The International Society for Neglected Tropical Diseases (ISNTD) is committed to advancing equality, diversity and inclusion across all aspects of our work. As a global health organisation, we recognise that equity is essential to our mission and that diverse perspectives strengthen our ability to address Neglected Tropical Diseases (NTDs) and the systems that perpetuate them. ISNTD supports equality, diversity and inclusion among all our activities and workforce, and eliminating unlawful discrimination. The aim is for our ethos, activities and workforce to be truly representative of all sections of society and our partners, clients, participants, the wider public and all importantly those affected by Neglected Tropical Diseases, and for each stakeholder to feel respected and able to give their best.

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ISNTD complies with the Equality Act 2010, which protects individuals from discrimination. ISNTD also recognises our ethical responsibilities in global health, including fairness, representation, cultural humility and the meaningful inclusion of individuals from NTD‑affected communities.

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The ISNTD EDI policy outlines the principles, responsibilities, and operational procedures that guide ISNTD’s approach to EDI in employment, partnerships, events, communications, and programme delivery.
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International Society for Neglected Tropical Diseases (ISNTD) Equality, Diversity & Inclusion (EDI) Policy

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1. Purpose
The International Society for Neglected Tropical Diseases (ISNTD) is committed to advancing equality, diversity, and inclusion across all aspects of our work. As a global health organisation, we recognise that equity is essential to our mission and that diverse perspectives strengthen our ability to address neglected tropical diseases (NTDs) and the systems that perpetuate them.
This policy outlines the principles, responsibilities, and operational procedures that guide ISNTD’s approach to EDI in employment, partnerships, events, communications, and programme delivery.

 

2. Scope
This policy applies to:

• Employees

• Volunteers and interns

• Advisors

• Event speakers, moderators, and contributors

• Applicants for employment or collaboration

• Partners and collaborators engaged in ISNTD activities

• Consultants and contractors

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It covers all organisational activities, including recruitment, engagement, programme design, events, communications, and external representation.

 

3. Legal and Ethical Framework
ISNTD complies with the Equality Act 2010, which protects individuals from discrimination based on:

• Age

• Disability

• Gender reassignment

• Marriage and civil partnership

• Pregnancy and maternity

• Race (including colour, nationality, ethnic or national origins)

• Religion or belief

• Sex

• Sexual orientation

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We also recognise our ethical responsibilities in global health, including fairness, representation, cultural humility, and the meaningful inclusion of individuals from NTD affected communities.
 

4. Policy Statement
ISNTD is committed to:

• Providing a working environment free from discrimination, harassment, bullying, and victimisation

• Ensuring equal access to opportunities in recruitment, training, leadership, and collaboration

• Promoting diversity across panels, events, advisory groups, and partnerships

• Ensuring decisions are based on merit, skills, and organisational need

• Removing barriers to participation, particularly for individuals from NTD endemic regions

• Embedding inclusive practices in programme design, communications, and stakeholder engagement

We value the contributions of individuals from all backgrounds and believe that diversity strengthens our impact.

 

5. Recruitment and Selection
ISNTD will ensure that:

• Job descriptions reflect essential skills and responsibilities

• Person specifications are objective, relevant, and free from bias

• Recruitment materials encourage applications from under represented groups

• Shortlisting and interviews follow transparent, consistent criteria

• Interview panels reflect diversity where possible

• Reasonable adjustments are offered to applicants with disabilities

• Recruitment decisions are documented and auditable

• All recruitment processes must be free from discrimination and unconscious bias.

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6. Employment, Consultancy, and Engagement Practices
ISNTD will:

• Provide fair and equitable terms of engagement

• Ensure equal access to training, development, and progression

• Conduct performance reviews using transparent criteria

• Consider flexible working arrangements equitably

• Make reasonable adjustments for disabled staff and contributors

• Ensure that global partners, especially those from endemic regions, are treated with dignity, respect, and parity

 

7. Representation in Programmes, Panels, and Events
ISNTD will actively promote diversity in:

• Conference panels

• Webinars and training sessions

• Advisory groups

• Working groups

• Publications and communications

We will strive for representation across gender, geography, discipline, lived experience, and professional background, with particular attention to voices from NTD endemic regions. Event organisers must consider accessibility, language, and cultural context in planning and delivery.

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8. Capacity Building
ISNTD will provide:

• Guidance for event organisers on inclusive panel design

• Support for staff and contributors to develop cross cultural communication skills

9. Reasonable Adjustments

ISNTD will make reasonable adjustments to remove barriers for disabled individuals or those with specific needs. Adjustments may include:

• Flexible working hours or remote participation

• Accessible event formats (virtual, hybrid, captioning, materials in advance)

• Adapted equipment or communication tools

• Adjustments to duties or timelines

• Requests for adjustments will be handled promptly, confidentially, and sensitively.

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10. Harassment, Bullying, and Dignity at Work
ISNTD is committed to maintaining a working environment free from:

• Harassment

• Bullying

• Victimisation

• Intimidation

• Any behaviour that undermines dignity or safety

• All allegations will be investigated promptly and fairly. Disciplinary action may be taken where appropriate.

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11. Reporting Concerns and Complaints
Individuals who believe they have experienced or witnessed discrimination or unfair treatment may raise concerns through:

• The ISNTD leadership team

• A designated safeguarding contact

• The formal grievance procedure

ISNTD will ensure:

• Concerns are taken seriously

• Investigations are conducted impartially

• Confidentiality is respected

• No individual is victimised for raising a concern in good faith

12. Responsibilities

All staff, volunteers, and contributors must:

• Treat others with dignity and respect

• Avoid discriminatory behaviour

• Challenge inappropriate conduct

• Report concerns promptly

Managers and organisational leads must:

• Model inclusive behaviour

• Ensure fair and consistent decision making

• Support staff who raise concerns

• Implement reasonable adjustments

• Monitor diversity and inclusion within their teams

 

The ISNTD leadership team is responsible for:

• Ensuring compliance with this policy

• Reviewing organisational practices

• Ensuring accountability across the organisation

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13. Monitoring, Evaluation, and Review

ISNTD will:

• Review this policy annually

• Assess the inclusivity of events and programmes

• Identify areas for improvement and implement action plans

14. Policy Ownership

This policy is owned by the ISNTD leadership team and applies to all organisational activities. Updates will be communicated to all staff, consultants, and partners.
 

The equality, diversity and inclusion policy is fully supported by senior management. Employees or collaborators who wish to, should raise a grievance with their line manager. Use of the organisation’s grievance and/or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.