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Workplace equity, diversity and inclusion policy

05/01/2021 16:28
Workforce Environment

PATH is committed to a work environment in which all employees are treated fairly and with respect and dignity. Each employee has the right to work in a professional atmosphere that abides by all applicable labor and wage laws and that promotes equal employment opportunities and prohibits discriminatory practices, including harassment. Therefore, PATH expects that all relationships among persons in the workplace will be lawful; professional; respectful; and free of bias, prejudice, and harassment.

To ensure accountability and transparency, PATH has established internal policies and procedures that provide clear direction regarding labor and wage practices, diversity, harassment, and professional conduct. We follow local laws and regulations regarding these areas and strive to follow evolving best practices. PATH’s HR Business Partners are trained to identify and address these issues, should they arise in the workplace.

PATH values its employees and, in order to fulfill its duty of care, endeavors to protect their health, safety, and security against any reasonably foreseeable dangers in the workplace. PATH will take practical steps in order to fulfill its duty of care for employees whenever they are at work, including while they are in PATH offices and when they are traveling. (More information for PATH staff can be found on our internal Policy Portal and on the Global Facilities, Travel, and Security SharePoint site.)

PATH is committed to deterring all activities that would facilitate or condone abuse, exploitation, or neglect of children who are served by PATH programs or come into contact with PATH personnel implementing those programs. We comply with host country and local child welfare and protection laws and international standards, whichever gives greater protection, as well as US law where applicable. We prohibit all personnel from engaging in child abuse, exploitation, or neglect. We consider child safeguarding in project planning and implementation to determine potential risk to children that are associated with project activities and operations, and we apply measures to reduce the risk of child abuse, exploitation, or neglect, including, but not limited to, limiting unsupervised interactions with children; prohibiting exposure to pornography; and complying with applicable laws, regulations, or customs regarding the photographing or filming of children. We promote child-safe screening procedures for personnel, particularly personnel whose work brings them in direct contact with children. Finally, PATH has a Child Safeguarding policy which requires that personnel and others recognize child abuse, exploitation, or neglect; mandates that personnel and others immediately report concerns regarding violations of this policy and/or applicable law to your HR Business Partner or manager; provides mechanisms for investigating and managing allegations; and confirms that appropriate action will be taken in response to violations, including but not limited to, termination of employment or contract.

PATH is opposed to all forms of trafficking in persons and is committed to mitigating the risk of trafficking in persons in connection with our operations, personnel, and programs. PATH has adopted a Trafficking in Persons policy that prohibits trafficking in persons, procurement of commercial sex acts, and using forced labor and mandates that personnel and others immediately report concerns regarding violations of this policy and/or applicable law to your HR Business Partner or manager. This policy is applicable to all PATH employees, consultants, contractors, subrecipients, and anyone working on behalf of or representing PATH.

07/01/2021 00:45
Updated link:

07/01/2021 00:48
In addition to the content already provided, we\\\'d like to share several recent public statements voicing PATH\\\'s organizational commitment to promoting equity, diversity, and inclusion:

08/01/2021 21:48
Please disregard previous submissions and use only the information provided in this response for our submission. Thank you.

On this criteria, we follow the policy of PATH, which is the managing institution of the RHSC Secretariat. PATH is committed to promoting diversity/inclusion/equality and has specific measures in place to ensure that objective. PATH\'s affirmative action plan for minorities, women, veterans, and people with disabilities is available at:

26/01/2021 19:25
RHSC has specific measures in place to advance diversity across the supply’s arena. Every year, as part of the RHSC General Membership Meeting, a mentorship program takes place to link early career participants with more seasoned supply professionals. RHSC also has policies to increase women’s participation in the supply chain field―a field overwhelming dominated by men―and a gender-sensitive scholarship program to assist young professions, especially young women, pursue courses of study. RHSC is completing a series of videos aimed at encouraging young people and young women to pursue careers in supply chain management.

  • G: Organisation committed to promoting diversity/inclusion/equality and has specific measures in place
  • A: Commitment to promoting diversity and inclusion evidenced by a) aspirational comments and b) listing protected characteristics; and/or is an Affirmative Action Employer (US Federal funds) but does not state what specific measures are in place to promote equality/diversity; Some reporting on diverse characteristics among staff
  • R (Red): Minimal commitment to non-discrimination, consistent with national laws
  • NF: No public references to non-discrimination, or diversity and inclusion
  • NA: Not applicable. For organisations with fewer than 10 FTE staff, we have scored as NA given that we would not expect organisations (nor did we find any) of this size to develop gender, diversity and/or inclusion plans (although we would expect them to be complying with non-discrimination laws). In the future, we would hope to see language in support of equality, diversity and inclusion in the workplace.
  • *Internal policy only; not published online.