Gender Equality Plan - ISAR-Germany Stiftung gGmbH
1. introduction & objective
ISAR-Germany is committed to humanitarian aid, disaster relief and international cooperation. With this Gender Equality Plan (GEP), the organisation is committed to equal opportunities, diversity and inclusion.
The goals are:
- Equality of women, men and non-binary persons in all organisational areas.
- Reduction of structural disadvantages.
- Promotion of a diverse management culture.
- Ensuring gender mainstreaming in all projects, programmes and assignments.
2. analysis & initial situation
- Employees & volunteers: Review of the current gender ratio in full-time, part-time and voluntary work.
- Management levels: Recording the representation of women and men in management positions.
- RemunerationAnalyse salary structures and daily rates to identify gender pay gaps.
- Project work: Check whether projects are planned and evaluated in a gender-equitable manner.
3. fields of action & measures
3.1 Gender equality in the organisation:
- Introduction of a monitoring system to record gender ratios.
- Gender-appropriate job advertisements (incl. neutral language, flexible working models).
- Transparent promotion and appointment procedures.
- Promotion of mentoring and coaching programmes for women and non-binary employees.
3.2 Compatibility of family, voluntary work and career:
- Flexible working hours and mobile working options.
- Support with parental leave & re-entry.
- Recognition of care work in deployment planning.
3.3 Gender mainstreaming in projects:
- Checklists for gender-appropriate needs analyses in international assignments.
- Gender protection concepts in emergency aid and disaster relief operations (e.g. safe spaces for women and children).
- Gender perspective in partnerships and capacity-building programmes.
3.4 Prevention & protection:
- Code of Conduct with a zero-tolerance policy towards discrimination, harassment and violence.
- Anonymous reporting systems for discrimination and sexual harassment.
- Regular training on gender awareness, diversity & inclusion.
3.5 Communication & visibility:
- Gender-appropriate language in all internal and external publications.
- Visualisation of role models (e.g. women in leadership and operational roles).
- Reporting on progress in the annual Gender Report.
4. responsibilities
- Management: Strategic management and provision of resources.
- Gender OfficerCoordination, monitoring and contact person.
- All employees & volunteers: Implementation in everyday life and in projects.
5. monitoring & evaluation
- Annual reporting on progress and challenges.
- Key figuresGender relations, management positions, pay gap, participation in training courses.
- External evaluation every 3 years to review effectiveness.
6. schedule
- Year 1: Inventory, appointment of gender officer, introduction of monitoring system.
- Year 2: Initial measures (training, guidelines, pilot projects).
- Year 3-4: Evaluation, adjustments, stabilisation in all areas of work.
- From year 5: Integration into organisational strategy & external impact measurement.
7. sustainability
The Gender Equality Plan is a living document and is regularly updated. It is intended not only to promote internal equality, but also to strengthen ISAR-Germany's work in international projects by consistently taking gender aspects into account.