GED Strategies and Policies to prevent PSEA CARE NEPAL Urmila Simkhada – GIE Advisor / Prajana Waiba Pradhan – HR & OD Coordinator

Overview CARE Nepal supports this principle strongly, and utilizes appropriate instruments and tools to ensure social and gender inclusion in all its initiatives. It is committed to the principles and practice of equal employment opportunity and excellence through promoting gender equality and diversity (GED) in recruitment, retention, promotion and development. CARE Nepal believes in the worth and dignity of the staff and the people with whom we work, and respects the rights of each person to work in an environment that is free of harassment, exploitation, and discrimination and seeks to ensure the same in all of our work with communities and partners.

CARE Nepal has a Gender responsive and Inclusive HR Policy Gender Equality and Diversity (GED) training / orientation at organizational level to orient staff about gender equality and diversity. Due to the gender specific vulnerability of women, special safety arrangements, as appropriate, is made for the following situations: Working late hours Travel to isolated or troubled locations Flexi Hours Regular office hour respected - staff not be encouraged to work late hours and on weekends unless it is absolutely required Official gatherings or get-together programs (like partners meetings, visitor welcome parties, farewells and other official gatherings) should in principle be organized during office hours. Gender Equality and Diversity Sensitivity

Gender Audit Conducted (2010 & 2014) Preparation of GESI Strategy in progress (last stages) Special facility for women with new babies Affirmative action in recruitment Special Internships for Dalit Women Provision of Baby rooms Women’s Forum Participation and membership in the Asia Women Leadership Program Maternity & Paternity leaves Respect various cultural and religious events International Women’s day celebrated to institutionalize gender equality at organizational level

Prevention of Sexual Exploitation and Abuse CARE Nepal believes in the worth and dignity of the staff and the people with whom we work, and respects the rights of each person to work in an environment that is free of harassment, exploitation, and discrimination and seeks to ensure the same in all of our work with communities and partners. There are two significant manifestations of sexual harassment in the workplace: Abuse of authority: A demand by a person in authority for sexual favors in exchange for work related benefits (e.g. a benefit increase, a promotion, training opportunity, a transfer or the job itself) is prohibited. Creating a hostile environment: This refers to any unwelcome sexual advance, request for sexual favors or other verbal or physical conduct of a sexual nature, which interferes with an individual’s work performance or creates an intimidating, hostile, abusive or offensive work environment. Harassment is viewed from the perspective of the complainant, therefore it is important to regard the impact of the action rather than intention of the accused and that it is unwelcome to the recipient.

Strategies for PSEA and Child Protection Code of Conduct for Staff and Partners including Zero Tolerance Induction for all new staff on PSEA policies with refresher orientations Specific training on prevention of sexual harassment at workplace Roll out and implementation of Child Protection Policy Complaint Handling Mechanism in place – Internal and External Standing Committee Hotline complaint number (CARE and Partners) Whistle Blower Direct line and to Country Director Women’s Forum

Implementation of the GED sensitivity provision Internalization of HR policies by staff Inability to attract women / candidates belonging to ethnic minorities to encompass inclusion Balance in geographical representation Provision of differently-abled person friendly infrastructure Affirmative Action vs Meritocracy Challenges

Social Inclusion within Gender Equality (e.g. participation of Dalit women, Janajati women and Ethnic minorities) Distinguish between “urgent” and “ important” to balance work-life issues – accountability of supervisors as well as women having a dual role (due to patriarchal society) Career development an issue effecting leadership Difficult to cope due to multi ethnic environment (Nepal has over 106 different ethnic groups with more than 32 different spoken languages)

Total Staff Strength: 271

Social Inclusion - Male

Social Inclusion - Female

Distribution of Male Staff

Distribution of Female Staff

Distribution of Leadership ESLT: Extended Senior Leadership TeamSLT: Senior Leadership TeamSMT: Senior Management Team