Image: Untitled, Micha Serraf, South Africa (2018)

Measuring Power. Driving Accountability. Fuelling the Movement.

Since 2017, Global 50/50 has built a globally recognised track record holding institutions to account for gender justice. Our 2026–2029 strategy marks a new chapter — deepening that core work while expanding our role as a catalyst for the wider gender justice movement.

We work through three mutually reinforcing pillars:

Why now

As Global 50/50 approaches its tenth year, we face both challenge and opportunity. The political environment is more difficult. Funding is more competitive. And the need for an independent, rigorous voice that holds the line, and keeps pushing, is more vital than ever.

We provide the evidence base that advocates can use. We hold institutions to account. And we build the infrastructure that lets the movement sustain progress.

What success looks like

By 2029, we aim to see gender accountability standards adopted or referenced by major institutions; greater use of G5050 analysis in policy debates and institutional reform; a digital platform recognised as a trusted resource across the gender justice ecosystem; expanded partnerships across regions and sectors; and demonstrable institutional reforms for more gender-responsive and equitable workplaces.

Our vision, mission and values

Vision

Global 50/50 envisions a world where gender justice is a reality for all.

Mission

Global 50/50 informs, inspires and incites action and accountability for gender justice through rigorous evidence, accountability and strengthening movements for change.

Principles and Values 

At G5050, collaboration is at the heart of our research and engagement process. We are committed to partnerships that are ethical, equitable, and rooted in social justice. These principles guide our approach:  

1. Values-driven – Our work is grounded in social justice and guided by international frameworks, including the Universal Declaration of Human Rights, the Sustainable Development Goals, and the Beijing Declaration and Platform for Action. 
2. Inclusive work culture – We foster a diverse, inclusive, and equitable environment by holding ourselves and our teams accountable and continuously reflecting on how we put these values into practice. 
3. Equitable collaboration – We prioritise fairness in project co-design, governance, recognition, and the sharing of benefits across all partnerships. 
4. Transparent practices – We are committed to transparency in all aspects of our work, including our funding model, and provide clear and timely updates to stakeholders. 
5. Diverse representation – We strive for diverse research teams and collaborations, recognising the importance of varied perspectives in strengthening our work. 
6. Ethically grounded – Our research adheres to the highest ethical standards in design, governance, and implementation. 
7. Capacity-strengthening – We integrate opportunities for learning, mentorship, and visibility for less-experienced researchers, both within GH5050 and across our partnerships. 
8. Impact-focused – Our research is solutions-oriented and designed to drive tangible change in addressing gender inequalities. 
9. Social justice lens – We analyse findings through a lens of equity and social justice, ensuring our work challenges systemic barriers. 
10. Commitment to learning – We continuously reflect on and improve our collaborative practices to ensure they remain equitable and effective. 
11. Independent and non-partisan – While we acknowledge the power imbalances in the systems we work within, we maintain a democratic, non-partisan, and non-sectarian approach. 
12. Ethical funding – We only accept funding that allows us to operate independently and critically engage with issues without compromise. 
13. Accountability – We uphold the highest standards of openness, honesty, and accountability in all our relationships – both with external partners and within our team.

Workplace policies

As an employer, Global 50/50 (formerly Global Health 50/50) has developed a set of policies to ensure the wellbeing, safety and development of our staff. As part of commitment to equality and diversity we implement a number of workplace policies in our organisation to support the careers of all staff. Below is a selection of our policies that we believe are particularly key to addressing diversity, equality and inclusion in the workplace. Making these publicly available ensures transparency and accountability and we encourage all organisations to do the same.

• Equal Opportunities Policy
• Equality Diversity and Inclusion Policy
• Anti-Harassment and Bullying Policy
• Flexible Working Policy
• Time Off For Dependants Policy
• Adoption Policy
• Maternity Policy
• Paternity Policy (Birth)
• Shared Parental Leave Policy (Birth)
• Unpaid Parental Leave Policy
• Ethics, values and ways of working
• Menstrual and Menopause Wellbeing Policy
• Carers Leave Policy
• Environment Policy

If you would like support in developing policies for your organisation please visit our policy repository and our how-to guides for additional resources.

Reporting misconduct

We strive to do our work with honesty and integrity and expect the same of all of our Collective members. However, if you experience or suspect misconduct we encourage you to communicate your concerns. All communication received will be taken seriously, and investigated if need be. We encourage a culture of openness and accountability in all our interactions with employees, contractors, service providers, partners and the public.

Misconduct can be reported through Protect, an independent whistleblowing charity. You can reach them at:

• their helpline number: 020 3117 2520 (UK)
• their contact form: https://protect-advice.org.uk/contact-protect-advice-line/
• their website: www.protect-advice.org.uk.

Last updated 3 July 2023.