Gavi recognises that talent and potential may be equally distributed, but opportunity, too often, is not. We therefore commit to ensuring that all our staff and stakeholders feel equally valued, appreciated, included, empowered and safe regardless of their age, disability, ethnicity, national origin, family status, sex, gender identity or expression, language, organisation function, physical characteristics, race, religion, spirituality, sexual orientation, or any intersecting aspect that makes them unique.
Teaching moments such as the “Me Too” movement allowed Gavi to take rapid strides in gender equality, winning many accolades including top most ranking among 200 organisations in Global Health 50/50 Report for two consecutive years now. We also have the distinction of being the first international organisation in global health to receive equal gender salary certification. Our work to ensure gender safeguarding has been acknowledged as industry best practice to prevent and address sexual exploitation, abuse and harassment.
The Black Lives Matter movement has triggered an international call for racial equality as individuals and institutions, including those in global health and development, consider how they reinforce unjust power dynamics. Meanwhile, data has shown that COVID-19 has been most devastating in areas of greatest deprivation and has disproportionately affected black and other racial minority communities in wealthy countries.
Tackling these entrenched challenges will require systematic responses informed by data. At an organisation level, we believe our six core values - respect, openness, accountability, innovation, teamwork and country-driven approaches - must be underpinned by the principles of antiracism, social justice, equity, diversity, and intersectionality.
As such, we commit to:
To help address these commitments in a meaningful and lasting way, we will take a structured approach embedded in the six R's framework - recruitment, remuneration, recognition and rewards, respect, reporting and reinforcement, as we have done with other areas such as gender and safeguarding. For example, on recruitment, the Secretariat has taken steps toward diversifying our hiring practices and bringing more women into leadership positions. Our senior management team is also equally balanced, in terms of gender and racial diversity. In addition, nearly 60 percent of Gavi staff are women, and we recently succeeded in ensuring there are at least 50 percent women at each level of work and decision making.
Ultimately, a fairer and more inclusive society is our shared responsibility. Just as the response to the COVID-19 pandemic demands global cooperation and individual responsibility, combating inequalities and power imbalances requires each of us to do our part for the greater good. As individuals and institutions, we must build and nurture a culture where inclusiveness is a reflex, not an initiative or after thought.
The Asset Allocation Statement identifies the permitted allocation ranges for the major exposures – fixed income, equity, multi-exposure and tactical - in the long-term portfolio, and their respective benchmarks. It also sets risk management limits on liquidity, concentration, and non-US Dollar investments. This document should be used in conjunction with Gavi Alliance’s Investment Policy.
Gavi is committed to creating a work environment that is safe and professional, where staff work together in an atmosphere of mutual trust, where diversity and inclusion are valued and where everyone is treated with courtesy and respect. Gavi does not tolerate any form of discrimination or harassment.
Gavi, as a learning organisation, is encouraging remote working which may be used for a variety of reasons including increasing efficiency by providing uninterrupted time to focus, improving work-life balance and feeling better connected to one’s home environment. All employees are eligible to benefit from a remote working arrangement, which is based on principles of trust, respect and accountability.
The policy aims to strengthen the prudent management of Gavi Alliance resources and commitments. The policy applies to all programme funding decisions.
The purpose of this policy is to outline delegations to the officers that the Board may accord in line with Article 6 of the Gavi By-laws, including in respect of further authorities officers may make to members of the Secretariat.
Gavi's conflict of interest policy protects the integrity of Gavi's decision-making processes, particularly in regard to the allocation and disbursement of resources.
Gavi recognises that talent and potential may be equally distributed, but opportunity, too often, is not. We therefore commit to ensuring that all our staff and stakeholders feel equally valued, appreciated, included, empowered and safe regardless of any intersecting aspect that makes them unique.
The purpose of these Guiding Principles is to establish a framework through which the Gavi Alliance Board can endeavour to ensure gender balance across Gavi’s governance structures, to the extent possible.
Investments held by Gavi Alliance are reviewed for consistency with its role as a humanitarian organisation focused on saving children’s lives and protecting people’s health. The SI Policy describes negative screens that have been identified as relevant to Gavi’s mission. The SI Policy also provides guidance around investment manager engagement and monitoring procedures. This document should be used in conjunction with Gavi Alliance’s Investment Policy.
This policy sets out the general principles that will apply to the procurement of goods and services by or on behalf of Gavi.
The Investment Policy governs the management of assets included in Gavi Alliance’s short-term and long-term portfolios. The overall investment objective is to provide a level of support as determined by Gavi’s mission and its spending requirements. The short-term and long-term portfolios each have specific objectives based on time horizon and risk appetite.
This policy covers the selection process and appointment of the Independent Auditor. Also included is a description of services to be provided by the Auditor and the basis for assessing the performance of the incumbent auditor.
The ethics policy ensures standards of ethical conduct for activities of any member of the Secretariat, Board and Advisory Bodies.
Gavi, the Vaccine Alliance Statement on Environmental Sustainability.
This policy governs the preservation and, where applicable, permissible destruction of certain GAVI Alliance documents. It is intended to meet recognised practices and accounting standards for retention periods and to provide guidance on the circumstances which could require longer or indefinite periods of document preservation.
Gavi is strongly committed to the respect of all child rights as set forth in the UN Convention of the Rights of the Child (UNCRC) and aims to contribute to building a protective environment for children through its mission.
The purpose of this policy is to establish a standing delegation to the Secretariat to spend above board approved budgets when doing so would avoid inefficiencies and where the overspend is modest.
This policy sets out the criteria for travel reimbursement and support for the Board members, Alternate Board members and Committee delegates for Gavi related travel.
Commitments made by Gavi, the Vaccine Alliance and the Global Fund to fight Aids, Tuberculosis and Malaria, to address sexual exploitation and abuse and sexual harassment.
The purpose of this policy is to enhance Gavi’s accountability towards Alliance partners and stakeholders, as well as the general public who may be interested in Gavi’s work, by providing access to the information that will enable Gavi partners and stakeholders to understand its governance, strategies, policies and activities.
The purpose of GAVI’s Evaluation Policy is to guide to its evaluation activities and the development of a multi-year evaluation plan. The policy is aligned with the norms and standards for evaluation approved by OECD/DAC.