Dear readers,
Our “Women’s Voices” column has long served as a platform for amplifying the narratives of women in China’s civil society and fostering meaningful dialogue around gender equality. We are deeply grateful to our valued partner, the GlobalMoms Initiative, whose ongoing contributions and submissions have greatly enriched this space.
Building on this strong foundation, I am proud to introduce China Development Brief’s Gender Equality Plan (GEP)—a strategic commitment that represents a significant step forward in promoting a more inclusive and equitable workplace, both within CDB and across the broader civil society sector.
As the Executive Director of Beijing E-Share Civil Society Information Centre (China Development Brief) and now also serving as Gender Equality Coordinator, I believe that gender equality is not only a moral imperative but also a catalyst for innovation, excellence, and sustainable social impact. This GEP, formally signed by our leadership and published on our website, is a public affirmation of our dedication to integrating gender equality into every facet of our organization.
1. Our Commitment to Gender Equality
Our GEP serves as a comprehensive roadmap, ensuring that gender equality and inclusion are central to our policies and practice—from recruitment and research to leadership and organizational culture. Just as “Women’s Voices” has spotlighted underrepresented perspectives, our GEP aims to position CDB as a leader in gender equality within China’s nonprofit sector.
2. Dedicated Resources for Progress
To support the implementation of this plan, CDB has allocated 3% to 5% of our annual budget to gender – related initiatives. These funds will enable the rollout of data collection systems, gender training programs, and collaborations with external gender experts. I will lead a cross–departmental Gender Equality Working Group, responsible for overseeing the use of these resources and driving measurable progress.
3. A Data-Driven Monitoring
Evidence-based decision-making lies at the heart of our GEP. We will collect and analyze sex/gender-disaggregated data across staffing, leadership, recruitment, and career progression. These indicators will help us track performance, celebrate milestones, and take corrective action where needed.
4. Training and Awareness
Awareness and education are crucial to advancing gender equality. Our training program includes:
- Mandatory onboarding training for all new staff;
- Refresher courses every two years for all team members;
- Workshops on gender-inclusive language, unconscious bias, and family-friendly workplace practices.
These initiatives aim to build an organizational culture rooted in mutual respect, dignity, and equality.
5. Clear Measures and Targets
Our GEP addresses five key thematic areas, each with targeted measures and specific goals:
a) Work-Life Balance and Organizational Culture
- Implementation of flexible work arrangements and family care leave for all parenting staff;
- By 2027, establish a workshop culture that is fully gender–inclusive and supportive of diverse needs.
b) Gender Balance in Leadership and Decision-Making
- Achieve 50% female representation in leadership by 2027;
- Launch a Female Leadership Development Plan;
- Apply gender impact assessments to internal decisions and policy reviews.
c) Gender Equality in Recruitment and Career Progression
- Ensure gender–neutral recruitment practices;
- Conduct annual pay equality reviews;
- Reach equal promotion rates for men and women by 2027.
d) Gender Mainstreaming in Research and Content
- Embed gender perspectives across all research and publications;
- Establish a dedicated research fund for gender-focused studies;
- Provide capacity-building for researchers to support gender-sensitive analysis.
e) Prevention of Gender-Based Violence and Harassment
- Implement a strict anti-gender harassment and anti-violence policy;
- Set up anonymous reporting mechanisms and independent investigations;
- Aim for a measurable reduction in incidents of gender-based violence by 2027.
6. Implementation and Evaluation
The GEP will roll out in three stages:
- 2025 – Pilot Phase;
- 2026 – Promotion and Scaling;
- 2027 – Deepening and integration.
We will conduct quarterly internal reviews, along with mid-term, and final evaluations involving both internal stakeholders and external experts to ensure accountability and continuous improvement.
Dear readers,
The launch of our Gender Equality Plan marks a meaningful milestone in our ongoing journey. Inspired by the spirit of “Women’s Voice,” we invite all our colleagues, partners, and readers to join us in advancing this shared mission.
If you have ideas, feedback, or would like to collaborate on gender equality initiatives, please feel free to contact me at: wang.zhuolun@cdb.org.cn
Together, let’s build a more inclusive and equitable future.
Yours sincerely,
Wang Zhuolun
Executive Director & Gender Equality Coordinator
Beijing E-Share Civil Society Information Centre / China Development Brief (CDB)
