Gender Equality Policy
Executive Summary
The Gender Equality Policy of Research and Advocacy for Sustainable Development (RASD) sets a clear, rights‑based framework for embedding gender equality across the organisation’s culture, operations, and programming. It begins by affirming that “Research and Advocacy for Sustainable Development (RASD) is committed to advancing gender equality as a core human right and a foundation for sustainable development,” and positions gender equality not as an add‑on, but as a central pillar of organisational identity and practice.
The policy applies broadly to staff, volunteers, interns, consultants, board members, partners, vendors, and beneficiaries, ensuring that every actor in RASD’s ecosystem is covered by its standards. It defines key concepts such as gender, gender equality, gender equity, gender mainstreaming, intersectionality, and gender‑responsive and gender‑transformative approaches aligned with UN Women, ILO, and CEDAW, providing a shared language for staff and partners.
Organisational commitments include zero tolerance for gender‑based discrimination, equal pay for equal work, transparent recruitment and promotion, and a deliberate push toward gender‑balanced leadership, including striving for at least 30 percent representation of women in decision‑making roles in line with the GEWE Act. The policy also commits to a safe and inclusive work environment, with zero tolerance for harassment and gender‑based violence, and support for pregnant and breastfeeding staff through flexible arrangements and breastfeeding‑friendly spaces. On the programmatic side, the policy requires mandatory gender analysis for all projects, use of sex‑ and age‑disaggregated data, identification of gender‑specific risks, and integration of gender indicators into monitoring and evaluation frameworks. It promotes equitable participation of women, men, girls, and boys, engagement of men and boys as allies, and inclusion of persons with disabilities, with reporting to donors using recognised OECD gender markers.
Roles and responsibilities are clearly assigned: executive leadership must ensure compliance with national and international gender frameworks and allocate resources; Team Leads must integrate gender equality into project cycles, recruitment, pay, grievance systems, and audits; all staff are expected to uphold gender equality principles and challenge discriminatory behaviour. The policy is operationalised through mandatory annual gender equality training, gender‑responsive leadership development, partner capacity building, and integration of gender equality into staff induction and performance evaluations.
Finally, the policy establishes a robust system for reporting, monitoring, and compliance, including annual gender equality progress reports, regular gender audits, and disciplinary consequences for noncompliance. The annexed Gender Analysis Checklist, Gender Audit Tool, and Integrated Action Plan Template provide practical instruments to translate commitments into action, ensuring that gender equality is systematically mainstreamed and continuously improved across RASD’s work.
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Disability Inclusion Policy
Executive Summary
The Disability Inclusion Policy of Research and Advocacy for Sustainable Development (RASD) sets out the organisation’s commitment to ensuring that persons with disabilities are fully included, respected, and supported across all areas of its work.
The policy is grounded in national legislation and international human rights frameworks and positions disability inclusion as a fundamental requirement for equality, dignity, and sustainable development. This policy applies to all individuals connected to RASD, including staff, volunteers, board members, consultants, partners, suppliers, beneficiaries, and visitors. It establishes clear expectations for non-discrimination, equal opportunity, and accessible participation in every aspect of the organisation’s operations and programming. RASD commits to creating an accessible and inclusive environment by removing physical, digital, communication, and programmatic barriers. This includes accessible recruitment processes, reasonable accommodations for staff and participants, and the use of inclusive communication formats. The organisation also prioritises meaningful participation of persons with disabilities in leadership, decision-making, and program design.
This policy outlines standards for accessible workplaces, inclusive employment practices, and disability-responsive programming. It also integrates disability inclusion into safeguarding and complaints mechanisms, ensuring that reporting channels are confidential, safe, and accessible to all. Complaints related to discrimination, harassment, or denial of accommodations are handled promptly and without retaliation. Monitoring and accountability are central to the policy. RASD will conduct annual disability inclusion audits, collect disability disaggregated data, and report progress to leadership and donors.
Responsibilities are clearly defined across leadership, team leads, and all staff to ensure shared ownership of disability inclusion. The policy includes practical tools such as a reasonable accommodation request form and an accessible complaints and reporting mechanism in the annexes. These documents provide structured pathways for requesting support, reporting concerns, and ensuring that responses are timely, fair, and respectful. Overall, the policy demonstrates RASD’s commitment to building an organisation where persons with disabilities can participate fully, access opportunities equally, and contribute meaningfully to sustainable development efforts.
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Child Safeguarding Policy
Executive Summary
The Child Safeguarding Policy of Research and Advocacy for Sustainable Development (RASD) sets a clear and uncompromising standard for how the organisation protects children across all its work. It begins with a simple but powerful commitment: “RASD is committed to ensuring that all children who come into contact with our programs, staff, volunteers, or partners are protected from all forms of abuse, neglect, exploitation, and harm.” This commitment reflects RASD’s identity as a youth‑led organisation working closely with communities, where safeguarding is not optional but essential.
This policy establishes a comprehensive protection framework that applies to everyone connected to RASD, including staff, volunteers, interns, board members, consultants, and partner organisations. It defines key safeguarding concepts in line with the Sierra Leone Child Rights Act (2007) and international child protection standards, ensuring that all personnel share a common understanding of what constitutes abuse, exploitation, neglect, and harm.
At the heart of the policy are guiding principles that shape all safeguarding actions: prioritising the best interest of the child, maintaining zero tolerance for abuse, preventing harm through thoughtful program design, ensuring non‑discrimination, and recognising that safeguarding is a shared responsibility. These principles are reinforced through clear behavioural expectations that outline what is acceptable and what is strictly prohibited. Staff are required to maintain professional boundaries, avoid private interactions with children, and report concerns immediately, while behaviours such as physical punishment, sexual contact, inappropriate communication, or using children for labour are explicitly forbidden.
The policy embeds safeguarding into organisational systems through safe recruitment practices, mandatory background checks, safeguarding‑specific interviews, and compulsory signing of the Child Safeguarding Code of Conduct. It also requires safeguarding risk assessments for all programmes, with enhanced measures for activities involving direct child participation.
A structured reporting and response mechanism ensures that concerns are handled quickly and appropriately. Multiple reporting channels are available, including safeguarding focal points, email, phone, SMS, anonymous boxes, and trusted staff. All personnel are obligated to report concerns without delay. The response process prioritises the child’s immediate safety, documentation, internal assessment, referral to authorities when necessary, and provision of medical, psychosocial, or legal support.
Roles and responsibilities are clearly defined across leadership, management, staff, and partners. Executive leadership oversees implementation and resource allocation; the administrative and finance lead manages reporting and training; and all staff must uphold the policy and report concerns. Partners are required to comply with RASD’s safeguarding standards and allow monitoring. The policy is supported by mandatory induction and annual refresher training, specialised training for child‑facing roles, and community awareness efforts. It also sets standards for child‑safe communication and media, ensuring that children’s identities and dignity are protected in all public materials.
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