Introduction

Future Horizons Institute (FHI) is dedicated to eliminating gender-based discrimination and promoting equality in all aspects of its operations. This commitment is reflected in our policies, practices, and organizational culture. We believe that gender equality enhances organizational performance, creativity, and innovation, and contributes to the overall well-being of our employees and stakeholders. Our commitment to gender equality is also aligned with international standards and conventions, such as the United Nations Sustainable Development Goals (SDGs), particularly Goal 5: Gender Equality.

Purpose

This policy aims to establish a comprehensive framework for promoting gender equality within Future Horizons Institute (FHI). It outlines the organization's commitment to ensuring equal opportunities and treatment for all genders, fostering an inclusive and respectful environment. Gender equality is not only a fundamental human right but also a necessary foundation for a peaceful, prosperous, and sustainable world. By implementing this policy, FHI seeks to create a workplace where all individuals can thrive and contribute to the organization's mission.

Scope

This policy applies to all staff, consultants, advisors, Board members, and partners of Future Horizons Institute (henceforth: FHI representatives), and those with whom they interact on behalf of FHI (henceforth: FHI stakeholders). It covers recruitment, employment, training, promotion, and all other aspects of organizational operations. By adopting this policy, FHI aims to set a positive example and inspire other organizations to prioritize gender equality.

Overarching Principles

Gender is Socially Constructed: FHI takes the view that gender is a socially constructed concept that refers to the roles, behaviours, activities, and attributes that a given society considers appropriate for individuals based on their perceived sex. Unlike biological sex, which is based on physical characteristics, gender is shaped by cultural, social, and historical contexts. This means that gender norms and expectations can vary widely across different societies and time periods. Recognizing gender as socially constructed allows us to challenge and change harmful stereotypes and practices, and to promote a more inclusive and equitable environment for all individuals.

Gender Equality: Gender equality refers to the equal rights, responsibilities, and opportunities of individuals regardless of their gender. It involves ensuring that all genders have access to the same resources and opportunities, and are able to participate fully in all aspects of life. Gender equality also encompasses the elimination of gender stereotypes and biases that can limit individuals' potential. Achieving gender equality requires addressing systemic barriers and promoting inclusive practices that recognize and value diversity.

Discrimination: Discrimination is the unfair treatment of individuals based on their gender. It can manifest in various forms, including direct discrimination, indirect discrimination, harassment, and victimization. Direct discrimination occurs when an individual is treated less favourably because of their gender. Indirect discrimination involves policies or practices that appear neutral but disproportionately affect individuals of a particular gender. Discrimination can have serious consequences for individuals' mental and physical health, career progression, and overall well-being.

Harassment: Harassment is any unwanted behaviour related to gender that violates an individual's dignity or creates an intimidating, hostile, degrading, humiliating, or offensive environment. Harassment can include verbal, physical, or psychological abuse, and can occur in person or through digital communication. It is important to recognize that harassment can have serious consequences for the well-being and productivity of individuals. FHI is committed to creating a safe and respectful environment where all individuals are protected from harassment.

Objectives

Promote Gender Equality Within the Organization: FHI aims to create a workplace, including virtual spaces, where all genders are valued and respected. We strive to eliminate gender biases and ensure that everyone has equal access to opportunities. This includes fostering a culture of inclusion, where diverse perspectives are welcomed and celebrated. We believe that a diverse and inclusive workforce is essential for achieving our mission and goals.

Ensure Equal Opportunities for All Genders: We are committed to providing equal opportunities in recruitment, training, promotion, and other areas of employment. This includes implementing gender-sensitive practices and policies that address the unique needs and challenges faced by individuals of different genders. We will actively work to remove barriers that may prevent individuals from achieving their full potential. Our goal is to create a level playing field where all individuals have the opportunity to succeed and contribute to the organization's success.

FHI is an Equal Opportunity Employment: FHI ensures that all employment practices are free from gender bias. This includes recruitment, selection, training, promotion, and termination processes. We will use objective criteria to evaluate candidates and employees, and ensure that decisions are based on merit and qualifications. Our commitment to equal opportunity employment is aligned with best practices and legal requirements, and reflects our dedication to fairness and equity.

Equal Pay for Equal Work: FHI is committed to ensuring that all employees receive equal pay for work of equal value, regardless of their gender. We will regularly review our pay structures to ensure fairness and equity, and address any disparities that may arise. We will also provide transparency in our pay practices, and ensure that employees understand how their compensation is determined. Our commitment to equal pay for equal work is aligned with our values of fairness and justice, and reflects our dedication to promoting gender equality.

Implementation

Prevention of Discrimination and Harassment: FHI will take proactive measures to prevent gender-based discrimination and harassment. This includes establishing clear procedures for reporting and addressing such issues, and providing support to individuals who experience discrimination or harassment.

Gender-Sensitive Recruitment and Promotion Practices: FHI’s recruitment and promotion practices are sensitive to gender equality. This includes using gender-neutral language in job advertisements and ensuring diverse representation in selection panels. By adopting gender-sensitive practices, we aim to create a diverse and inclusive workforce that reflects the communities we serve.

Training and Awareness Programs: FHI representatives are encouraged to complete a gender equality course online, available at Gender Equality | Coursera.

Gender Equality Audits: Upon completing a project, we will perform a gender audit to assess the effectiveness of our gender equality policies and practices. These audits will help identify areas for improvement and ensure compliance with the policy. We will use the findings from these audits to develop action plans and set measurable goals for advancing gender equality within the organization. By conducting gender equality audits, we aim to continuously improve our practices and ensure that we are making progress towards our goals.

Support for Work-Life Balance: FHI will provide support for staff to achieve a healthy work-life balance. This includes offering flexible working arrangements, parental leave, and other benefits that support gender equality. We will also promote a culture of respect for work-life balance, and encourage staff to prioritize their well-being and personal commitments. By supporting work-life balance, we aim to create a positive and supportive environment where employees can thrive both personally and professionally.

Monitoring and Evaluation

FHI will conduct regular reviews of the gender equality policy annually to ensure its effectiveness and relevance. By conducting regular reviews and sharing the results with the Board, we aim to ensure that the policy remains relevant and effective in promoting gender equality. The next review will be carried out in August 2027.

Roles and Responsibilities

All FHI representatives are responsible for adhering to the principles and standards of this policy, as follows:

FHI Staff: Staff are expected to adhere to the gender equality policy and contribute to creating a respectful and inclusive workplace. Staff should report any instances of discrimination or harassment to the Gender focal point in person or by email to whistleblowing@futurehorizonsinstitute.org with the subject line “Gender”, and encourage colleagues to do the same. By actively participating in the implementation of the policy, staff can contribute to a positive and supportive environment where all individuals are valued and respected.

Role of Management: Management is responsible for leading by example and promoting gender equality within the organization. This includes implementing the policy, addressing violations, and fostering an inclusive culture. By demonstrating a commitment to gender equality, management can inspire and motivate staff to contribute to a culture of inclusion and respect.

Gender Focal Point: The Gender Focal Point will oversee the implementation of the policy, ensure that gender audits are completed art the end of each project, ensure that biannual policy reviews are conducted, and provide recommendations for improvement. The Gender Focal Point point also handle complaints and ensure that they are addressed promptly and effectively. By providing oversight and guidance, the Gender Focal Point can ensure that the policy is effectively implemented and continuously improved.

How to Raise a Complaint or Report an Incident Reporting Channels

All FHI representatives, stakeholders, and any other individual, can report breaches of this policy and suspected or alleged sexual misconduct to the FHI focal point by email to whistleblowing@futurehorizonsinstitute.org, with the subject line “Gender”.