ACFID and the RDI Network respectfully acknowledges all Aboriginal and Torres Strait Islander Traditional Custodians of Country and recognise their continuing connection to land, waters, culture and community. We pay our respects to Elders past and present.
Changes made to the Code’s Quality Assurance Framework are in khaki.
These changes will take effect for ACFID members as of 31 December 2019, and are a result of the ACFID Review into Prevention of Sexual Exploitation & Abuse.
Policy, statement or guidance document that commits the Member to promoting gender equality and equity and to non-discrimination in regard to gender identity. This policy should address how these are prioritised and advanced within organisational programming as well as within the organisation’s internal operations.
All people have the right to equality and to live a life free from discrimination on the basis of their gender. A commitment to gender equality and equity is grounded in globally agreed human rights principles, including non-discrimination. It is based on international instruments, in particular the Convention on the Elimination of all forms of Discrimination Against Women (CEDAW). Attention to gender equality is also reflected in the SDGs, including Goal 5 which calls on the world to achieve gender equality and empower all women and girls; and Goal 10 which seeks to reduce inequality within and among countries. Gender inequality is a root cause of many barriers to sustainable development. It intersects with and exacerbates other factors contributing to marginalization, including race, religion, ethnicity, indigeneity, disability, age, displacement, caste, sexuality, sexual orientation, poverty, class and socio-economic status.
A formal policy provides an important statement of the organisation’s commitment to gender equality and equity and can be used to communicate this commitment to internal and external stakeholders. Internally it ensures the leadership and staff are committed and accountable and dedicate the appropriate resources to fulfil the organisation’s commitment to gender equality and equity. It also provides a clear message to external stakeholders of the organisation’s commitment.
For an example of a gender policy refer to the Resources Section below. If you use this policy to inform your own, remember to adapt it to your organisation’s circumstances.
The following Good Practice Indicators describe a higher standard of practice than that set out in the Compliance Indicators. While Members do not need to meet the Good Practice Indicators to be considered compliant with the Code, they will self-assess against these indicators once every three years. This provides a clear pathway for Members to strengthen and improve practice over time.