Our Policies

1. Purpose

This policy ensures that Global to Local (G2L) maintains sound financial practices that uphold transparency, accountability, and compliance with donor requirements.

2. Roles and Responsibilities

• Executive Director: Oversees all financial operations and approves budgets and major expenditures
• Accountant/Finance Officer: Manages daily financial records, bank transactions, and reporting
• Program Managers: Responsible for project budget compliance and expense documentation

3. Budgeting

• Annual and project budgets are prepared based on planned activities
• All budgets must be approved by the Executive Director
• Any major deviation (+/-10%) must be reviewed and justified in writing

4. Expenditure Authorization

• All expenditures require pre-approval
• Limits:
  • Under €500: Program manager approval
  • €500-€5,000: Executive Director approval
  • Over €5,000: Board approval (or two-signatory rule)

5. Bank and Cash Management

• G2L maintains a separate bank account for NGO activities
• Cash is used only when bank transfer is not feasible
• Monthly bank reconciliations are conducted by the accountant

6. Payments and Documentation

• All payments are supported by invoices, contracts, and proof of delivery
• Each payment request must include:
  • Approved budget line reference
  • Vendor/consultant details
  • Approval signature(s)

7. Procurement Link

• This policy is aligned with G2L’s Procurement Policy regarding purchase thresholds and documentation

8. Donor Compliance

• G2L tracks restricted vs. unrestricted funds separately
• Donor-specific reporting formats and timelines must be respected
• Financial reports include expense vs. budget comparisons

9. Reporting & Audit

• Internal monthly financial summaries are prepared
• Annual financial reports are produced for donors and stakeholders
• Independent audit is conducted every 1-2 years (as required by donors)

10. Fraud Prevention

• Dual signature requirement for large transactions
• Regular review of expense documentation
• Any suspected misuse must be reported and investigated confidentially

11. Policy Review

This policy will be reviewed every two years or upon major funding or legal changes

1. Purpose

This policy ensures that Global to Local (G2L) maintains long-term financial sustainability while upholding transparency and accountability through regular external audits.

2. Scope

Applies to all financial management practices, income generation strategies, and audit processes at G2L.

3. External Audits

• Frequency: External, independent audits are conducted annually or biennially, depending on donor requirements and organizational capacity,
• Scope: Includes financial statements, donor-funded projects, procurement, and internal controls,
• Audit Oversight: Audit results are presented to the Board for review and follow-up actions,
• Transparency: Summaries of audit findings may be shared with donors, partners, and stakeholders to demonstrate accountability.

4. Internal Audit & Review

• Annual internal reviews of financial processes are conducted by the Finance Officer and Executive Director.
• Findings and recommendations are shared with the Board for oversight.

5. Financial Sustainability Strategy

• G2L commits to diversifying its funding sources to ensure resilience
• Revenue streams may include:
  • Donor grants (local and international)
  • Paid services (trainings, consulting, research)
  • Educational products (toolkits, guides, modules, digital content)
  • Partnerships and sponsorships aligned with G2L’s mission

6. Revenue Generation Guidelines

• Revenue-generating activities must:
  • Align with G2L’s mission and values,
  • Not compromise independence, ethics, or quality,
  • Be transparent and properly recorded in financial systems.
• A business consultant may be engaged to support service pricing, market positioning, and sustainability planning.

7. Roles and Responsibilities

• Executive Director: Oversees sustainability strategy and audit planning.
• Finance Officer: Maintains financial records, prepares for audits, and supports donor reporting.
• Board of Directors: Reviews audit results, endorses sustainability plans, and ensures compliance.

8. Monitoring & Review

• Sustainability strategies are reviewed annually as part of strategic planning.
• This policy will be updated every three years or after major organizational or donor changes.

1. Purpose

This policy ensures that procurement at Global to Local (G2L) is conducted in a fair, transparent, and cost-effective manner, aligned with organizational values and donor requirements.

2. Scope

Applies to all procurement of goods, services, and works funded by internal resources or external donors.

3. Principles

• Transparency: Procurement must be documented and traceable.
• Fairness: Equal opportunity must be provided to qualified suppliers.
• Value for Money: Goods and services must meet quality standards at a reasonable cost.
• Accountability: All procurement decisions must be justified and approved.

