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Written by

Siphesihle Tshabalala

in

Neftaly Human Capital Gender Management Policy, Procedures, Processes, Templates, Documents and Forms

Document Code: NeftalyP215**
Approved By: Chief Executive Officer (CEO)

Date Approved: 31 October 2025

Review Date: 28 November 2026

Policy Owner: Neftaly Chief Human Capital Officer, NeftalyCHCR

1. Overview

The Neftaly Human Capital Gender Management Policy (NeftalyP215) provides a framework for promoting gender equality, inclusivity, and empowerment within Neftaly. This policy ensures that all Neftaly Human Capital, regardless of gender identity or expression, are treated with fairness, dignity, and respect.

Neftaly is committed to fostering an organizational culture that values diversity, eliminates gender bias, and ensures equal access to opportunities across all Royal Divisions.

2. Purpose

The purpose of this policy is to:

  • Promote gender equality and eliminate discrimination based on gender.
  • Ensure equitable participation of all genders in Neftaly’s leadership, training, and development programs.
  • Encourage inclusive workplace practices and gender-sensitive communication.
  • Provide clear procedures for addressing gender-related issues and grievances.
  • Support Neftaly’s commitment to the Sustainable Development Goals (SDG 5 – Gender Equality).

3. Scope

This policy applies to:

  • All Neftaly Human Capital, including Officers, Deputy Chiefs, Royal Directors, and Non-Executive Members.
  • All Neftaly operations, projects, and events.
  • All third parties, contractors, and partners engaging with Neftaly.

4. Policy Statement

Neftaly is dedicated to achieving gender equality by ensuring that all policies, practices, and programs are inclusive and equitable. The organization actively prevents gender-based discrimination, harassment, and bias, while promoting leadership and development opportunities for all genders.

5. Core Principles

  1. Equality: All genders are provided equal access to opportunities, resources, and rewards.
  2. Fairness: Decisions regarding recruitment, promotion, and benefits are merit-based and free from gender bias.
  3. Inclusivity: Gender diversity is celebrated and encouraged across all Neftaly operations.
  4. Empowerment: Training and capacity-building initiatives promote gender empowerment and leadership.
  5. Accountability: Neftaly Royal Divisions are responsible for implementing and monitoring gender equity measures.

6. Procedures and Processes

6.1 Gender Representation and Participation

  • Each Royal Division must ensure equitable representation of all genders in leadership roles, training programs, and committees.
  • Maintain a NeftalyR215-01 Gender Participation Report to track progress.
  • Gender balance targets must be reviewed annually by the Chief Human Capital Officer (CHCO).

6.2 Recruitment and Selection

  • All recruitment processes must follow gender-neutral language and practices.
  • The NeftalyF215-01 Gender-Neutral Recruitment Form must be used to document selection criteria.
  • Interview panels should include diverse gender representation.

6.3 Training and Capacity Building

  • Gender sensitivity and inclusivity training are mandatory for all Human Capital.
  • CHCO will oversee the development of NeftalyT215-01 Gender Awareness Training Template.
  • Training participation data is captured using the NeftalyD215-01 Gender Training Register.

6.4 Equal Pay and Benefits

  • Compensation structures must be equitable across all genders.
  • Annual audits of pay and benefits are conducted using NeftalyR215-02 Pay Equity Audit Report.
  • Discrepancies must be reported to the CEO for corrective action.

6.5 Gender-Based Harassment and Grievance Procedures

  • Any complaint of gender discrimination or harassment must be reported using the NeftalyF215-02 Gender Grievance Form.
  • Complaints are investigated confidentially by the CHCO and a Gender Equality Committee.
  • Findings are documented in the NeftalyR215-03 Gender Grievance Resolution Report.

6.6 Gender Inclusion in Programs and Policies

  • All Neftaly programs must integrate gender perspectives during planning, implementation, and evaluation.
  • Use the NeftalyT215-02 Gender Integration Checklist for compliance.

7. Roles and Responsibilities

RoleResponsibilities
Chief Executive Officer (CEO)Provides strategic leadership and final approval of gender equality initiatives.
Chief Human Capital Officer (CHCO)Oversees policy implementation, training, and monitoring.
Royal DirectorsEnsure gender inclusivity in division-specific programs and recruitment.
Deputy ChiefsSupport gender audits and capacity-building programs.
OfficersPromote gender equality within teams and report any gender-related issues.
Human CapitalRespect and uphold Neftaly’s gender inclusivity principles in all interactions.

8. Documentation and Templates

  • NeftalyF215-01: Gender-Neutral Recruitment Form
  • NeftalyT215-01: Gender Awareness Training Template
  • NeftalyD215-01: Gender Training Register
  • NeftalyR215-01: Gender Participation Report
  • NeftalyR215-02: Pay Equity Audit Report
  • NeftalyF215-02: Gender Grievance Form
  • NeftalyR215-03: Gender Grievance Resolution Report
  • NeftalyT215-02: Gender Integration Checklist

9. Compliance and Monitoring

  • The CHCO conducts quarterly gender audits and presents findings to the CEO.
  • Non-compliance with gender equity measures may result in performance review or disciplinary action.
  • The Gender Equality Committee monitors implementation and progress toward gender balance goals.

10. Review and Evaluation

This policy will be reviewed annually by the CHCO, with updates approved by the CEO to ensure continuous improvement and compliance with national and international gender equality standards.

11. Frequently Asked Questions (FAQs)

Q1: What is Neftaly’s approach to gender equality?
A: Neftaly promotes fairness, inclusivity, and empowerment for all genders in every aspect of organizational operation.

Q2: How does Neftaly handle gender-based discrimination?
A: All reports are investigated confidentially and resolved through the Gender Equality Committee.

Q3: Are there gender quotas at Neftaly?
A: Neftaly encourages gender balance and equitable representation but prioritizes merit-based selection.

Q4: Is gender inclusivity training mandatory?
A: Yes. All Human Capital must complete annual gender sensitivity and inclusivity training.

Q5: How does Neftaly ensure equal pay?
A: Regular audits and transparent pay structures are used to ensure pay equity across all genders.

Approved By:
Neftaly Malatjie
Chief Executive Officer

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