These are some principles that guide The SMC Group’s operations and projects. This is a portion of The SMC Group’s company handbook, which is normally a confidential and internal document.

Since I advocate for decolonised, participatory, intersectional, and inclusive approaches to our work, my company must also practice these values at the organisation level.

These lists of values [please see the others on participatory, decolonised, and queer values] were directly inspired by my toxic experiences in private philanthropy and Open Society Foundations in particular. I saw first-hand what not to do, so my work calls on our sector to put in the work and do better rather than pay lip service to performative allyship.

Gender Equity and Inclusion

• Implement gender-neutral policies and practices throughout The SMC Group, ensuring equal opportunities for all employees.
• Conduct regular gender pay audits to identify and address any wage gaps.
• Promote a diverse and inclusive work environment that values different perspectives and experiences.
• Provide resources and support for underrepresented groups to thrive and advance within the organization.

Empowering Women’s Leadership

• Establish leadership development programs specifically designed for women of all backgrounds, providing them with the necessary skills and opportunities to advance into higher positions. The SMC Group supports women-led businesses as vendors, mentors early career professionals, and targets a wide range of women from an intersectional perspective.
• Encourage women’s participation and representation in data and research activities, especially from a community-based and participatory approach.

Work-Life Balance and Flexible Policies

• Implement flexible work arrangements, such as remote work options, flexible hours, and leave policies that support the needs of all employees.
• Encourage a culture that respects work-life balance and discourages the expectation of toxic capitalism.
• Regularly assess and address potential barriers to work-life balance, ensuring equal opportunities for advancement for employees with caregiving responsibilities.

Pay Equity and Transparency

• Conduct regular salary reviews to ensure pay equity across all genders and positions.
• Establish transparent salary bands and clear criteria for performance-based pay increases.

Safety and Harassment-Free Environment

• Implement a zero-tolerance policy for harassment and discrimination in the workplace, with clear reporting mechanisms and consequences for offenders.
• Provide comprehensive training on preventing sexual harassment and unconscious bias to all employees.
• Establish a supportive environment where employees feel comfortable reporting incidents and have access to confidential and unbiased support resources.
• Regularly assess and improve workplace safety measures, considering the specific needs and concerns of women and marginalized groups.

Supplier Diversity and Social Responsibility

• Partner solely with suppliers and vendors that demonstrate a commitment to gender equality and ethical practices or at least do not contribute to the patriarchy.
• Regularly monitor and evaluate supplier diversity and social responsibility initiatives to ensure alignment with company values and goals.

Community Engagement and Philanthropy

• Engage in partnerships and collaborations with nonprofit organizations focused on women’s empowerment and gender equality.
• Encourage employees to actively participate in volunteer programs that support local communities and nonprofit organizations.
• Allocate a portion of company profits to philanthropic initiatives addressing gender-based inequalities and supporting women’s rights.
• Regularly evaluate the impact and effectiveness of community engagement initiatives, ensuring alignment with the company’s mission and values.