addition to the social and economic dimensions, as a factor in the gender gap. The GEI compiles data from many sources, reflecting the status of women around Africa along three dimensions of equality: economic opportunity, social development, and law and institutions. It provides hard evidence on the challenges facing African women, but it also highlights where progress is being achieved. It reflects the combined gain in achievement in three key dimensions of human development (human economic opportunity, human social development and human equality in law and institution) when gender equality is taken into account. WHY GENDER EQUITY? The benefits of a balanced and diverse workforce have been established through peer-reviewed research. These include, but are not limited to, increased performance in decision-making, innovation, ability to attract the best candidates, and job JAP Board of Managementisfaction for all genders. Women continue to experience discrimination, harassment, reduced opportunities for career success, and a pay gap persists. Research has established that these inequalities do not stem from a lack of merit or women’s confidence, which are often provided as explanations, but are a direct result of the negative impacts of gender stereotypes. In addition, the intersection between gender and other inequities, such as CALD (Culturally and Linguistically Diverse) status, sexuality and low socio-economic status has not been addressed by prevailing gender equity strategies. JAP is committed to ensuring gender equality becomes a business and cultural norm, which is the indicator for 2017 Global success of the Workplace Gender Equality Agency (WGEA). As encapsulated in Deloitte’s Human Capital Trends report; Convention on the Elimination of all forms of Discrimination Against Women (CEDAW) and the Maputo Protocol to the African Charter on Human and Peoples’ Rights on the Rights of Women in Africa; Agenda 2063 of the African Union titled ‘the Africa We Want’ seeking among other things to build inclusive and accountable states and institutions; Lessons learnt from the implementation of the Millennium Development Goals (MDGs) specifically Goals 1 (Eradication of Extreme Poverty and Hunger); 3 (Promotion of Gender Equality and Women’s empowerment) and 5 (Improvement of Maternal Health); and The Sustainable Development Goals under the 2030 Agenda for Sustainable Development adopted by the United Nations in September 2015 specifically Goals 1 (No Poverty) 2 (Zero Hunger); 5 (Gender Equality); 6 (Clean Water and Sanitation) and 10 (Reduced Inequalities); and 16 (Peace, Justice and Strong institutions)., our aim is for diversity and inclusion work to ‘move beyond HR’ and to: Consider diversity and inclusion as part of the corporate infrastructure, just like compliance, IT, and security; it must be practiced by everyone and owned by all line leaders. Diversity and inclusion is a business responsibility, not an HR responsibility. As outlined in this Plan, over the next four years JAP aims to make significant progress in:
• Increasing the participation of women in senior administration roles
• Embedding flexible work practices as business-as-usual to assist all staff in achieving an equitable work-life balance
• Committing to equal work equal pay, and ensure all staff have equal opportunity for career advancement. ‘I am committed to advancing this work and to ensure that, as a workplace and a place for research and development, JAP fosters a welcoming and nurturing culture for all individuals, irrespective of their personal attributes.’ Eng. Luka Muchiri JAP Board