Gender Policy

1. Policy Goals

The purpose of this policy is to:

  • Build knowledge and awareness of internationally recognised human rights, including civil and political, economic, social and cultural rights and the rights of women with particular emphasis on gender equality;
  • 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) and its programs.

2. Scope

This policy builds on DTP’s legal obligations to comply with various State and Federal laws relating to gender equality and protection against discrimination, harassment or 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 men and women 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, volunteers, partners and trainers.

This policy recognises that gender perspectives, and the differing needs, concerns and experiences of women and girls and LGBTQI+ people 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 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 from country to country and context to context and should be sensitive to the specific needs and priorities of DTP’s partners.
  • Where issues of conduct occur that are contrary to these values, they will be addressed by DTP with a view to improving understanding and addressing that conduct, where appropriate.
  • Reported incidents of sexual or gender-based discrimination or harassment will be investigated and, if substantiated, the appropriate action will be taken which may include DTP terminating the employment or engagement of any staff or representative found to have engaged in such conduct.

4. Application of Values

DTP will apply the above values in the following way:

  • Ensure that all new staff and volunteers are aware of the contents of this policy when they join DTP by including it in the induction as well as providing relevant resources and support;
  • Apply a gender lens to the planning, implementation and management of all DTP’s social and public events, and to ensure that gender justice is maintained;
  • Apply a gender lens to the management of its international and domestic programs and analyse and address gender issues in all phases of its program development and delivery;
  • Seek the advice and input of partners, working on issues of gender equality and equity, in developing concept notes, planning program content and selecting program participants and trainers;
  • Incorporate gender perspective as part of its organisational development, including through recruitment, the management of performance, internal and external communications and the development of materials;
  • Integrate program content on discrimination and CEDAW to build capacity to effectively challenge gender inequities;
  • Seek the support of organisations and alumni to ensure strong representation of women and transgender 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;
  • Consider the needs of women and transgender participants in the workplace and when selecting venues and accommodation; and
  • Promote equity and equality between genders as part of DTP’s day-to-day activities and ensure that those activities do not promote inequitable gender role relations.

5. Monitoring and Review

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

  • Monitor the conduct of staff in relation to gender-related behaviour, including through DTP’s performance management processes;
  • Include gender disaggregated data in its annual and program reports;
  • 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 audit on a three-yearly basis, in association with its DFAT accreditation processes; and
  • Review this policy every three years or any such earlier time as needed.


Date of Adoption: 9th July 2019
Renewed: 9th July 2021