4. Procurement Thresholds

• Under €500: Direct purchase with receipt
• €500-€5,000: At least two price quotes required
• Over €5,000: Competitive bidding with at least three written offers

5. Procurement Methods

• Direct Purchase: Used for small, urgent, or one-off purchases
• Request for Quotation (RFQ): Informal method for medium-sized purchases
• Request for Proposal (RFP): Used for complex services or consulting work
• Framework Agreement: For frequent purchases from trusted vendors

6. Vendor Selection Criteria

Vendors are selected based on:

• Price and quality
• Previous collaboration and reliability
• Experience and capacity
• Alignment with G2L’s values (e.g. ethical sourcing, no conflict of interest)

7. Conflict of Interest

• Any staff involved in procurement must declare conflicts of interest
• Procurement from family members or personal contacts must be avoided unless approved and documented

8. Documentation Requirements

Each procurement file must include:

• Purchase request form
• Selection method used
• Price quotes or bids
• Evaluation summary
• Contract or agreement
• Proof of delivery and invoice

9. Exceptions

Single-source procurement may be allowed in justified cases:

• Only one supplier available (e.g., specialized service)
• Emergency or donor-mandated source. Must be documented and approved by the Executive Director.

10. Roles and Responsibilities

• Program Managers: Initiate procurement requests
• Finance/Admin: Conduct procurement process, ensure documentation
• Executive Director: Final approval for purchases over set threshold

11. Review and Audit

• All procurement is subject to periodic internal review and donor audit
• Policy will be reviewed every two years or when donor rules change

1. Purpose

This policy outlines Global to Local’s (G2L) approach to advocacy and stakeholder engagement, ensuring that partnerships, collaborations, and public actions align with the organization’s mission of promoting inclusive education, preventing bullying, and fostering non-violent, rights-based communities.

2. Scope

Applies to all G2L staff, board members, volunteers, consultants, and partner organizations when engaging with external stakeholders, including government bodies, schools, parents, media, and civil society.

3. Advocacy Principles

• Rights-Based: All advocacy is grounded in children’s rights and human rights frameworks
• Evidence-Based: Use research, data, and lived experiences to inform advocacy
• Inclusive: Ensure the voices of children, parents, teachers, and marginalized groups are represented
• Non-Partisan: G2L does not affiliate with political parties but may advocate for policy reforms

4. Stakeholder Engagement Goals

• Build strong partnerships with schools, ministries, local authorities, CSOs, and media
• Influence education and child protection policies through evidence-based recommendations
• Strengthen parent-teacher collaboration for safer school environments
• Raise public awareness about bullying, GBV, and inclusive education practices

5. Methods of Advocacy

• Policy dialogue and consultations with ministries and parliamentarians
• Public awareness campaigns and community outreach
• Media engagement through press releases, interviews, and opinion pieces
• Hosting forums, conferences, and roundtables
• Participation in national and international coalitions and networks

6. Roles and Responsibilities

• Executive Director: Approves advocacy priorities and represents G2L at high-level events
• Program Managers: Lead advocacy activities within their projects
• Communications Lead: Manages media relations and advocacy campaigns
• Board Members: Serve as ambassadors and open doors to decision-makers

7. Ethical Standards

• Advocacy messages must be respectful, fact-based, and aligned with G2L’s mission
• Consent is required before sharing stories or images of beneficiaries
• Confidentiality and data protection must be respected

8. Stakeholder Mapping and Engagement

• Maintain a stakeholder database (ministries, schools, CSOs, donors, media)
• Review and update stakeholder priorities annually
• Engage stakeholders through structured dialogues and feedback mechanisms

9. Monitoring Advocacy Impact

• Track policy changes, media mentions, and stakeholder feedback
• Document outcomes of advocacy campaigns and events
• Share results in annual reports

10. Review

This policy will be reviewed every two years to align with evolving national and international advocacy contexts.

1. Purpose

To prevent, detect, and respond to corruption, fraud, and bribery in all Global to Local (G2L) activities, protecting beneficiaries, donors, and the organization’s reputation.

2. Scope

Applies to all employees, board members, volunteers, consultants, and third parties (partners, suppliers, subgrantees) acting on behalf of G2L.

