Gender Policy

1. Policy Goals

The purpose of this policy is to:

Build knowledge and awareness of internationally recognised human rights, with a particular emphasis on gender equality and women’s rights;
Contribute to the capacity of women and gender minorities, and their advocates, to claim their rights and address discrimination; and
Apply these values at an organisational level across the Diplomacy Training Program (DTP), including to its operations, programs and culture.

2. Scope

This policy builds on DTP’s legal obligations to comply with various Australian State and Federal laws relating to gender equality and protection against discrimination, harassment and violence.

DTP also operates within a sectoral context that is shaped by the Australian Council for International Development’s Code of Conduct. DTP is committed to promoting, and respecting, international human rights standards.

As an Australian NGO accredited by Australia’s Department of Foreign Affairs and Trade (DFAT) and its Australian NGO Cooperation Program, DTP is required to adhere to international standards such as the Universal Declaration of Human Rights and the Convention on the Elimination of all forms of Discrimination Against Women (CEDAW).

DTP is committed to ensuring gender equality in all areas of the organisation, including staffing, governance, management and decision-making, giving all people equal opportunity to shape the organisation and its work.

This policy applies to anyone who represents DTP and DTP’s programs and activities. This includes, but is not limited to, DTP’s Board of Directors, staff, contractors, consultants, volunteers, partners and trainers.

This policy recognises that the perspectives, and the differing needs, concerns and experiences of different genders should be addressed in all aspects of DTP’s programs and activities, including governance, organisational development, program design and planning, and engagement with stakeholders.

This policy operates in conjunction with DTP’s other policies and procedures, including its Code of Conduct and Equal Employment Opportunity Policy.

3. Values

The following values guide DTP’s activities:

Gender equality and female empowerment are universally recognised as core development objectives, fundamental for the realisation of human rights and key to effective and sustainable development outcomes.
DTP defines gender as a social construction based on different relationships of power and privilege. DTP views gender equity as key to achieving social justice. This means understanding the issues of gender, class, race, culture, sexual orientation and gender identity and how they manifest and intersect within various societal contexts.
Gender equity is more than the elimination of discrimination to ensure equal treatment between genders, it requires ensuring gender is recognised and that appropriate (and possibly differing) responses are taken to enable equity of outcomes and achievement for both genders.
The goals, priorities and strategies for promoting and realising gender equity will vary in different places, depending on the country context and should be sensitive to the specific needs and priorities of DTP’s partners.
Where conduct is alleged that is contrary to these values, it will be investigated by DTP. If substantiated, DTP will address and remedy the conduct, as appropriate. Appropriate action may include (among other things) DTP terminating the employment or engagement of any staff or representative found to have engaged in such conduct. Measures will be taken to prevent similar conduct occurring in the future.

4. Application of Values

DTP will apply the above values in the following way:

4.1 Internal operations

Ensuring that all staff, volunteers and board members are familiar with this Gender Policy. For new staff, volunteers and board members, the policy will be presented as part of their induction, along with additional relevant resources and support;
Incorporate gender perspectives as part of its organisational development, including through recruitment, performance management, internal and external communications and the development of materials;
Supporting women’s leadership at all levels of DTP and setting targets for recruitment, retention and promotion of women, where there are imbalances;
Build staff capacity and understanding to achieve stronger gender outcomes; and
Promote equity and equality between genders as part of DTP’s day-to-day activities.

4.2 Program design, planning and implementation

Apply a gender lens to the identification, planning, implementation and management of all DTP’s social and public events and programs, both international and domestic, to ensure that gender justice is a priority;
Seek out and work in partnership with human/women’s rights organisations, networks and movements in developing concept notes, planning program content and selecting program participants and trainers. Wherever possible, DTP will partner with organisations whose gender equality and equity objectives are aligned with DTP’s;
Identify and assess the gender related risks and issues of DTP’s programs and projects and identify mitigation strategies, which will be incorporated into project risk assessments;
Integrate program content on anti-discrimination and CEDAW to build capacity to effectively challenge gender inequities;
Seek the support of organisations and alumni to ensure strong representation and inclusion of women, transgender and/or gender diverse people in programs;
Seek gender balance and the inclusion of participants working on issues of gender equality in the selection criteria for participants;
Support participants in undertaking gender-responsive planning, implementation and evaluation of their work; and
Consider the needs of women, transgender and gender diverse participants in the workplace and when selecting venues and accommodation.

5. Monitoring and Review

Administration and Program Support Officer is responsible for managing and maintaining this policy, with support from the Executive Director and the Board.

DTP is committed to monitoring and reviewing the effectiveness of the policy as part of its commitment to continuous improvement. DTP will:

Monitor the conduct of staff and management in relation to gender-related behaviour on an ongoing basis, including through DTP’s performance management processes;
Include gender disaggregated data in its annual and program reports and in the ED’s reports to the DTP Board;
Monitor the language and content of gender related material that DTP intends to publish, including internal and external communications originating from DTP;
Undertake an organisational gender review on a three-yearly basis, in association with its DFAT accreditation processes; and
Revise and update this policy every three years, or earlier as needed. Any updates or revisions must be endorsed by the Executive Director before being submitted to the DTP Board, for approval.

Date of Adoption: November 2025
Overall Policy Review and Update: 2nd December 2025