Part of the ASF policy framework, aligned with the equivalent PHIG policy. To raise a concern: see the ASF Complaints and Reporting Channel.
ASF recruits, pays, promotes and serves people on merit and need alone, and builds gender equality into its work. Owner: Operations Liaison, Gender Focal Point.
Framework: the French Constitution and the European Convention on Human Rights, French anti-discrimination law and the Law on the Elimination of All Forms of Discrimination, French gender equality law and the French Labour Code (Code du travail).
Equal opportunity statement
ASF does not discriminate on grounds of sex, gender identity, sexual orientation, race, ethnicity, nationality, language, religion or belief, political opinion, disability, health status (including HIV status), age, marital or family status, pregnancy, social origin, migration status or any other status. This applies to recruitment, pay, training, promotion, discipline, dismissal and access to our services.
Commitments
- Recruitment: job descriptions based on essential requirements; diverse interview panels where possible; reasonable adjustments for candidates with disabilities.
- Pay: equal pay for work of equal value, reviewed every year.
- Workplace: flexible arrangements for caring responsibilities; maternity, paternity and parental leave at least as required by law.
- Programmes: sex- and age-disaggregated data in all projects; gender analysis in project design; attention to how health, migration and occupational risks differ for women, men and gender-diverse people.
- Research and publishing: Georgian Medical Journal authors are asked to report sex and gender following the SAGER guidelines.
- Accessibility: buildings, events and digital content made accessible wherever practical.
Monitoring
The Safeguarding and People Lead reports to the Board each year on staff composition by gender, pay gap, complaints received and how they were resolved.