Gender Equality & Inclusion Po...

Gender Equality & Inclusion Policy of FBTF

1. Introduction

Future Bridge Tech Foundation (FBTF) is committed to promoting gender equality and inclusion in all aspects of its operations, programs, and partnerships. We recognize that gender equality is not only a fundamental human right but also a necessary foundation for a peaceful, prosperous, and sustainable world. Our commitment extends to ensuring that women, men, youth, and marginalized groups have equal opportunities to participate, lead, and benefit from our initiatives.

2. Purpose of the Policy

This policy provides a framework for promoting gender equality and inclusion across all levels of the Foundation’s work. It guides staff, volunteers, partners, and stakeholders in ensuring that no one is discriminated against on the basis of gender, age, disability, ethnicity, religion, or socio-economic background.

3. Scope

This policy applies to:

·         All staff, board members, and volunteers of FBTF.

·         All programs, projects, and activities implemented or supported by FBTF.

·         All partner organizations, contractors, and stakeholders working with FBTF.

4. Policy Objectives

FBTF seeks to:

1.      Promote equal participation of women, men, and marginalized groups in decision-making and leadership.

2.      Ensure fair representation of all genders across governance, management, and program levels.

3.      Integrate gender perspectives in project design, implementation, monitoring, and evaluation.

4.      Create safe and inclusive spaces where everyone is respected and valued.

5.      Challenge gender stereotypes and harmful social norms that hinder equality and empowerment.

6.      Encourage education, technology access, and innovation that empower women and underrepresented groups.

5. Guiding Principles

FBTF’s approach to gender equality and inclusion is guided by the following principles:

·         Equity: Ensuring fairness by recognizing and addressing unequal starting points.

·         Empowerment: Strengthening the capacity of all individuals to make informed decisions and act on them.

·         Participation: Promoting active engagement of all genders in planning and implementation.

·         Non-Discrimination: Rejecting any form of gender-based bias or exclusion.

·         Accountability: Holding all staff and partners responsible for upholding gender equality standards.

6. Key Areas of Action

6.1 Leadership and Governance

·         Ensure gender-balanced representation in leadership and Board structures.

·         Provide leadership training and mentorship opportunities, particularly for women and youth.

6.2 Recruitment and Human Resource Practices

·         Promote equal opportunities in hiring, remuneration, and career advancement.

·         Apply gender-sensitive recruitment processes and prevent discrimination in the workplace.

·         Encourage flexible work arrangements that support work-life balance.

6.3 Programs and Projects

·         Conduct gender analysis during program design to identify specific needs and barriers.

·         Ensure that all projects contribute to reducing gender gaps and promoting inclusivity.

·         Collect and analyze sex-disaggregated data to track progress on gender equality outcomes.

6.4 Capacity Building

·         Provide regular training on gender equality, inclusion, and anti-discrimination for staff and volunteers.

·         Build the capacity of partner organizations to mainstream gender equality in their operations.

6.5 Communication and Advocacy

·         Use inclusive language and representation in all communication materials.

·         Advocate for gender equality and inclusion at community, institutional, and policy levels.

6.6 Protection and Safety

·         Ensure a zero-tolerance approach to gender-based violence, harassment, or exploitation.

·         Implement clear reporting and response mechanisms for any incidents of discrimination or abuse.

7. Roles and Responsibilities

·         Board of Directors: Provide oversight and ensure organizational compliance with this policy.

·         Executive Director: Lead implementation, monitor progress, and report annually to the Board.

·         Program Managers and Staff: Integrate gender perspectives into program planning and delivery.

·         Volunteers and Partners: Uphold gender equality and inclusion principles in all engagements.

8. Monitoring and Evaluation

FBTF will:

·         Establish measurable gender and inclusion indicators for all programs.

·         Regularly assess progress through internal reviews and evaluations.

·         Share outcomes and lessons learned in annual reports and stakeholder meetings.

9. Accountability and Compliance

Non-compliance with this policy, including acts of discrimination or harassment, will result in disciplinary measures as outlined in the Foundation’s Code of Conduct and HR policies.

10. Review of Policy

This policy shall be reviewed every two (2) years or as needed to ensure continued relevance and alignment with international gender equality standards and best practices.

Approved by: The Board of Directors
Effective Date: 17-10-2025