Diversity, Equality, and Justice Strategy - June 2021 RESTRICTED CIRCULATION - International ...
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Diversity, Equality, and Justice Strategy June 2021 RESTRICTED CIRCULATION
Table of 1 Vision
Contents 2 Background
3 Progress Toward Diversity,
Equality, and Justice
6 Strategic Priorities
for 2021-2023
Illustrations by Priscila Barbosa
Vision
IPPFWHR is committed to dismantling all systems of power that exclude,
marginalize, and oppress people, with an understanding that
systematic discrimination manifests in entrenched inequalities that impact
people’s full enjoyment of their human rights to dignity, citizenship,
equality, freedom, health, life, and security of person.
IPPFWHR recognizes that oppression and discrimination
can be based on, but not restricted to, age, color,
disability, ethnicity, gender, gender expression or identity,
geographic isolation, health status, history of conflict
with the law, migrant status, national origin, partnership
status, political belief, poverty, pregnancy or parental
status, race, religion, or sexual identity or orientation.
Rooted in anti-colonial, anti-racist, and feminist principles, we embrace
diversity, equality, and justice in every dimension of our work and working
culture. To this end, we commit to:
• Instituting practices and policies that promote the creation of a
diverse international team and leadership that reflect and represent
the communities we work with.
• Prioritizing programmatic, advocacy, and grant-making initiatives for
intersectional feminist justice, in collaboration with diverse activists,
coalitions, movements, and organizations.
• Establishing and strengthening partnerships with organizations,
collectives and movements that are led by and reach those who are
impacted by ableism, colonialism, patriarchy, racism, and other systems
of oppression.
• Cultivating leadership of BIPOC women, girls, and gender-diverse
people at all levels of governance and management, with a focus on
nurturing youth leadership from the Global South.
This Diversity, Equality, and Justice Strategy (DEJ) provides a 2021-2023
roadmap for IPPFWHR to continue to build an inclusive and equitable
environment for everyone we work and engage with. It is intended as a
document for internal accountability, and we will create a separate piece
of the strategy for external audiences.
diversity, equality, and justice strategy 1Background
Over the last decade, IPPFWHR has undertaken a deliberate process to change
the power dynamics within its team and with its partners to foster greater
diversity, equality, and justice across the organization. This has been a multi-
faceted effort cutting across governance, grantmaking, human resources,
operations, programming, partnerships, and staffing.
In 2017, we created a new unit to transition our human resources to focus on
people and culture. The decision of IPPFWHR's partners, in 2019, to redefine
itself as a feminist ecosystem centered around women, girls, and gender-
diverse people accelerated the process to shift our work toward a more
diverse, inclusive, and justice environment grounded on the principles of
the intersectional feminism. These reforms were driven by an ethical stance,
which emphasizes inclusiveness and horizontality, and the urgency of having
a stronger, unified feminist voice in the SRHR field to counter anti-gender
movements and the anti-rights opposition. All these factors were central to
our decision to separate from the global IPPF in 2020.
In 2021, IPPFWHR initiated a process of listening to staff about our organizational
culture and internal diversity through a self-identification survey and a
series of interviews with team members about their thoughts on IPPFWHR’s
organizational structure, led by the Chief of People, Inclusion and Culture.
These provided insights into opportunities for us to strengthen our position
and fulfil our commitments to diversity, equality, and justice. Major themes
that emerged from this process include the need for:
• Mainstreaming intersectional feminist values, including diversity, equality,
and justice, across the organization and the ecosystem
• Promoting power-sharing, including by adopting feminist models of co-
leadership and a less hierarchical organizational structure
• Embracing a new generation of team members in management positions
to promote a culture of inter-generational trust and learning
• Creating more racial and ethnic diversity across all teams and senior
management, including by prioritizing hiring in the Global South
• Creating a virtual workspace that is inclusive and participatory for people
with disabilities
• Articulating a clear development and promotion path that addresses
gender and racial disparities in promotions and pay compensation
diversity, equality, and justice strategy 2Progress Toward Diversity,
Equality, and Justice
Diversity at IPPFWHR
IPPFWHR conducted a self-identification survey with all staff in 2021. The
results showed that, among the 50 team members (100% response rate):
Team Members Management Team
3 in 4 are 3 in 4 are 2 in 3 are 1 in 2 are
women non-white women non-white
1 in 2 3 in 4
are from the are from the
Global South Global South
8% are
disabled 9% are
disabled
8% 6%
are Black are Asian 9% are
Black
Decentralization
IPPFWHR has taken concrete steps to decentralize its operations to the
Global South, prioritizing the region where most of IPPFWHR’s partners
were located: Latin America and the Caribbean. With the consolidation
of CHANGE and IWHC into our work, we expect the decentralization
process to extend to all regions of the Global South. Key steps in our
decentralization process include:
• Hiring team members in the Global South (Argentina, Brazil, Colombia,
Mexico, and Panama), to ensure that we are deeply connected to
what is happening at the country level and that partner interests
are elevated in our day-to-day work. One in four team members -
and one in five management team members - are now based in the
Global South.
