Gender Equality Plan (GEP)
Afghanistan LGBTIQ+ Organization (ALO)
1. Introduction
The Afghanistan LGBTIQ+ Organization (ALO) is committed to advancing gender equality, diversity, and inclusion in all aspects of our work. As an organization working with and for marginalized communities, including LGBTIQ+ people in conflict and post-conflict contexts, we recognize that gender is a cross-cutting issue impacting access to rights, safety, and opportunities.
This Gender Equality Plan (GEP) outlines our strategic framework to ensure gender equity within our organization, in our programming, and in the broader ecosystem we influence.
2. Objectives
Promote gender equality and intersectional inclusion internally and externally
Ensure gender-responsive practices in recruitment, management, and decision-making
Collect and use sex- and gender-disaggregated data to inform our programs and advocacy
Prevent and respond to gender-based violence and harassment
Foster an organizational culture that is safe, inclusive, and accountable
3. Key Areas of Action
A. Work-Life Balance and Organizational Culture
We actively promote flexible working arrangements for all staff, including remote work and part-time options
We encourage respectful communication and a zero-tolerance approach to discrimination and harassment
Regular team-building and staff well-being sessions are organized with attention to the needs of women, queer, trans, and non-binary colleagues
B. Gender Balance in Leadership and Decision-Making
ALO is committed to achieving gender parity at all levels of the organization, including the executive and board level
All recruitment panels are gender-diverse and trained in bias-awareness
Leadership roles are open and encouraged for individuals across the gender spectrum, including trans, non-binary, and gender-diverse persons
C. Gender Equality in Recruitment and Career Progression
Job descriptions include gender-neutral language and statements encouraging applications from underrepresented genders
Promotion and advancement processes are transparent and free from gender bias
We ensure equal pay for work of equal value, with regular salary reviews
D. Integration of the Gender Dimension in Our Work
All programs and advocacy efforts are designed using a gender- and intersectionality-informed approach
Monitoring, evaluation, and learning (MEL) frameworks include gender indicators and qualitative/quantitative analysis
We mainstream gender perspectives in our reports, toolkits, and policy recommendations
E. Measures Against Gender-Based Violence and Harassment
ALO has a clear Code of Conduct and internal policy on the prevention and response to sexual harassment, abuse, and exploitation (PSEA)
All staff and volunteers are trained regularly on gender-based violence, consent, and survivor-centered approaches
Safe reporting channels are available, confidential, and accessible to all
4. Monitoring and Accountability
A Gender Equality Focal Point is designated within the organization
We conduct annual internal reviews of progress on gender equality objectives
We collect disaggregated data on staff, beneficiaries, and program reach based on gender, including non-binary identities
Updates to this plan will be made every two years or as required by organizational or external developments
5. Commitment
ALO affirms its commitment to gender equality as central to human rights, social justice, and inclusive peace. Through this plan, we strive to ensure our internal systems, programming, and advocacy reflect the diverse realities of the communities we serve, particularly LGBTIQ+ individuals who face compounded marginalization based on gender.
