1. POLICY STATEMENT
1.1 鶹Ƶ (“HALO”, “Charity”, “we”) is committed to promoting equality, diversity, andinclusion. This policy represents HALO’s commitment to take a cohesive and coordinatedapproach to equality, diversity and inclusion and to strengthen efforts to promote thesewithin the organisation and across all areas of HALO’s work.
2. SCOPE
2.1 This policy applies to all individuals working at all levels and grades of HALO, or any otherperson associated with HALO or its subsidiary, wherever located (‘employee’ or ‘staff’). Thispolicy covers all persons of concern to HALO, and applies to all operations and headquartersin all areas of HALO’s work.
2.2 This policy should be read, implemented and reviewed with reference to all other relevantHALO policies, procedures and documents in place, including but not limited to:
- Code of Conduct
- Safeguarding Policy
- External Complaints Policy
- Whistleblowing Policy
- Recruitment Policy
3. DEFINITIONS
3.1 Equal Opportunities: The prevention, elimination or regulation of discrimination betweenpersons on grounds of protected characteristics. Under UK legislation, protectedcharacteristics are age, disability, gender reassignment, marriage and civil partnership,pregnancy and maternity, race, religion or belief, sex, and sexual orientation.
3.2 Diversity: Diversity is all the ways we differ. Diversity includes differences such as gender,age, nationality, race, ethnicity, ability, sexual orientation, socio‐economic status, religiousbeliefs, political opinions, or other ideologies. These differences can make people more orless vulnerable and will impact a person’s needs, abilities, and priorities.
3.3 Inclusion: Inclusion is an organisational effort and practice in which different groups orindividuals are culturally and socially accepted, and equally treated. Inclusion occurs whendiverse people feel valued and respected, have access to opportunities and resources, andcan contribute their perspectives and talents to improve their organisation.
3.4 Gender and Diversity Sensitive: An approach that takes into consideration the differentiatedimpact explosive risks and the response of mine action organisations have on diverse groupsof people. It addresses gender norms, roles and access to resources to reach project goals.
4. GUIDING PRINCIPLES
4.1 HALO’s mission is to protect lives and restore the livelihoods of those affected by conflict.HALO recognises that a diverse workforce and inclusive interactions with all stakeholders arevital to achieving HALO’s mission and that all interactions should be based in mutual respect.
4.2 HALO recognises the importance of inclusivity in conflict and post‐conflict settings and seeksto ensure that under‐represented groups, including women and minorities, are activeparticipants in peace and security efforts.
4.3 HALO’s operations should do no harm and must be conflict sensitive.
4.4 HALO is committed to ensuring that it provides a safe and trusted environment whichsafeguards and promotes the welfare and wellbeing of anyone who comes into contact withthe Charity, including beneficiaries, staff and volunteers.
4.5 HALO recognises its responsibility to act in compliance with all legal requirements in its areasof operations and under international human rights law.
5. COMMITMENTS
HALO is committed to:
5.1.1 Continuing to strengthen efforts to promote equality, diversity, and inclusion within ourorganisation and ensure equal opportunity for all employees, regardless of diversity status.
5.1.2 Building a representative and diverse workforce, including senior leadership. HALO willmake every effort to reach gender equality across all programmes and levels ofmanagement, while recognising that in some countries there are cultural, political and/orsecurity barriers, which might affect this goal. HALO will work to increase representation of
marginalised or under‐represented groups in its workforce.
5.1.3 Implementing appropriate measures to address imbalances in the workforce profile andpromoting inclusion of under‐represented groups. These actions shall not be deemeddiscriminatory.
5.1.4 Facilitating the hiring and retention of under‐represented groups through trackingemployee recruitment, retention, pay, training, promotions, barriers to entry, and reasonsfor exit.
5.1.5 Paying employees equal salary for work of equal value.
5.1.6 Not discriminating, directly or indirectly, against any member of staff including inrecruitment, promotion, performance management, training and development.
