Gender Equality and Inclusion Policy

1. Policy Statement

PHBC is firmly committed to advancing gender equality, equity, and inclusion across all its operations, partnerships, and community interventions. We recognize that sustainable development and improved health outcomes are only achievable when women, men, girls, and boys have equal opportunities, rights, and access to resources.

This policy establishes a framework to ensure that gender considerations are systematically integrated into PHBC’s governance, programming, and workplace culture, aligning with national priorities in Tanzania and global development commitments.

2. Policy Goal

To create an enabling, inclusive, and equitable environment where all genders can fully participate, lead, and benefit from PHBC’s programs and organizational processes.

3. Objectives of Gender Policy:

1. Demonstrate PHBC’s strong institutional commitment to gender equality.
2. Mainstream gender across all programs, policies, and partnerships.
3. Promote equal participation and leadership of women and men at all levels.
4. Ensure a safe, inclusive, and supportive workplace environment.
5. Strengthen gender-responsive systems in communities and health programs.

4. Our Understanding of Gender

PHBC defines gender as the socially constructed roles, responsibilities, and relationships between women, men, girls, and boys. These roles are shaped by cultural, economic, and social contexts and can change over time. We recognize that gender inequality often intersects with other factors such as age, disability, socio-economic status, and geographic location, creating multiple layers of vulnerability. PHBC adopts a gender-transformative approach, aiming not only to address inequalities but to challenge harmful norms and promote equitable power relations.

5. Core Principles

° Equity and Inclusion: Fair access to opportunities and resources for all
° Participation: Meaningful involvement of women and men in decision-making
° Accountability: Measurable gender outcomes and transparent reporting
° Zero Tolerance: No tolerance for discrimination, harassment, or abuse
° Local Ownership: Empowering communities as drivers of change

6. Strategic Commitments

A. Organizational Leadership & Governance

° Ensure balanced gender representation across leadership, Board, and committees
° Promote women’s leadership and decision-making roles
° Integrate gender equality into organizational strategies and policies

B. Human Resources & Workplace Environment

° Provide equal opportunities in recruitment, promotion, and professional development
° Maintain a safe, respectful, and harassment-free workplace
° Support flexible working arrangements to promote work-life balance
° Conduct regular gender audits to address inequalities

Staff Benefits:
° Maternity Leave: Up to 3 months paid leave after confirmation
° Paternity Leave: Minimum of 7 days around childbirth
° Compassionate leave provisions for miscarriage or family-related needs

C. Gender-Responsive Programming

° Integrate gender analysis into all program design, implementation, and evaluation

° Promote women’s access to healthcare, education, and economic opportunities

° Strengthen women’s participation in community structures and decision-making platforms

° Engage men and boys as partners in advancing gender equality

° Ensure equal pay for equal work in all program-related activities

D. Capacity Building

° Provide continuous gender training for staff and partners

° Integrate gender sensitivity into all learning and development programs

° Build staff capacity to apply gender-transformative approaches in the field

E. Partnerships & Advocacy

° Collaborate with partners to strengthen gender equality practices
° Support partner organizations to develop and implement gender policies
° Align with Tanzania’s national gender frameworks and global standards
° Advocate for policies that promote women’s rights and equitable access to services

7. Safeguarding and Sexual Harassment Policy

PHBC maintains zero tolerance for sexual harassment, exploitation, and abuse in any form.
Definition: Sexual harassment includes any unwelcome sexual behavior, verbal, non-verbal, or physical, that violates a person’s dignity or creates an intimidating or hostile environment.

Include:

° Unwanted sexual comments, jokes, or advances
° Inappropriate touching or gestures
° Requests for sexual favors in exchange for benefits
° Sharing or displaying offensive or explicit materials
° Any form of coercion, intimidation, or sexual misconduct

8. Reporting and Response Mechanism

PHBC ensures a confidential, safe, and responsive reporting system:
1. Informal Resolution:
Where appropriate, individuals may request the behavior to stop.

2. Reporting Channels:
Complaints can be reported to supervisors, HR, or senior management.

3. Formal Investigation:
° Initiated within 10 working days
° Conducted confidentially and impartially
° Appropriate disciplinary action taken where necessary

4. Protection Measures:09. Monitoring, Evaluation, and Accountability
° Protection from retaliation
° Respect for confidentiality and dignity

09. Monitoring, Evaluation, and Accountability

° Integrate gender indicators into all programs and staff performance systems
° Conduct periodic gender audits and reviews
° Track progress on gender equality outcomes
° Report gender impact to stakeholders and donors

10. Conclusion

PHBC recognizes that gender equality is not only a human rights issue but a critical driver of sustainable development and improved health outcomes. Through this policy, PHBC commits to building an organization and community systems where everyone has the opportunity to thrive, lead, and contribute equally.

11. Gender and Health Context in Tanzania

PHBC’s commitment to gender equality is grounded in the realities facing women and girls in Tanzania, where structural inequalities continue to limit access to health services, resources, and opportunities.

Maternal and Reproductive Health

° Tanzania’s maternal mortality remains high, with estimates ranging from 104 to over 200 deaths per 100,000 live births, reflecting persistent gaps in access to quality maternal care (UNICEF)
° Approximately 6,000+ women die annually from pregnancy and childbirth-related causes, many of which are preventable (Our World in Data)
° Only 65% of women attend at least four antenatal care visits, below WHO recommendations (UNICEF)

Policy implication: Strengthening gender-responsive maternal health systems directly contributes to SDG 3 (Health) and SDG 5 (Gender Equality).

Nutrition and Gender Inequality

° 56% of pregnant women in Tanzania are anaemic, significantly increasing risks of maternal and neonatal complications (UNICEF)
° Around 36% of women (15–49 years) are overweight or obese, reflecting a growing double burden of malnutrition (UNICEF)

Policy implication: Gender inequality limits women’s access to nutritious food and health services, reinforcing cycles of poor health and poverty.

Newborn and Child Health

° Neonatal mortality remains high at 24 deaths per 1,000 live births (UNICEF)
° Under-five mortality is approximately 37 deaths per 1,000 live births, indicating ongoing health system challenges (UNICEF DATA)

Policy implication: Women’s health, empowerment, and decision-making power directly affect child survival outcomes.

Access to Quality Health Services

° Despite improvements in infrastructure, quality of care, health workforce shortages, and social norms still limit equitable access to services (UNICEF)
° Gender norms and inequalities continue to influence health-seeking behavior and decision-making power, particularly in rural areas (UNICEF)

Policy implication: PHBC programs must address both health system gaps and gender norms.

Gender Inequality as a Cross-Cutting Barrier

Gender disparities in Tanzania contribute to:

° Limited decision-making power for women
° Reduced access to education and economic opportunities
° Increased vulnerability to poor health outcomes

These challenges align with priorities identified by WHO and UN Women, reinforcing the need for gender-transformative interventions.

Our Message

PHBC’s gender policy is not just a compliance framework it is a results-driven strategy aligned with global standards and grounded in Tanzania’s realities. By addressing gender barriers in health systems and communities, PHBC contributes directly to saving lives, empowering women, and strengthening sustainable development outcomes.