3. Definitions

• Corruption: Abuse of entrusted power for private gain.
• Fraud: Any intentional act of deceit to obtain an unauthorized benefit (e.g., false invoices, misreporting).
• Bribery: Offering, giving, receiving, or soliciting anything of value to influence an action.
• Facilitation Payments: Small unofficial payments to secure routine actions-prohibited.

4. Zero-Tolerance Commitments

• No bribes, kickbacks, facilitation payments, or bid-rigging.
• No falsification of records, timesheets, receipts, or reports.
• No conflicts of interest that are undisclosed or unmanaged.

5. Gifts, Hospitality, and Benefits

• Allowed only if infrequent, modest, and lawful, and never to influence a decision.
• Monetary gifts are prohibited.
• All gifts/hospitality over [insert local threshold, e.g., €50] must be declared to the Executive Director and recorded in the Gifts Register.

6. Conflicts of Interest

• Actual or perceived conflicts must be disclosed and managed in line with G2L’s Conflict of Interest Policy.

7. Procurement & Financial Controls

• Follow the Procurement Policy thresholds, competitive bidding, and documentation.
• Segregation of duties, dual approvals for payments, and monthly bank reconciliations.
• Accurate, complete, and timely financial records (no off-book accounts).

8. Third-Party Due Diligence

• Screen vendors, partners, and consultants for integrity risks.
• Include anti-corruption clauses in contracts; non-compliance may lead to termination.

9. Reporting & Whistleblowing

• Suspicions must be reported promptly to the Executive Director or Board Chair.
• Confidential reporting channels are available; retaliation is strictly prohibited.
• Anonymous reports will be reviewed where permissible by law.

10. Investigation & Response

• Allegations are logged, assessed, and investigated impartially.
• Measures may include suspension, recovery of funds, disciplinary action, contract termination, and referral to authorities.
• Donors will be informed if required by grant terms.

11. Training & Awareness

• Mandatory onboarding briefing; periodic refresher training for staff and key partners.

12. Records & Monitoring

• Maintain a gifts register, conflict disclosures, procurement files, and investigation logs.
• Annual review of control effectiveness and incident trends.

13. Political & Charitable Contributions

• G2L is non-partisan; no political donations.
• Charitable sponsorships must align with mission, be approved, and transparently recorded.

14. Policy Breach

• Breaches may result in disciplinary action up to dismissal and legal referral.

15. Review

Policy reviewed every two years or after any material incident or legal change.

Related Policies: Procurement Policy; Financial Management Policy; Conflict of Interest Policy; Safeguarding and Child Protection Policy; Communication & Visibility Policy.

1. Purpose

This policy defines the role, responsibilities, and ethical standards of the Board of Directors of Global to Local (G2L), ensuring effective governance, transparency, and alignment with the organization’s mission of creating safe, inclusive, and non-violent educational environments.

2. Scope

Applies to all members of the Board of Directors, including elected, appointed, or advisory members.

3. Role of the Board

The Board of Directors is the highest governance body of G2L and is responsible for:

• Safeguarding the mission, vision, and values of the organization
• Approving strategic plans, annual budgets, and major policies
• Providing oversight of financial management and risk controls
• Supporting fundraising and donor relations
• Ensuring accountability to beneficiaries, donors, and partners

4. Responsibilities of Board Members

Each member commits to:

• Act in the best interests of G2L and avoid conflicts of interest
• Attend and actively participate in board meetings (at least 2 per year)
• Serve as ambassadors for G2L in their professional networks
• Review and approve key organizational documents (strategic plan, annual reports, audits)
• Provide guidance and expertise in areas relevant to G2L’s mission (education, inclusion, GBV prevention, communications, etc.)

5. Board-Executive Director Relationship

• The Executive Director is appointed by the Board and is accountable to it
• The Executive Director manages daily operations, staffing, and program implementation
• The Board provides strategic guidance and oversight but does not intervene in day-to-day management

6. Meetings and Documentation

• The Board meets at least twice annually; extraordinary meetings may be convened as needed
• Agendas and materials must be circulated in advance
• Minutes of all meetings are documented, approved, and archived for institutional memory

7. Ethics and Conduct

• Board members act with integrity, respect, and confidentiality
• No personal or financial gain should be derived from board membership
• Board members disclose conflicts of interest in line with G2L’s Conflict of Interest Policy

8. Committees and Advisory Roles

• The Board may establish committees (e.g., Finance, Programs, Fundraising) for specific oversight
• Advisory members may be invited to share expertise without voting rights

9. Term and Renewal

• Board members serve 3 years, renewable once unless otherwise decided by the General Assembly
• Members may resign or be removed for non-participation or breach of policy

10. Policy Review

This policy will be reviewed every three years or as needed to reflect organizational growth.

