What does diversity mean at BRAC and how do we value it?

Inclusiveness is one of the four core organisational values at BRAC, which makes disability inclusion, gender mainstreaming and maintaining diversity our organisational priorities.

BRAC was founded on the basic principle that every individual has potential, and no person should be discriminated against. In the workplace, BRAC particularly ensures that no one faces prejudice because of race, gender, religious, socio-economic background, ability or ethnic identity. In this blog, we will focus particularly on disability inclusion, gender mainstreaming and diversity and inclusion.

Disability inclusion

An estimated 10% of Bangladesh’s population lives with a disability the majority of whom are excluded from formal employment. BRAC recognises that persons with disabilities are equal and contributing members of society, and disability inclusion is part of all talent outreach initiatives.

On an infrastructural level, wheelchair ramps, elevator access, and disability-friendly toilets have been established, in many BRAC facilities, including the head office. Some vehicles of the organisation’s transport fleet have also been made accessible, with the rest to follow throughout 2021. Renovations to address accessibility are set to begin in the flagship Aarong stores in Dhaka.

BRAC’s website has introduced a number of features that enable accessibility for persons with disabilities, to make services from digital platforms more accessible to persons with visual impairments. These include thoughtful navigation and minimum number of buttons so it can be operated with keyboards only; support of navigation through voice command; and variable font sizes. Persons with visual impairments can also adjust the screen to high-contrast colours.

BRAC is strengthening its capacity at the programmatic level for disability inclusion, for persons with disabilities, to make services from digital platforms more accessible to persons with visual impairments. These include thoughtful navigation and minimum number of buttons so it can be operated with keyboards only; support of navigation through voice command; and variable font sizes. Persons with visual impairments can also adjust the screen to high-contrast colours.

BRAC is strengthening its capacity at the programmatic level for disability inclusion, through piloting and scaling effective disability inclusion solutions in the areas of education, healthcare, skills development, economic empowerment and social enterprises.

Gender mainstreaming

Women are central to BRAC’s activities. Since its inception, one of BRAC’s goals has been to provide women with equal opportunities, and prioritise them in areas where they lag behind due to socio-economic inequity. In line with that, the organisation has mandatory gender ratios at every level of its infrastructure, particularly leadership roles.

BRAC harbours a zero-tolerance attitude towards any form of harm, abuse, neglect, harassment, bullying and exploitation in the organisation, under its safeguarding policy. Staff are encouraged to report any safeguarding violation through a dedicated helpline. The report is then investigated and appropriate action taken. Gender sensitisation training sessions are frequently conducted for all employees to promote and maintain a gender-sensitive work culture, and ensure that men are champions of women’s equality just as much as women.

Staff are encouraged to speak unhesitatingly about problems faced in their work life through a forum called Mon Khule Kotha Bola (speaking from the heart). Initiatives which have stemmed from this include that employees who are parents can avail paid maternity and paternity leave, as well as the in-house daycare facility in the head office, and women field staff across the country have the option to avail desk days during menstruation.

Prioritising women is at the heart of BRAC’s programmatic interventions. One example is the one million women who are members of BRAC’s 12,800 polli shomaj - democratic, women-led institutions through which they build support networks, claim entitlements, and prevent exploitation. These institutions strengthen rural communities by closing gaps between women and local government.

Diversity and inclusion

Fostering a diverse and inclusive work culture is ingrained in BRAC’s DNA. Applicants from ethnically diverse backgrounds are prioritised during the recruitment process. In line with maintaining a fair and secular workplace culture, no religion is given preferential treatment in the workplace, and prayer rooms for any religious sentiments are not assigned in the office premises. The workplace allows all employees to freely practice their faith and say their prayers if they choose to do so. The office cafeterias do not serve certain food items to prevent causing any discomfort or hurting the religious sentiments of any of our staff.

A person’s sexuality or sexual identity does not play any role during the hiring process or in the actual workplace itself. BRAC strives to ensure that the transgender community feels welcome working with the organisation and foster a work environment where everyone feels safe and accepted for who they are.

Evidence from research and our work shows that diversity in the workplace boosts productivity, ownership and a sense of belonging among staff. BRAC will continue to do what it takes to foster an inclusive and diverse workplace, and help every individual realise their potential.