Diversity, equity and inclusion at the IAS
At IAS – the International AIDS Society – diversity, equity and inclusion (DEI) are more than principles. They are foundational to how we work, who we work with, and how we drive change in the global HIV response.
Why DEI matters in the HIV response
HIV does not affect everyone equally. Inequity and exclusion are key drivers of the pandemic, creating barriers to HIV prevention, treatment and care. The IAS is committed to putting people first, especially those who have been historically marginalized in the HIV response.
We define our DEI pillars as:
Diversity
Respecting demographic differences across nationality, dis/ability, race, ethnicity, gender identity, sexual orientation, religion, age and education. The IAS works closely with key and vulnerable populations.
Equity
Following practices and processes that provide fair access and equitable outcomes for all, regardless of background or circumstance
Inclusion
Fostering an environment where the people the IAS employs and serves feel valued, respected and empowered to fully participate
Justice
Recognizing and addressing the historical harms and systemic disadvantages experienced by people living with and affected by HIV, as well as other demographic differences
Our DEI vision
We strive for a world in which HIV no longer presents a threat to public health and individual well-being.
Our global response to HIV centres diversity, equity and inclusion and works to dismantle systemic barriers to achieving optimal health and well-being for everyone affected by HIV.
We prioritize the voices and experiences of all our stakeholders, integrating science, policy, and activism. Our organizational environment empowers diverse voices, respects all lived experiences, and allows all individuals to strive, regardless of societal labels.
Our priorities
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Programmes and conferences that reflect a high level of diversity, equity and inclusion
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Inclusive leadership and governance, a diverse workforce, and an inclusive and equitable workplace culture
Our approaches
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Centre people with lived experience of HIV as equal collaborators with the power to shape activities.
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Systematically consider discrimination, inequity and exclusion potentially experienced by IAS stakeholders in all programme design and delivery.
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Create inclusive spaces with diversity goals across our organization, conferences and programmes.
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Ensure continued learning on DEI for staff and members of governing and advisory bodies.
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Regularly evaluate our policies and practices against our DEI vision.
How the IAS is putting DEI into practice
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We refined our HR policies, including recruitment, onboarding and performance management processes to fully reflect our DEI priorities.
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We organize regular DEI trainings and refreshers for staff, leadership and members of governing and advisory bodies.
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We limit partnerships, financial and otherwise, to those organizations that meet all DEI criteria in our due diligence process.
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We apply the IAS DEI checklist during planning and monitoring of all activities and take corrective actions if goals are not met.
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We seek feedback from our stakeholders through our post-activity surveys, and adjust activity delivery if needed.
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We track progress on our DEI action plan and report twice annually to the IAS Governing Council DEI Committee.