Mission Recap

Global to Local, an independent NGO based in Yerevan, is dedicated to enhancing education, promoting social justice, and fostering non-violent communication in Eastern Partnership countries by empowering schools, teachers, and community stakeholders using Nordic-inspired, culturally resonant methods.

Strategic Goals & Objectives

Stakeholder Mapping

Identify and engage stakeholders across categories:

• Primary Beneficiaries: Children, teachers, parents in Armenia, Georgia, and Ukraine.
• Institutional Partners: Ministries of Education, school networks.
• Donors & Funders: International and national foundations, private entrepreneurs, partners.
• Community Actors: CSOs focused on education, anti-bullying, non-violent communication, media and culture.
• Media & Public Platforms: Local and international journalists, educational influencers.
• Board & Institutional Governance: Funders, board members, business consultants, auditing firms.

Implementation & Review

• Annual Planning: Set milestones per country and update budgets.
• Mid-Term Evaluation: Conducted 2028 to recalibrate strategy.
• Reporting: Annual impact report highlighting success stories, insights, and financials.
• Governance Tracking: Review policies, board effectiveness, audit outcomes every two years.

Next Steps

1. Adopt this strategic framework with stakeholders (board, staff, donors).
2. Finalize objectives, timelines, resources, and indicators per country.
3. Draft visual Theory of Change and key dashboards (Gantt chart, MEL tracking).
4. Begin roll-out planning in country offices with M&E and communications support.

1. Purpose

This Human Resources Policy outlines the core principles and practices that guide recruitment, retention, performance, and staff development at Global to Local NGO (G2L), in alignment with our values of inclusion, transparency, and social justice.

2. Organizational Values

• Respect and dignity for all team members
• Zero tolerance for discrimination or harassment
• Equal opportunity regardless of gender, age, ethnicity, disability, or background
• A collaborative and inclusive work culture

3. Staff Structure

G2L operates with a lean core team, project-based staff, and a network of volunteers and consultants. Roles and responsibilities are clarified through written job descriptions and project terms of reference (ToRs).

4. Recruitment & Hiring

• Transparent and merit-based recruitment
• Open calls for new roles (unless re-hiring a previous staff/volunteer)
• Shortlisting and interviews conducted by at least two staff
• Recruitment prioritizes diversity, experience, and alignment with G2L’s mission

5. Contracts and Compensation

• All staff and consultants sign contracts outlining roles, responsibilities, and compensation
• Compensation is aligned with market norms and donor budgets

6. Orientation and Onboarding

New team members are provided with:

• Introductory briefing on G2L’s mission and working methods
• Relevant policies (code of conduct, safeguarding, communications)
• Access to internal tools and communication channels
• A focal point or a person of contact for any questions that may arise during the onboarding period.

7. Staff Development

• G2L encourages learning through trainings, coaching, and collaborative work
• Team members may request external trainings aligned with their roles

8. Performance & Feedback

• Managers provide regular informal feedback and periodic structured reviews
• Clear responsibilities and deliverables are communicated per project
• Exit interviews are conducted when possible to support institutional memory

9. Volunteer Engagement

• Volunteers are considered key contributors to G2L’s mission
• Volunteers are assigned mentors and provided with role expectations
• Volunteer contributions may be recognized publicly (with consent)

10. Code of Conduct

• All staff and volunteers are expected to:
  • Act respectfully and professionally
  • Avoid any discriminatory or exploitative behavior
  • Maintain confidentiality regarding sensitive information

11. Conflict Resolution

• Staff are encouraged to resolve issues informally, with escalation to the director or a designated board member when needed

12. Policy Review

This policy is reviewed every two years or when significant changes occur.

1. Purpose

This policy sets out Global to Local’s (G2L) approach to recruiting, retaining, and supporting staff and consultants, ensuring fairness, transparency, and alignment with organizational values.

2. Scope

Applies to all recruitment and retention practices for employees, consultants, and interns engaged by G2L.

