1. Introduction
The Female Cancer Foundation (FCF) is an organization dedicated to eliminating cervical cancer. Given the nature of our mission—to improve the health and rights of women worldwide—gender equality is not only an organizational obligation for us, but a core value that is embedded in all our work.
This Gender Equality Plan (GEP) formalizes FCF’s existing commitment and outlines concrete measures to ensure gender equality: within our organization, in the programs we design and implement, and in our collaboration with local partners worldwide.
This GEP is a formal document approved by the FCF Board. Once adopted, it will be published on the FCF website and made available to all employees, volunteers, and partners. The GEP is reviewed annually by the FCF Board.
2. Organizational Context
FCF works with a small group of volunteers, stakeholders, and consultants. Due to the nature of our work, more than 80% of our board members and staff are women. Women are responsible for the majority of decision-making and financial management.
FCF operates at both the national and international levels. We collaborate with local medical and health centers, communities, and civil society organizations, particularly in low- and middle-income countries (according to the OECD list). Gender aspects are taken into account in the design or evaluation of projects (with the ambition to formalize a gender lens). The gender ratio is considered in decision-making bodies and in team composition/on the work floor.
When recruiting and assembling the team in the Netherlands, we strive for gender balance and equal opportunities. Flexible work arrangements support a healthy work-life balance.
FCF has a zero-tolerance policy regarding harassment, physical integrity, discrimination, and exploitation.
3. Collaboration with local partners
FCF believes that local ownership is the foundation for sustainable change. Programs are designed, implemented, and evaluated in collaboration with the communities and organizations we serve.
3.1 Principles of Partnership
- Local organizations and communities are involved in the design, implementation, and evaluation of projects.
- FCF respects the cultural, social, and political context of its partners and adapts its approach accordingly.
- Decisions regarding local programs are made, as much as possible, in consultation with local women and organizations, including those based in the Netherlands.
- FCF strives for gender-balanced representation in local partnerships and encourages women’s leadership in target communities.
3.2 Gender norms in partner organizations
FCF shares its GEP and code of conduct with local partners and asks them to adhere to equivalent standards regarding gender equality, safety, and non-discrimination. We take a demand-driven approach: our support for partners focuses on capacity building, not on imposing Western standards.
- When entering into new partnerships, we assess whether a partner meets basic standards regarding gender equality and safety (or is willing to develop them).
- Where relevant and appropriate, FCF provides support to local partners in strengthening their own gender policies.
- Local women and community members are actively involved in providing feedback and evaluating projects.
4. Zero-Tolerance Policy
FCF maintains a zero-tolerance policy regarding discrimination, harassment, and exploitation of any kind—including on the basis of gender, race, age, religion, sexual orientation, or disability. This policy applies to all work-related activities, both on-site and remote, including digital and social environments.
Key points of the policy:
- All employees, volunteers, and partners are expected to treat one another with respect, dignity, and professionalism.
- Any form of bullying, harassment, or inappropriate behavior is prohibited.
- Reports of discrimination or harassment are taken seriously and investigated immediately.
- Retaliation against individuals who file a report is strictly prohibited.
- Corrective measures, up to and including termination of employment or partnership, will be taken in the event of confirmed violations.
FCF ensures that this policy is actively communicated. All new employees and volunteers receive an introduction to this policy and the code of conduct upon joining.
5. Governance and Evaluation
The FCF Board is responsible for establishing, implementing, and annually reviewing this GEP. This GEP may be revised as the organization grows, in response to new developments, or when significant changes occur in the organizational context.