Gender Equality Policy

ACSTD is committed to advancing gender equality across its workplace, operations, research, and outreach. Gender equality is not only a basic right but also essential for inclusive growth, innovation, and excellence. This Gender Equality Policy (GEP) builds on ACSTD’s values of integrity, inclusivity, and impact, and aligns with global standards for equality in research and professional practice.

 

Governance & resources

• Responsibility: The Director of ACSTD is accountable for the implementation of the GEP.
• Gender focal point: A designated staff member or advisor will act as the Gender and Inclusion lead.
• Resources: A proportion of staff time and a small budget line are reserved for activities such as training, monitoring, and awareness campaigns. When needed, ACSTD will contract external gender experts to strengthen capacity.

Data collection, monitoring & evaluation

• Disaggregated data: Gender-disaggregated data on staff, researchers, and contributors will be collected annually.
• Indicators: Key indicators include representation in leadership, research outputs, and event participation.
• Annual review: The GEP will be reviewed every year, with progress and gaps noted in ACSTD’s annual reporting.

Objectives & measures

1. Workplace equality

• Promote balanced gender representation at all levels, including leadership and decision-making roles.
• Ensure recruitment and career progression processes are gender-sensitive and transparent.
• Enforce zero tolerance for gender-based violence, harassment, or discrimination, with clear and confidential reporting channels.

1. Research & policy integration

• Systematically integrate gender perspectives into ACSTD’s research, operations, publications, and policy advice.
• Apply an intersectional approach, recognising how gender intersects with ethnicity, class, geography, and other identities.
• Ensure gender balance in panels, events, and research outputs.

1. Training & awareness

• Provide regular training for staff and associates on gender equality and unconscious gender bias, tailored to both team members and decision-makers.
• Include gender sensitivity as part of induction for all new staff.
• Encourage partners and collaborators to adopt similar standards.

1. Work-life balance & organisational culture

• Support flexible working arrangements where feasible.
• Promote a culture of respect, inclusion, and wellbeing.

Accountability & transparency

• Leadership role: The Director ensures accountability and endorses this GEP.
• Public reporting: A summary of progress is shared annually with stakeholders.
• Continuous improvement: Feedback from staff, partners, and beneficiaries is used to update measures.

Public accessibility

This is a formal public document, signed by the Director, and available on ACSTD’s official website: www.acstd.org.