3. Guiding Principles

• Merit-based: Selection based on skills, experience, and values
• Inclusive: Commitment to equal opportunities regardless of gender, age, ethnicity, disability, or background
• Transparent: Clear criteria and fair process for all candidates
• Sustainable: Retention strategies that build organizational memory and staff motivation

4. Recruitment Process

• Open calls for positions advertised on G2L website and relevant platforms
• Job descriptions and requirements must be approved by the Executive Director
• At least two staff members participate in shortlisting and interviews
• References are checked before final offer

5. Contracts

• Written contracts must specify role, responsibilities, compensation, and duration
• Consultants are contracted with clear Terms of Reference (ToR)

6. Onboarding

• New hires receive orientation on G2L’s mission, policies (safeguarding, gender, finance, communication), and tools
• Introductory meetings with key staff are arranged

7. Retention Strategies

• Competitive, fair compensation aligned with donor budgets and local standards
• Professional development opportunities (trainings, mentoring)
• Regular feedback and recognition of staff contributions
• Flexibility and family-friendly practices where feasible

8. Exit & Knowledge Transfer

• Exit interviews conducted to capture lessons and feedback
• Handover notes required to ensure continuity
• Alumni may remain in the volunteer/expert network

9. Policy Review

Reviewed every three years or as organizational needs evolve

1. Purpose

This policy complements Global to Local’s (G2L) existing HR policies by focusing specifically on staff development, performance evaluation, and motivation. It ensures that G2L not only recruits qualified staff but also invests in their growth and long-term engagement.

2. Scope

Applies to all employees and long-term consultants at G2L. Volunteers are covered by the Volunteer Engagement Policy.

3. Hiring Criteria

In addition to the Recruitment & Retention Policy, hiring decisions will also consider:

• Commitment to G2L’s mission and values (inclusion, non-violence, transparency)
• Experience working in education, child protection, or social justice sectors
• Demonstrated teamwork, adaptability, and communication skills
• Potential for growth and contribution beyond immediate project needs

4. Staff Development

• Learning Plans: Each staff member is encouraged to develop an annual learning plan with their supervisor
• Training Opportunities: Access to internal/external trainings, workshops, and mentoring
• Knowledge Sharing: Staff are expected to share learnings with colleagues after trainings
• Career Pathways: Where possible, staff may be promoted or given expanded responsibilities within projects

5. Performance Evaluation Mechanisms

• Annual Performance Review: Includes self-assessment, supervisor evaluation, and joint discussion of goals
• Mid-Year Check-Ins: Informal review of progress and challenges
• Evaluation Criteria: Quality of work, alignment with organizational values, collaboration, innovation, and accountability
• Documentation: All reviews are documented and stored confidentially in HR files

6. Performance Review Tools

• Standardized Review Form: Covers deliverables, skills, values, and development needs
• 360-Degree Feedback (Optional): May be used for senior staff to gather peer and subordinate input
• Improvement Plans: Developed jointly if performance gaps are identified

7. Motivation and Retention Strategy

• Recognition: Public acknowledgment of staff contributions in meetings, reports, or events
• Flexibility: Family-friendly practices and flexible scheduling where possible
• Wellbeing: Encouragement of healthy work-life balance and supportive team culture
• Growth Opportunities: Assignments that stretch skills and allow staff to innovate

8. Policy Review

This policy will be reviewed every three years to ensure relevance and alignment with organizational needs.

1. Purpose

This policy outlines how Global to Local (G2L) recruits, supports, and recognizes volunteers as valued contributors to the organization’s mission.

2. Definition

A volunteer is any individual who freely contributes time and skills to support G2L activities without expectation of financial compensation.

3. Recruitment

• Volunteers may be recruited through public calls, partner organizations, or referrals
• Selection is based on alignment with G2L values, commitment, and relevant skills
• All volunteers will be oriented before joining a project or event

4. Roles and Expectations

• Each volunteer will receive a clear description of tasks, supervisor contact, and timeline
• Volunteers agree to:
  • Treat staff and beneficiaries with respect
  • Uphold G2L’s code of conduct and safeguarding principles
  • Maintain confidentiality and professionalism

5. Supervision and Support

• Volunteers are supervised by a designated staff member
• Volunteers may participate in meetings or debriefings when relevant
• G2L provides guidance, feedback, and learning opportunities where possible

6. Duration and Recognition

• Volunteers may engage short-term (e.g., events) or long-term (e.g., projects)
• Certificates, references, or public acknowledgments may be provided upon request or project completion

7. Reimbursement

• G2L may cover reasonable out-of-pocket expenses (e.g., local travel) with prior approval

8. Problem-Solving

• Volunteers are encouraged to raise concerns with their supervisor
• Misconduct may result in ending the engagement after a fair review

9. Exit Process

• Volunteers may leave at any time with prior notice
• Exit feedback may be requested to improve future engagement

10. Policy Review

This policy will be reviewed every two years or earlier as needed.

