GH5050 Self-Assessment 2019
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Global Health 50/50
2019 Organisational Self-Assessment
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This Self-Assessment is aligned with the framework of the 2019 Global Health Report 'Equality Works'. It aims to support organisations that were not reviewed in the 2019 Global Health 50/50 Report, yet are interested in assessing their own performance on gender and gender equality.

GH5050 places particular emphasis on the value of transparency; its annual reports review publicly available documents. GH5050 urges organisations to place its policies, particularly human resources policies, in the public domain, which sends a signal about organisational priorities, facilitates employees' access to essential information and enables public scrutiny and external accountability.

Organisations are encouraged to explore a range of resources on the GH5050 site that aim to support organisations to strengthen their performance, including the 2019 Report Recommendations, a list of Recommended Resources and a range of How To guides.

Send us your questions at info@globalhealth5050.org

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Organisations are invited send this completed form to Global Health 50/50 (info@globalhealth5050.org) for publication on its site.

Final results in print-friendly format and GH5050 recommendations can be found on the second tab of this worksheet.
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View the resources above at www.globalhealth5050.org/resources
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Read the Global Health 50/50 2019 Report Equality Works
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Organisation:
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Headquarters location (Country):
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Staff size:
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For each question below, please select one option only unless otherwise indicated.
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Part 1. GH5050 Core Variables
These variables are reviewed annually.
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1. Has your organisation made a public statement or commitment to gender equality?Score
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Yes, it has made a public commitment to gender equality in a key corporate policy document. The organisation refers to gender as relating to both men and women or mention gender mainstreaming in policy and planning.Green (G)
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Yes, it makes a public commitment to gender equality with a focus on women and girls. Green/Purple (Gp)
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Yes, it is a signatory to the Women's Empowerment Principles. Green/WEPs (Gw)
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The organisation works on women’s health and wellbeing but makes no formal commitment to gender equalityAmber (A)
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There is no mention of gender in organisation's corporate policies, but organisation does have a general commitment to diversity and inclusion Red (R)
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There is no mention of gender in organisation's corporate policies, but organisation does make a general commitment to the SDGsRed/SDGs (Rs)
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2. Does your organisation define gender in its institutional policies in a way that is consistent with global norms?
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The definition is consistent with the WHO or UN Women definition of gender*Green (G)
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The definition is consistent with WHO or UN Women definition, and includes a reference to transgenderGreen 1 (G1)
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The definition is consistent with WHO or UN Women definition, and is in relation to healthGreen 2 (G2)
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Gender is defined with a primary focus on women and girls, or gender-related terms are defined but not ‘gender’Amber (A)
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No definition of gender providedRed (R)
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*See definition of gender here: https://globalhealth5050.org/glossary/
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3. Does your organisation have a workplace policy on gender equality?
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There is a gender or diversity affirmative policy in place with specific measures to improve gender equality and/or support women’s careersGreen (G)
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There is a plan/policy that promotes diversity and inclusion, but not explicitly equality, and there are specific strategies in place for diversity and inclusionGreen/Diversity&Inclusion (DI)
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There is a stated commitment to gender equality and/or diversity in the workplace (above the legal requirement) but no specific measures to carry out commitmentsAmber (A)
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The policy is compliant with the law but makes no additional commitment to advancing gender equality in the workplace = "we do not discriminate"Red (R)
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There is no reference to workplace gender equality in key corporate policiesN/A (Red)
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Additionally check box if policy is publicly available online
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Additionally check box if policy contains specific mention of no discrimination based on gender identity/other mention of inclusion of transgender
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4. Does your organisation mention gender in their core strategic and/or programming documents?
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There are programmatic strategies with a gender focus and that are inclusive of women and men, girls and boysGreen (G)
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There are programmatic strategies with a gender focus but predominantly focus on women and girlsGreen/Purple (Gp)
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There are programmatic strategies with a predominant focus on women and girls with no mention of genderAmber (A)
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There is no mention of gender in programmatic strategiesRed (R)
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Organisation does not perform programmatic work. Not applicable (NA)
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Additionally check box if document(s) is publicly available online
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Additionally check box if programmatic strategy mentions transgender health
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5. Does your organisation disaggregate its monitoring and evaluation data by sex?
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Organisation disaggregate data related to programmatic delivery (i.e. reported as men/women and boys/girls); or require disaggregation in the programmes they support or provide a gender analysis of their workGreen (G)
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Data disaggregation is limited to what percentage of beneficiaries are women and girlsAmber (A)
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Organisation state a commitment to sex-disaggregated data but do not report itAmber 1 (A1)
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Organisation make no mention of sex-disaggregated data and do not reportRed (R)
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Additionally check box if organisation sex-disaggregate data and report on transgender health
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6. Does your organisation have gender parity in its senior management?
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45-55% of senior management are women, or a difference of oneGreen (G)
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35-44% of senior management are womenAmber (A)
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56-100% of senior management are womenAmber 1 (A1)
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0-34% of senior management are womenRed (R)
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7. Does your organisation have gender parity in its governing board?
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45-55% of the governing board are women, or a difference of oneGreen (G)
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35-44% of the governing board are womenAmber (A)
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56-100% of the governing board are womenAmber 1 (A1)
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0-34% of the governing board are womenRed (R)
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8. What is the gender of the Executive Head of the organisation?
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WomanWoman (W)
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ManMan (M)
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Transgender or otherOther (O)
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9. What is the gender of the Board Chair?
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WomanWoman (W)
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ManMan (M)
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Transgender or otherOther (O)
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Part 2. Sexual Harassment Policy
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See pgs 57-64 in the GH5050 2019 Report for further information about elements of comprehensive sexual harassment policies [Link].
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The GH5050 website provides additional resources to support organisations in developing and strengthening sexual harassment policies [Link].
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10. Is your organisation's sexual harassment policy publicly available online?
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Yes, available onlineOnline (O)
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No, policy is internal and not available onlineNot online (NO)
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Organisation does not have a sexual harassment policyNo policy (NP)
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11. Commitment and definition: How many of the following features does the policy possess?

1 - statement of the organisation’s zero-tolerance approach to sexual harassment
2 - definition of sexual harassment that meets GH5050 requirements of a definition*
3 - detailed examples of conduct that constitutes sexual harassment
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*A definition of sexual harassment should include the following three conditions: (1) the conduct is unwelcome; (2) the conduct is of a sexual nature (3) either submission to/rejection of the unwanted conduct is made either explicitly or implicitly a term or condition of an individual's employment; the conduct interferes with an individual's work performance or creates an intimidating, hostile, degrading, humiliating or offensive environment.
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See the GH5050 glossary for the UN Chief Executives Board definition of sexual harassment.
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See page 62 of the GH5050 2019 Report for more examples of definitions of sexual harassment.
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Policy possesses all three elementsGreen (G)
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Policy possesses 1-2 elementsAmber (A)
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Policy possesses none of the aboveRed (R)
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