5.1.7 Including diversity considerations through all relevant strategic planning documents,including the business plan and annual plans.
5.1.8 Reinforcing equality, diversity, and inclusion through all of its operations and programming,including design and implementation.
5.1.9 Ensuring all donor proposals are diversity sensitive and take into account the differentneeds of all groups.
5.1.10 Conducting context analyses, which include diversity and conflict sensitivity, and using thisinformation to inform programme design.
5.1.11 Ensuring all data collected by HALO is disaggregated by gender, age group, and otherrelevant factors and analysed for relevant differences.
5.1.12 Ensuring all interactions with affected communities are open and inclusive with meaningfulparticipation of diverse groups throughout the project cycle, including in planning,prioritisation, survey, clearance, and handover.
5.1.13 Employing materials and messages that respond to the needs of and highlight thecapabilities of different at risk groups in all community facing activities, including ExplosiveOrdnance Risk Education (EORE).
5.1.14 Employing mixed gender teams for community facing activities, including EORE and Non‐Technical Survey (NTS), wherever possible.
5.1.15 Implementing diversity sensitive monitoring and evaluation, including by using diversitysensitive indicators to monitor impact on different groups.
5.1.16 Ensuring external advocacy, policy, recruitment, and communications uphold HALO’scommitment to equality and diversity. This includes using positive and inclusive languageand images, avoiding stereotypes, and amplifying rather than replacing the voices ofvulnerable groups.
5.1.17 Ensuring that partner organisations and subcontractors operate in line with HALO’s guidingprinciples for diversity and inclusion, and/or support partners in developing their capacityin operating in respect of diversity principles.
6. RESPONSIBILITIES
6.1 All employees irrespective of their position in HALO are expected to promote equality anddiversity in support of this policy. This applies in the workplace in any work‐related context(when dealing with beneficiaries, visitors, partners or other work‐related contacts) and onwork‐related trips or events including social events.
6.2 Every employee will:
- Treat others with dignity;
- Co‐operate fully with measures introduced by HALO to ensure equality of
opportunity and celebration of diversity; - Identify and inform management of any suspected discriminatory act or practice;
- Ensure that the principles of equality and diversity are applied in all dealings with
members of the public, partners and beneficiaries;
6.3 Employees will not:
- Instruct, or pressure others to discriminate unfairly, or discriminate themselves in
response to such instructions or pressure; and - Victimise anyone who has made a complaint alleging that unlawful discrimination
may have taken place.
7. BREACHES OF THE POLICY
7.1 HALO takes a strict approach to breaches of this policy. Such beaches will be dealt with inaccordance with HALO’s disciplinary procedure and may amount to misconduct resulting indismissal.
7.2 Employees who believe that they have suffered discrimination can raise the matter thoughHALO’s grievance procedure. Complaints will be treated in confidence and investigated asappropriate.
7.3 There must be no victimisation or retaliation against employees who complain aboutdiscrimination. However, making a false allegation deliberately and in bad faith will betreated as misconduct and dealt with under HALO’s disciplinary procedure.
8.IMPLEMENTATION AND ACCOUNTABILITY MECHANISMS
8.1 A copy of this policy will be published on the HALO website. HALO will promote this policy toall employees via its induction programme and through training for all employees. Trainingwill be provided in the local language and made accessible to all employees. All staff will begiven the appropriate training in order to carry out their responsibilities in implementing thispolicy. Targeted training relating to emerging diversity and inclusion issues will be provided
as required.
8.2 This policy will be supported by a diversity and inclusion action plan, which is to be reviewedand updated regularly.
8.3 The Senior Management Team have overall responsibility for the effective operation of thispolicy and for ensuring compliance with applicable laws. Directors will therefore activelypromote and encourage the cooperation, involvement and participation of all staff andcontractors in the implementation of this policy. All employees have personal responsibilityfor the practical application of this policy.
8.REVIEW OF THIS POLICY
Effective from 23rd February 2021. This policy will be reviewed at least annually by the Trustees or more frequently if required.