1. Purpose

This policy establishes how Global to Local (G2L) will plan, monitor, evaluate, and learn from its programs and partnerships to ensure quality, accountability, and continuous improvement.

2. Scope

Applies to all projects, initiatives, and donor-funded activities implemented by G2L and its partners.

3. MEL Principles

• Participatory: Engaging staff, partners, and target groups in learning processes
• Evidence-based: Decisions are guided by data and findings
• Do no harm: Data collection respects privacy and dignity
• Utilization-focused: Findings are shared and applied to improve programming

4. Planning for MEL

• Each project will include a MEL plan with:
  • Clear objectives and outcomes
  • Indicators (quantitative and qualitative)
  • Data sources and collection methods
  • Roles and timelines

5. Monitoring Practices

• G2L collects and tracks:
  • Output data (e.g. # of participants, events, materials produced)
  • Outcome data (e.g. behavior change, increased awareness)
  • Disaggregated data by gender, age, and other relevant factors
• Field staff or partners are trained on basic data collection tools

6. Evaluation

• Mid-term or end-of-project evaluations may be internal or external
• Terms of Reference (ToR) define the scope and questions for each evaluation
• Evaluation findings are shared with teams and donors

7. Learning and Adaptation

• After each project or event, a brief learning session is held to reflect on:
  • What worked well?
  • What challenges were faced?
  • What can we do differently next time?
• Learning is documented and shared internally

8. Roles and Responsibilities

• Program Managers: Ensure MEL plans are implemented and data submitted
• MEL Officer or Focal Point (if assigned): Guides data quality, tools, and learning
• Executive Director: Oversees organization-wide MEL and ensures integration into strategy

9. Ethics and Data Protection

• Participation is voluntary and based on informed consent
• Personally identifiable data is kept secure and anonymized when shared
• Photos or testimonials are collected only with documented consent

10. Review and Reporting

• MEL policy is reviewed every two years
• MEL summaries and lessons learned are included in annual reports

1. Purpose

This policy defines how Global to Local (G2L) designs, delivers, and potentially monetizes services and products in line with its mission of promoting inclusive education, preventing bullying, and strengthening community resilience.

2. Scope

Applies to all training, workshops, research, consultancy services, and educational products delivered by G2L to schools, communities, government institutions, and partners.

3. Guiding Principles

• Mission-Driven: All services must contribute to G2L’s vision of safe and inclusive learning environments
• Quality Assurance: Services meet high professional and ethical standards
• Accessibility: Consideration for affordability, inclusivity, and accessibility (e.g. disability-sensitive, gender-sensitive)
• Sustainability: Services may generate income to support organizational sustainability, without compromising mission

4. Types of Services

• Trainings & Workshops: For teachers, parents, psychologists, youth, and community leaders
• Consultancy & Research: Policy analysis, curriculum development, evaluations
• Educational Products: Toolkits, guides, interactive theatre programs, digital resources
• Advocacy Platforms: Forums, conferences, public dialogues

5. Service Development Process

• Needs assessment with target groups
• Service/product design and piloting
• Approval by Executive Director before external launch
• Feedback loop for improvement

6. Pricing and Cost Recovery

• Some services may be free (community-based, donor-funded)
• Paid services may be offered to schools, ministries, or international partners
• Pricing is based on market analysis, cost recovery, and affordability

7. Roles and Responsibilities

• Executive Director: Approves service models and pricing
• Program Managers: Develop and deliver services
• Finance Team: Ensure cost analysis and reporting
• Communications Team: Package services for visibility and outreach

8. Quality Assurance

• Standardized training curricula and facilitation guides
• Regular evaluation of participant satisfaction and learning outcomes
• Peer reviews of research and publications

9. Ethical Standards

• All services must respect child protection, safeguarding, and gender equality policies
• Informed consent is required for participation in programs or research
• Services should avoid reinforcing harmful stereotypes or exclusion

10. Monitoring & Learning

• Track reach, outcomes, and impact of each service
• Collect beneficiary feedback systematically
• Adjust and scale services based on lessons learned

11. Review

This policy will be reviewed every two years to adapt to changing needs, donor requirements, and market opportunities.

