Effective Date: 2026-2030
Review Cycle: Every 5 Years
Approved by: Chief Medical Director
- Introduction
Irrua Specialist Teaching Hospital (ISTH), Irrua is committed to promoting gender equality and fostering an inclusive, respectful, and equitable environment for all staff, patients, and stakeholders. As a tertiary healthcare institution, ISTH recognizes that gender equality is fundamental to achieving excellence in healthcare delivery, research, education, and administration.
This Gender Equality Plan (GEP) establishes a structured framework to address gender disparities, eliminate discrimination and ensure equal opportunities across all levels of the institution.
- Objectives
This plan aims to:
• Promote equal opportunities regardless of gender
• Ensure gender balance in leadership and decision-making
• Eliminate gender bias in recruitment and career progression
• Foster a safe, inclusive and respectful workplace
• Integrate gender perspectives into clinical care, research and training
- Minimum Process-Related Requirements
3.1 Publication
This Gender Equality Plan:
• Is a formal institutional document
• Is published on the ISTH official website
• Is endorsed and signed by the Chief Medical Director
• Will be communicated to all staff and departments
3.2 Dedicated Resources
ISTH commits to:
• Establishing a Gender Equality Committee (GEC) or appointing a Gender Focal Person
• Allocating financial, human and technical resources for implementation
• Building institutional capacity through training and partnerships
3.3 Data Collection and Monitoring
ISTH will:
• Collect and maintain sex-disaggregated data on all staff cadres
• Monitor indicators such as recruitment, promotions, leadership roles and training participation
• Produce an annual Gender Equality Report
• Use data to inform planning, policy and decision-making
3.4 Training and Capacity Building
The hospital will implement regular training on:
• Gender equality and inclusion
• Unconscious bias
• Prevention of sexual harassment and gender-based violence
• Leadership and mentorship development
Target Group: All staff, with priority for managers and decision-makers
- Priority Areas and Strategic Actions
4.1 Work-Life Balance and Organisational Culture
• Promote flexible work arrangements where feasible
• Support maternity, paternity and parental leave in line with national policies
• Encourage a respectful, inclusive and supportive workplace culture
• Implement staff wellness and support programmes
4.2 Gender Balance in Leadership and Decision-Making
• Promote equitable representation in leadership roles
• Encourage and support women’s participation in leadership
• Ensure diversity in committees and governance structures
4.3 Gender Equality in Recruitment and Career Progression
• Ensure transparent, merit-based recruitment processes
• Promote gender-balanced selection panels where possible
• Provide equal access to training, mentorship and promotion opportunities
• Address systemic barriers to career advancement
4.4 Integration of Gender into Clinical Care, Research and Training
Incorporate gender-sensitive approaches into patient care, promote research addressing gender disparities in health outcomes and Integrate gender perspectives into training programmes and curricula
4.5 Prevention of Gender-Based Violence and Sexual Harassment
ISTH adopts a zero-tolerance policy toward gender-based violence and sexual harassment.
Measures include:
• Establishment of confidential reporting mechanisms
• Clear procedures for investigation and disciplinary action
• Protection against retaliation for complainants
• Access to appropriate support services
• Regular awareness and sensitization programmes
- Implementation Structure
• Chief Medical Director (CMD): Overall oversight and accountability
• Focal Person: Coordination and implementation
• Departmental Heads: Department-level integration
• Human Resources Unit: Policy enforcement, compliance and monitoring
- Monitoring, Evaluation and Reporting
• Annual monitoring using defined gender indicators
• Staff surveys to assess inclusiveness and workplace culture
• Periodic review and updating of the GEP
• Reporting of progress to management and relevant stakeholders
- Conclusion
Irrua Specialist Teaching Hospital reaffirms its commitment to advancing gender equality as a core institutional value. Through this plan, ISTH will strengthen equity, inclusiveness and institutional performance for the benefit of staff, patients and the wider community.