TLMGB Gender Equity Policy

  1. Introduction and Purpose

The Leprosy Mission Great Britain (TLMGB) is committed to promoting gender equity and inclusion across all aspects of its work. As a Christian international development NGO, we recognise that gender inequality is both a cause and consequence of poverty, injustice and global health inequalities, and addressing it is essential to achieving our mission of transforming lives and ending leprosy.

In addition, TLMGB is committed to ensuring gender equity within TLMGB’s policies in the UK.

This policy sets out our commitments, principles, and actions to ensure gender equity for our staff and within our programmes overseas.

This policy aligns with international frameworks including the Sustainable Development Goals (particularly SDG 5: Gender Equality) and relevant national legislation.

  1. Definitions
  • Gender: Socially constructed roles, behaviours, expressions, and identities of girls, women, boys, men, and gender-diverse people.
  • Gender Equality: Equal rights, responsibilities, and opportunities for all genders.
  • Gender Equity: Fairness of treatment according to respective needs, which may include equal or different treatment.
  • Intersectionality: Recognition that individuals experience overlapping forms of discrimination (e.g. gender, race, disability).
  • Unconscious Bias: Implicit attitudes or stereotypes that influence decisions and behaviour.
  • Gender-Based Violence (GBV): Harmful acts directed at an individual based on gender.
  • Sexual Harassment: Unwanted conduct of a sexual nature that violates dignity or creates an intimidating or hostile environment.

 

  1. Governance, Accountability and Resources

TLMGB will ensure strong leadership, accountability, and adequate resources to implement this policy.

  • In respect of our staff in the UK, our HR Manager and CEO have responsibility for gender equity
  • In respect of our programmes overseas, we have a dedicated Gender Lead and Head of Programmes & Research who have oversight of gender equity within our programmes overseas.
  • Senior leadership review the gender balance within TLMGB regularly, currently 66% female and 34% male, with the senior management team 75% female / 25% male in the UK.
  • All staff and trustees receive Diversity & Inclusion training within their induction, in addition to refresher training as required.
  • Equity and inclusion are an important part of our partnership agreements and ways of working.

 

  1. Data Collection, Monitoring and Reporting

We are committed to evidence-based action through systematic data collection and monitoring.

  • Gender data is collected and analysed within our overseas programmes and annually in respect of our staff in the UK
  • Key indicators that have a particular gender focus include:
    • Gender distribution across roles and leadership levels at TLMGB
    • Training participation rates for TLMGB staff and partners
    • Leprosy case detection and disability rates
    • Leadership within self-help groups
  • Regular staff surveys on organisational culture and inclusion also assess gender equity.

 

  1. Training and Capacity Building

TLMGB builds staff capacity to promote gender equity.

  • All staff will receive training on gender equality and unconscious bias.
  • Gender equity will be integrated into staff induction processes.
  • Training completion will be monitored, with a target of full participation.

 

 

  1. Work-Life Balance and Organisational Culture

We aim to foster an inclusive and supportive organisational culture.

  • Flexible & part time working arrangements in the UK will be available where feasible.
  • Shared Parental leave & Adoption policies in the UK are inclusive and encourage uptake by all genders.
  • Staff are not disadvantaged due to caregiving responsibilities.
  • Annual staff engagement survey will inform improvements.

 

  1. Gender Balance in Leadership and Decision-Making

We are committed to achieving gender balance in leadership.

  • Efforts will be made to ensure diverse representation in leadership roles.
  • Recruitment processes will aim for gender-balanced shortlists where possible.
  • Selection panels will be diverse where possible.
  • Community based organisations in our programmes will be supported to ensure gender equity within leadership roles.

 

  1. Gender Equality in Recruitment and Career Progression

We will ensure fair and equitable employment practices.

  • Job descriptions and advertisements will use gender-neutral language.
  • Structured and transparent recruitment processes will be used to minimise bias.
  • Equal pay for equal work will be upheld, supported by regular pay reviews.
  • Promotion criteria will be transparent and consistently applied.

 

  1. Integration of Gender into Programmes

Gender considerations will be embedded across all programmes and research activities.

  • A gender analysis is required to be conducted during project design.
  • Implementing partners receive gender equity training as part of project inception and are supported to review programme implementation through a gender lens.
  • Staff are supported to integrate gender perspectives into their work.
  • Programmes include gender-sensitive indicators and outcomes.
  • Monitoring and evaluation frameworks include gender-related data.

 

  1. Prevention of Gender-Based Violence and Sexual Harassment

TLMGB has zero tolerance for gender-based violence and sexual harassment.

  • Safeguarding Policy & Procedures along with a Serious Incident Procedure are in place for reporting and responding to incidents.
  • Confidential and accessible reporting mechanisms are available.
  • All reports will be handled promptly, fairly, and with a survivor-centred approach.
  • Staff will receive training on recognising and preventing harassment and Gender Based Violence.
  1. Implementation Plan

Progress will be tracked and reviewed annually.

 

  1. Review and Continuous Improvement

This policy will be reviewed every 3 years or as needed.

Feedback from staff and stakeholders will inform updates. Continuous learning and improvement will be prioritised to strengthen gender equity across the organisation.

(Reviewed April 2026)