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Report on – 33rd IC Resolution 5: Women and leadership in the humanitarian action of the International Red Cross and Red Crescent Movement (33IC/19/R5) – Australian Red Cross

  1. هل الدولة/ الجمعية الوطنية/المؤسسة أدرجت الالتزامات الواردة في هذا القرار في الخطط الاستراتيجية أو التشغيلية ذات الصلة؟


    أُدرجت الالتزامات في كل مما يلي
    الخطط التشغيلية

    على المستوى الدولي, المستوى الإقليمي, المستوى الوطني المستو

    Domestic Work ARC has adopted a new Strategy (valid until June 2027). Our strategic goals are aligned to Impact, Brand, People, Revenue and Organisational Foundations. The People goal is relevant for this report and ARC will invest in new capabilities in ‘Our People (Skills, Culture, Inclusion, Diversity)’, specifically our goal to be a ‘[w]elcoming, inclusive organisation reflecting the diversity of our communities (focus on First Nations peoples)’. ARC embraces diversity and actively fosters inclusion through the diversity of our people. Our culture is underpinned by respect, belonging and connection. We employ, support and provide opportunities to current and prospective employees in a way that is inclusive of disability, gender identity, gender expression, sexual orientation, relationship status, age, culture, ethnicity and faith. ARC has demonstrated a strong commitment to increasing our capability and capacity with respect to inclusion and diversity more broadly, by appointing a Head of Inclusion & Diversity to the Executive Team on 19 July 2021. This was closely followed by the creation of a small team to deliver on our commitments, with the appointment of an Inclusion & Diversity Project Lead (25 October 2021) and an Inclusion & Diversity Manager (8 November 2021). Please note that ARC is intentionally taking a broader lens to inclusion and diversity which includes gender, but also many other characteristics. ARC’s 2020-2021 Workplace Gender Equality Reporting, indicates that we have achieved a desirable gender balance in leadership roles. ARC people (staff, members and volunteers) are 70%+ female. ARC’s Board is chaired by a man with 9 female Directors and 6 male Directors. The CEO is male, but the Executive team is made up of 10 women and 5 men, and the extended Leadership Group (including the Executive) includes 18 women and 10 men. Additionally, embracing a broader approach to inclusion and diversity will help ARC to remain a relevant, credible actor in Australia, and within the Movement. It is worth noting that the International Red Cross & Red Crescent Movement was established within a western cultural and normative context. For ARC to live up to its Inclusion & Diversity ideals, it must: • broaden the diversity of ARC people to reflect the diversity of people in Australia • adopt aligned program approaches (e.g., place-based, locally-led work) • ensure systems apply equitably and that procedures are, to greatest possible extent, free from bias and barriers, and • create an inclusive and welcoming culture where all Red Cross people feel they belong. ARC does have initiatives underway to ensure women are represented at decision-making levels in an equal and meaningful way. These include: - A Gender Pay Gap paper that went to ARC’s Nominations and Remuneration Committee on 12th October 2021, detailing that ARC’s gender pay gap is below the National and Health and Social Assistance Industry benchmarks; - The Accelerate Leadership Program, now in its first year, which is run by ARC in partnership with Melbourne Business School. Accelerate is facilitated once a year with 34 participants in each session. The program is designed to support aspiring women in ARC who are keen to make greater impact through greater leadership opportunities. International Work As a part of its work on protection, gender and inclusion (PGI) in the Asia Pacific region, Australian Red Cross is committed to working with our National Society partners to increase diversity of their leadership and governance, including increased gender diversity. Australian Red Cross funded the development of a Guidance Note on Equal Opportunities for Leadership through the IFRC Asia Pacific Regional Office. This note forms the basis of a workshop package that can be used by National Societies to identify opportunities and barriers to increasing diversity among their leadership and governance representatives. The packages is currently being piloted in Fiji and the Maldives. Australian Red Cross continues to be an active member of the GLOW Red Network and has supported women leaders within the Asia Pacific region to participate in GLOW Red activities and initiatives. Australian Red Cross has furthermore provided technical and financial support to National Society partners in the Asia Pacific to strengthen the capacity and profile of women leaders in disaster risk management. This has included work to support National Societies to engage with their relevant disaster management authorities to identify pathways for women leaders across the disaster risk management continuum.