• Opening subsidiaries in the Global South to provide a legal structure
for our team members and operations in these countries.
• Moving to virtual work, an effort that was underway before the
COVID-19 pandemic, which enables an international team to work
diversity, equality, and justice strategy 3together seamlessly and supports women in their caregiving roles
across cultures.
• Supporting partner-led centers for capacity-sharing and a South-
to-South technical assistance program that create opportunities for
partners to share their experiences and amplify their initiatives across
the ecosystem.
Decolonizing Our Funding
IPPFWHR has pursued a deliberate strategy to decolonize its funding
to become more independent from development monies that come
with restrictions and that are allocated according to indicators that are
based on national averages and do not take intersectional inequalities
into account. While we have never accepted monies from authoritarian
governments or the pharmaceutical industry, we now have a diversified
funding portfolio that supports our grantmaking. Our funding model
supports partners in three-year cycles with flexible or unrestricted funding,
including essential core support, and restricted funding to meet their self-
identified funding needs. In parallel, we have developed and piloted a
feminist approach to measuring need and impact to inform our resource
allocation: a Feminist Impact Calculator, which estimates needs based on
disruptions to partners’ service provision due to the COVID-19 pandemic,
and a Feminist Scorecard, which uses these estimates to inform strategic
and equitable decision-making on resource allocation.
Ecosystem Approach
An ecosystem is a collective of diverse civil society activists and
organizations that coordinate their actions to address the complex
and intersecting needs of the communities they work with. IPPFWHR’s
embrace of the ecosystem approach marks a shift away from the federation
model, which is organized hierarchically and is based on membership as
uniqueness, toward a horizontal model wherein the relationship among
partners is defined by solidarity and mutual respect for each other’s
autonomy. Our ecosystem is dynamic and flexible, an open-ended set of
relationships that can expand to strategically incorporate new partners to
fill in gaps and multiply impact. As we grow our ecosystem, we are focused
on incorporating grassroots organizations that can help us address the
complexities of needs, in particular those that reach Black, Brown, and
Indigenous women and girls. The ecosystem approach marks a shift from
an accountability model that is based on attribution toward a contribution
model that prioritizes cooperation amongst partners.
diversity, equality, and justice strategy 4Horizontal Organizational Structure
IPPFWHR has sought to flatten its organizational structure to create a more
collaborative work environment that opens opportunities for junior staff to
have greater decision-making power. We expanded our Management Team
to incorporate one in five staff members, and we piloted and replicated
a co-leadership model as a feminist alternative to break down internal
silos of work.
Reflection and Learning on Anti-Racism
Since early 2020, IPPFWHR has been working with external facilitators and
consultants to lead mandatory training for all team members and the Board
on anti-racism, equity, and inclusion to build connections among people,
to cultivate a common understanding of our values, and to develop an
anti-racist mindset, skills, and practice. In addition, we have held a series
of seminars on structural racism and inclusion, and the intersection with
sexual and reproductive health and rights.
Salary Equity and Transparency
In 2017, with the support of an external consultant, we overhauled our
internal hiring and benefits policies and practices to create greater equity
and transparency. We conducted a salary analysis and used the results
to develop a Total Compensation Philosophy for staff based in the USA
and in the Latin American and the Caribbean region. We published these
bands internally and made the investment required to adjust the salaries
of all team members We are proud to say that there is no gender or
racial pay gap.
