Dear readers,
Our “Women’s Voices” has long been a platform dedicated to amplifying the narratives of women in China’s civil society, driving conversations on gender equality. Building on this foundation, I’m excited to introduce our Gender Equality Plan (GEP), a strategic initiative that marks a significant step forward in our commitment to fostering a more inclusive and equitable environment, both within CDB and across the sector.
As the Executive Director of Beijing E – Share Civil Society Information Centre, China Development Brief (CDB), and also the new Gender Equality Coordinator, I firmly believe that gender equality is not just a moral imperative but a key driver for organizational excellence and sustainable social change. This GEP, signed by me and now presented on our website, is a public declaration of our institutional resolve to embed gender equality into every aspect of our operations.
1. Our Unwavering Commitment
The GEP serves as a comprehensive roadmap, guiding us to ensure that from recruitment to research, career development to organizational culture, the principles of equality and inclusion are at the forefront. Just as “Women’s Voices” has given visibility to marginalized perspectives, our GEP aims to transform CDB into a model of gender equality, setting a standard for the broader civil society sector.
2. Dedicated Resources for Progress
To bring our GEP to life, we’ve allocated 3% – 5% of our annual budget. This dedicated funding will support data – driven initiatives, comprehensive staff training programs, and collaborations with external gender experts. As the Gender Equality Coordinator, I will lead a cross – departmental working group, ensuring these resources are utilized effectively to drive tangible change.
3. A Data – Driven Approach
Data lies at the heart of our GEP. We will systematically collect and analyze sex/gender – disaggregated data on personnel and projects, using key indicators such as gender ratios in leadership, recruitment, and career progression to track our performance. This data – centric approach will enable us to make informed decisions, celebrate successes, and address areas for improvement.
4. Training and Awareness
We recognize that education is crucial for achieving gender equality. Our training programs will cover topics like gender equality, unconscious bias, and gender – sensitive decision – making. New employees will undergo mandatory basic training, while existing staff will participate in refresher courses every two years. Regular workshops on gender – inclusive language and family – friendly policies will also be organized to foster a culture of respect and equality within CDB.
5. Concrete Measures and Ambitious Targets
Our GEP addresses several critical thematic areas with specific measures and ambitious targets:
a) Work – Life Balance and Organizational Culture: We will implement a flexible work system and family – friendly policies, such as additional family care leave for all parenting staff. By 2027, our goal is to create a fully gender – inclusive organizational culture where every employee feels valued and empowered.
b) Gender Balance in Leadership and Decision – Making: We aim to achieve 50% female representation in leadership positions by 2027. Through initiatives like the Female Leadership Development Plan and gender – impact assessments in decision – making, we will ensure diverse perspectives shape our organization’s future.
c) Gender Equality in Recruitment and Career Progression: Our recruitment processes will be revamped for gender – neutrality, and annual salary equality reviews will be conducted. Our target is to achieve equal promotion rates for male and female employees by 2027.
d) Integration of the Gender Dimension into Research and Content: All our research and publications will incorporate a gender perspective. We will establish a research fund and provide training for researchers, striving to be a leader in gender – mainstreamed research by 2026.
e) Measures against Gender – Based Violence: We have formulated a strict anti – gender – based violence and sexual harassment policy, complete with anonymous reporting channels and independent investigation mechanisms. Our goal is to significantly reduce gender – based violence incidents within our organization by 2027.
6. Implementation and Evaluation
The GEP will be implemented in three phases: a pilot period in 2025, a promotion period in 2026, and a deepening period in 2027. Quarterly reviews, mid – term, and final evaluations involving external experts and internal staff feedback will ensure our continuous progress and refinement of the plan.
Dear readers, the launch of our GEP is a significant milestone, but our journey towards gender equality is ongoing. Inspired by the spirit of our “Women’s Voice” platform, we invite you – our colleagues, partners, and supporters – to join us in this transformative effort. If you have any ideas, feedback, or wish to collaborate, please reach out to me at: wang.zhuolun@cdb.org.cn. Together, let’s create a more inclusive, equitable future for all.
Yours sincerely,
Wang Zhuolun
Executive Director & Gender Equality Coordinator
Beijing E – Share Civil Society Information Centre / China Development Brief (CDB)