1. Purpose

This policy outlines Global to Local’s (G2L) commitment to protecting children and vulnerable individuals from harm and ensuring that all media, communications, and interactions uphold their rights, dignity, and safety.

2. Scope

Applies to all staff, board members, volunteers, consultants, and partner organizations engaged in G2L’s activities.

3. Definitions

• Child: Any person under the age of 18
• Vulnerable Adult: A person who, due to age, disability, displacement, or trauma, may be at risk of harm
• Safeguarding: Preventing harm to children and vulnerable adults
• Media: Any photo, video, quote, or story shared in online or offline communications

4. Guiding Principles

• Best interests of the child or vulnerable person always come first
• Do no harm: physical, emotional, psychological, or reputational
• Respect and informed consent are required for all representation
• Duty to report concerns immediately

5. Safeguarding Standards

• All staff and partners must:
  • Undergo safeguarding orientation
  • Report any suspicion of abuse or exploitation
  • Avoid working alone with minors or vulnerable persons
  • Treat all individuals with respect, regardless of background or identity

6. Use of Images and Stories (Ethical Media)

• Obtain written, informed consent from guardians for any identifiable image of a child
• Do not include personal identifiers unless essential and approved
• Use dignified, empowering representations that avoid victimization
• Do not publish real-time content from school or child-related events

7. Consent Process

• Use a Child Media Release Form in local language
• Explain purpose, platforms, and rights to withdraw consent at any time
• Secure and store all consent documentation confidentially

8. Reporting and Response

• Concerns must be reported to the Safeguarding Focal Point or Executive Director
• Confidentiality will be maintained during the investigation
• Appropriate action will be taken, including referral to authorities if required

9. Partner and Contractor Expectations

• All implementing partners must agree to or demonstrate alignment with G2L’s safeguarding and child protection standards
• Media contractors must follow ethical content and consent procedures

10. Risk Prevention in Programs

• Conduct safeguarding risk assessments prior to activities involving children or vulnerable groups
• Integrate child protection considerations into program design and monitoring

11. Media Checklist

Before publishing any content involving children:

• Has consent been obtained and recorded?
• Is the child’s dignity protected?
• Does the content reinforce positive and respectful messaging?

12. Policy Review

This policy will be reviewed every two years or after any serious safeguarding concern.

1. Purpose

This policy outlines Global to Local’s (G2L) commitment to promoting gender equality and social inclusion in all aspects of its programs, partnerships, and internal practices.

2. Scope

Applies to all staff, volunteers, board members, consultants, and partner organizations involved in G2L’s activities.

3. Guiding Principles

• Equal rights and opportunities for all genders
• Respect for diverse identities and experiences (including ethnicity, age, disability, language, sexual orientation)
• Zero tolerance for discrimination, harassment, or gender-based violence (GBV)
• Gender- and inclusion-sensitive programming

4. Organizational Commitments

• Maintain a gender-balanced and inclusive workplace
• Integrate gender and inclusion perspectives in all project planning and reporting
• Prioritize meaningful participation of underrepresented groups, especially women, girls, and marginalized communities

5. Gender in Programs

• Conduct gender and inclusion analysis during project design
• Use sex- and age-disaggregated data in reporting and evaluation
• Design programs that actively challenge harmful gender norms and promote empowerment

6. Capacity Building

• Provide training for staff and partners on gender sensitivity, GBV prevention, and inclusive facilitation
• Promote learning spaces to reflect on bias, privilege, and inclusive leadership

7. Internal Practices

• Use inclusive language in internal and external communication
• Apply family-friendly and flexible work policies where feasible
• Ensure accessibility for people with disabilities in events and materials

8. Safeguards & Reporting

• Staff are required to report any discrimination or exclusionary behavior
• Reports will be handled confidentially and investigated promptly

9. Monitoring & Review

• G2L will review gender and inclusion outcomes annually
• Policy to be revised every two years or as needed