diversity, equality, and justice strategy 5Strategic Priorities
for 2021-2023
1| Promote intersectional diversity across IPPFWHR’s teams
Activities Accountability Timeline
Post all job descriptions publicly, including Sustainable Ecosystem Ongoing
internship opportunities, in non-traditional Unit in partnership with
sources, particularly in the Global South the People, Inclusion
& Culture Unit
Build relationships with HBCUs and Sustainable Ongoing
organizations in the Global South that can Ecosystem Unit
connect us with BIPOC candidates
Update and launch recruitment guide People, Inclusion Y1
and hiring manager handbook to include & Culture Unit
processes such as: standardized interview
procedures to remove biases; accessibility
standards in job postings; job descriptions
that focus on capabilities over qualifications
2| Create and support a transparent process for internal
career advancement
Activities Accountability Timeline
Develop and implement a mentorship People, Inclusion Y2
program for BIPOC and disabled staff & Culture Unit
Conduct career advancement People, Inclusion Y2
experience sharing sessions & Culture Unit
Standardize performance review systems and People, Inclusion Y2
processes that link to career advancement and & Culture Unit
provide clarity to candidates around why they
were or were not chosen for promotion
Co-create professional development Each staff member Y2
plans with all staff
diversity, equality, and justice strategy 63 | Build Organizational Capacity for Diversity, Equity and Justice
Activities Accountability Timeline
Hire a staff member with an explicit mandate People, Inclusion Y1
to advance internal diversity, equity, and & Culture Unit
justice across organizational silos
4| Engage staff and governance to create a shared
understanding of IPPFWHR’s core values as they relate
to diversity, equality, and justice
Activities Accountability Timeline
Create and implement a Diversity & Community of Care Groups Y1 and
Inclusion Community of Care Group and Teams working groups ongoing
of thought leaders who establish and (Gender Equality Hub and Anti-
promote a shared vision of DEJ and Harassment workstreams), People,
who support the implementation of the Inclusion and Culture Unit
activities described in this strategy
Conduct regular, mandatory trainings External expert Ongoing
for all staff in anti-racism and inclusion
Regularly share resources with staff on People, Inclusion and Ongoing
unconscious bias, social inequalities, Culture Unit
systemic oppression, gender norming
Regularly update IPPFWHR’s Vocabulary, Office of the CEO, Biannual
a multilingual document that offers Strategy, and Impact
definitions, international framework,
and usage guidance for key terms
for an intersectional feminist, anti-
racist, anti-colonial organization
Incorporate IPPFWHR’s Code of Ethics, External expert Ongoing
Code of Conduct, and anti-racism
training in the onboarding process
for new staff and Board members
Integrate a diversity, equality, and Office of the CEO, Strategy and Ongoing
justice lens into Board sessions Impact in partnership with the
Senior Director, Operations
diversity, equality, and justice strategy 75| Mainstream diversity, equality, and justice in IPPFWHR’s
systems, policies, procedures, and practices
Activities Accountability Timeline
Review and revise IPPFWHR’s policies Office of the CEO, Y1
to align to intersectional feminist values, Strategy & Impact
including anti-racism and anti-colonialism
Review and adjust IPPFWHR’s systems, procedures, Knowledge, Y2
and practices to ensure these support equality Management &
and inclusion, particularly for BIPOC, people with Process Cluster
disabilities, and staff located in the Global South
6| Promote internal pay equity
Activities Accountability Timeline
Conduct regular review of IPPFWHR’s People, Inclusion & Ongoing
salary bands and publish the pay scale Culture Unit and Senior
on IPPFWHR’s internal system Management Team
Conduct triannual review of job descriptions Senior Management Every
to ensure these reflect each staff member’s Team three
responsibilities, and adjust salaries as required years
to bring them in line with the salary band
Develop and implement an intern payment Senior Management Y1
procedure in coordination with expanded Team
publicity of positions (see Promote intersectional
diversity across IPPFWHR's teams)
7| Evaluate IPPFWHR’s progress on diversity, equality, and justice
Activities Accountability Timeline
Incorporate a diversity, equality, and justice goal into Each team member, Y1
each team member’s bi-annual performance review with supervisors
Develop key performance indicators (KPIs) related Senior Management Y1
to diversity, equality, and justice in the organization Team
Evaluate other equity and justice pain People, Inclusion, Ongoing
points and identify future DEJ priorities & Culture Unit
through journey mapping exercises
diversity, equality, and justice strategy 8Periodically survey partners to evaluate IPPFWHR’s Sustainable Y1, Y3
performance through partners’ perceptions Ecosystem Unit
of power-sharing, diversity, equality, and
justice in the ecosystem (Keystone Survey)
Produce and share an annual progress report People, Inclusion Annual
and a final (three year) results report & Culture Unit & Y3
Obtain external diversity, equity and People, Inclusion Y3
inclusion (DEI) certification & Culture Unit
External Operations:
Develop partnerships that are founded on shared
commitment to diversity, equality, and justice
Activities Accountability Timeline
Prioritize incorporating new partners Office of the CEO, Ongoing
that have a commitment to anti-racism Strategy, and Impact
and are led by BIPOC women in partnership with
the Senior Director
of Operations
Promote anti-racism and inclusion sessions and Sustainable Ongoing
trainings for partners across the ecosystem Ecosystem Unit
Establish indicators to measure the extent to Senior Director Y2
which partners are reaching people who are Operations,
impacted by inequalities (i.e. BIPOC, people Co-Directors
with disabilities, gender-diverse people, etc.) of Sustainable
Ecosystem Unit
diversity, equality, and justice strategy 9IPPFWHR is not affiliated with the International Planned Parenthood Federation (IPPF ) or Planned Parenthood Federation of America (PPFA)
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