  2. هل الدولة/ الجمعية الوطنية/المؤسسة تعمل مع شركاء آخرين من أجل تنفيذ الالتزامات الواردة في هذا القرار ؟


    عملت في شراكة مع:
    اللجنة الدولية للصليب الأحمر / الاتحاد الدولي
    جمعيات وطنية أخرى للصليب الأحمر أو الهلال الأحمر
    غير ذلك

    أمثلة على التعاون مع شركاء:
    Domestic Work A key initiative involved undertaking an organisational-wide Inclusion & Diversity Review, which commenced in early December 2021. The Review was conducted by Myriad International Consulting Services in collaboration with the Healing Foundation, and governance was led and guided by a working group comprised of ARC Board members, the CEO and members of the Executive Team. The Inclusion & Diversity Review adopted an intersectional framework to understand experiences in meaningful ways. We sought to learn how personal identity intersects with social systems and structures within ARC, to influence experiences of inclusion and exclusion. Particular consideration were given to structural and systemic barriers to inclusion across organisational policies, pathways, practices and governance and how ARC’s organisational culture is experienced (and reported) by staff, members and volunteers. The viewpoints and experiences of Aboriginal and Torres Strait Islander and culturally diverse staff, members and volunteers were an initial priority, to ensure that Aboriginal and Torres Strait Islander staff, members and volunteers have confidence that they can engage and contribute in spaces which are trauma aware and healing informed. A complementary activity to the Review, is a piece of work to define what Diversity, Inclusion, Equity and belonging mean at ARC. The intention is to create a shared understanding, and a strong foundation to underpin all Inclusion & Diversity work. Understanding the diversity if all ARC people is key to understanding the demographic mix of an organisation – how well the diversity of the Australian population, and people and communities supported is reflected. Good data can help to proactively address issues, measure progress, and capitalise on opportunities. If inequality is hidden or subtly ingrained in an organisation, it isn’t spotted, let alone changed. The outcomes from the Review and related initiatives have informed the development of a new Inclusion and Diversity Policy, currently in draft. ARC is also working closely with Reconciliation Australia and Arrilla Indigenous Consulting as a critical friend, in the development of our next ARC Reconciliation Action Plan. International Work As outlined above, the IFRC Asia Pacific Regional office has been a key counterpart in the development of the Guidance Note on Equal Opportunities for Leadership and its accompanying workshop package. Australian Red Cross has worked with our National Society partners in the Asia Pacific region to identify opportunities to increase diversity of their leadership and governance representatives. This has also included work with the GLOW Red Network.

  3. هل واجهتم أية تحديات في تنفيذ الالتزامات الواردة في هذا القرار ؟


    تحديات بشأن:
    غياب دعم القيادة
    تضارب الأولويات
    غياب القدرات و/أو الدعم (الدعم التقني أو المالي أو غيره)

    تفاصيل عن هذه التحديات:
    Domestic Work ARC is taking a holistic approach. ARC has an unyielding commitment to upholding fundamental human rights including respect, equality, dignity and fairness. ARC is committed to creating an inclusive organisation where all staff, members and volunteers are valued, respected, have equal opportunity to thrive, succeed and feel enriched through their engagement with ARC. A focus on inclusion and diversity will help ARC to better reflect and understand the Australian community, as a diverse workforce with a range of different backgrounds and perspectives, will provide ARC with a broader range of ideas and insights. International Work Supporting work to increase diversity of leadership and governance representatives, including gender diversity, is challenging for many National Societies in the Asia Pacific region who must balance this work with other pressing operational requirements. The creation of practical tools would further assist National Societies to more quickly implement strategies to increase the number of women in leadership positions. These could include for example, toolkits, draft policies, slide decks and guidance notes on how to start mentoring programs.

  4. هل كان للالتزامات الواردة في هذا القرار أي آثار على عمل الدولة/ الجمعية الوطنية/المؤسسة وإدارتها؟

  5. 5- هل كان للالتزامات الواردة في هذا القرار أي آثار على المجتمعات المحلية التي تستفيد من خدمات الدولة/ الجمعية الوطنية/المؤسسة؟

لا يمكن تحميل اللجنة الدولية للصليب الأحمر والاتحاد الدولي لجمعيات الصليب الأحمر والهلال الأحمر واللجنة الدائمة للصليب الأحمر والهلال الأحمر، بصفتها الجهاز المفوض من قبل المؤتمر الدولي للصليب الأحمر والهلال الأحمر (المؤتمر)، بأي شكل كان المسؤولية عن أي محتوى أو مشاركات منشورة من قبل المستخدمين في قاعدة البيانات هذه. يحتفظ فريق الموقع الالكتروني بحق إزالة أي مشاركة أو محتوى في حال تنافيا مع المبادئ الأساسية للحركة الدولية للصليب الأحمر والهلال الأحمر و / أو مع أهداف المؤتمر.