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Guidance on whistleblowing

It is the duty of every employee to speak up about genuine concerns in relation to criminal activity, breach of legal obligation (including negligence, breach of contract, breach of administrative law, miscarriage of justice, danger to health and safety or environment) and the cover up of any of these in the workplace. Christian Aid is committed to ensuring that any employee's concerns of this nature will be taken seriously and investigated, and as part of this commitment has developed this guidance note on whistleblowing.

Safeguarding policy

Christian Aid is committed to protecting the dignity and rights of every person, and works with those that are committed to supporting poor and marginalised communities to eradicate poverty and promote basic rights and justice. This includes the rights of

How Christian Aid pays its staff

The effective stewardship of resources is core to the vision and values that underpin Christian Aid’s work in seeking to bring about a fairer, more equitable world. We recognise the important responsibility we have to the poor communities we work with, our donors, supporters and the general public, to ensure we are open and transparent on how we use the funds that are so generously donated for the work we undertake.  We are committed to ensuring value for money in everything we do and this includes how we remunerate our staff. We operate a policy that is fair, equitable and consistent to attract, motivate and retain capable staff that have the skills and experience we require to implement the work we do.  What are our pay principles? Our salaries are set within in a policy that reflects the values and ethos of the organisation, benchmarking against other comparable charities and church organisations at a level that is just below or at the median of these comparators. The basic principle for determining salaries is that employees carrying out the same or similar jobs in the same location are paid the same or similar salary. Salaries differ where jobs are of a different size, complexity, responsibility and accountability. Tackling global poverty and social injustice is highly complex and we value the contribution that each individual employee makes to our organisation’s success. Our approach to reward is guided by the following principles which are applied equally to all our staff wherever they are located and whatever their position:  We will provide a total reward package which recognises contribution to the achievement of our aims. Our reward offering will be competitive in the marketplace from which we draw the people we need.  The reward decisions we make will be consistent and based on objective assessment of our organisational needs.  Wherever we can we will offer flexibility and choice so that individuals can achieve what is most relevant and has most value to them.  We will make arrangements which comply fully with relevant legislation wherever we are operating. How is pay governed? The implementation of our remuneration policy, which is set by the Board, is overseen by the Remuneration Committee. This committee has delegated authority to provide governance oversight and input on all matters concerning the principles and policies governing the pay and benefits of Christian Aid staff. Its responsibilities include: To consider any suggested changes to those principles and policies and make recommendations to the Board. To make recommendations to the Board for any necessary adjustments, consistent with affordability within agreed budget parameters. To collect and consider evidence of movements in the external pay market as it affects Christian Aid, and to make recommendations to the Board for any necessary adjustments required to ensure Christian Aid is able to recruit and retain appropriately skilled staff to implement its strategy effectively. To make recommendations from time to time to the Board on the broad policy framework and overall costs of the remuneration of the Chief Executive and the Directors and to determine the salary of the Chief Executive. Our lower salary band for all employed staff in the UK and Ireland is above the Living Wage, as is the salary of all third party contracted cleaning staff employed in our UK and Ireland regional and national offices. Christian is an accredited “Living Wage Employer”. For salaries of staff based in the UK and Ireland, the Board has adopted the “Hutton Fair Pay Review” recommendation which limits the differential of pay between the highest paid person and others, using a ratio based on the median salary. The Board has set this ratio at 4:1 on UK salaries. The salaries for our internationally based staff are set within their local employment market, against a benchmark of other comparable organisations, consistent with our overall remuneration policy. Further information on what we currently spend on salaries, including the salary of the Chief Executive, can be found in our 2016/17 Annual Report. How much is Christian Aid’s Chief Executive paid? Christian Aid’s Chief Executive, Amanda Khozi Mukwashi, earned £132,000 last year. We recognise that this is a large sum of money. Christian Aid makes every effort to avoid paying higher salaries than are necessary. We pay our staff salaries the same as, or below, the median of other church-based and/or international development agencies. A recent survey of UK charities showed that we pay significantly below the average pay of £167,000 for CEO’s of the top 100 charities, in terms of income, in the country. The Chief Executive role carries an immense amount of responsibility. This includes the stewardship, governance and oversight of how we spend our £106m annual income, the welfare of up to 900 staff and the projects we support to help lift millions of people out of poverty. Within Christian Aid we are committed to the idea that transparency empowers – that’s why we’re already one of the most transparent organisations in the sector. We’ve always been clear on who earns what and we’re accredited with the highest international standards of transparency. How do we manage annual pay reviews? Each year, Christian Aid conducts an annual pay review of staff salaries. In the UK and Ireland we calculate inflation rates using the average of Average Weekly Earnings Index (AWE) and the Consumer Price Index (CPI). Any inflationary award or other necessary adjustments made on salaries are subject to affordability. For our internationally based staff we use country data from the International Monetary Fund (IMF) for calculating cost of living increases for country offices. Adjustments are implemented on April 1. Contact us

Safeguarding policy, Portuguese (PDF)

Christian Aid is committed to protecting the dignity and rights of every person, and works with those that are committed to supporting poor and marginalised communities to eradicate poverty and promote basic rights and justice. This includes the rights of the children and adults. The guiding principle of our Safeguarding Policy, here translated into Portuguese, is that Christian Aid believes that it is always unacceptable for children, young people, or adults to experience any kind of abuse.

Safeguarding policy, French (PDF)

Christian Aid is committed to protecting the dignity and rights of every person, and works with those that are committed to supporting poor and marginalised communities to eradicate poverty and promote basic rights and justice. This includes the rights of the children and adults. The guiding principle of our Safeguarding Policy, here translated into French, is that Christian Aid believes that it is always unacceptable for children, young people, or adults to experience any kind of abuse.

Safeguarding policy, Spanish (PDF)

Christian Aid is committed to protecting the dignity and rights of every person, and works with those that are committed to supporting poor and marginalised communities to eradicate poverty and promote basic rights and justice. This includes the rights of the children and adults. The guiding principle of our Safeguarding Policy, here translated into Spanish, is that Christian Aid believes that it is always unacceptable for children, young people, or adults to experience any kind of abuse.

Christian Aid’s gender pay gap report 2017-2018

A report from our CEO, Amanda Khozi Mukwashi, on the gender pay gap at Christian Aid.

Christian Aid Open Information Policy

Our Open Information Policy governs our approach to sharing information with external stakeholders; it provides the standards and principles that guide how we operate and the types of mechanisms that exist to access information. It also explains why there is some information that we will not share. To learn more, visit our Open Information Policy page. 

No more harmful traditional practices: working with faith leaders

In 2017 a consortium of members of the Joint Learning Initiative on Faith and Local Communities (JLI) undertook a study funded by the UK Department for International Development (DFID), entitled ‘Working effectively with faith leaders to challenge harmful traditional practices'. The United Nations has defined harmful traditional practices (HTPs) as follows: Traditional cultural practices reflect values and beliefs held by members of a community for periods often spanning generations. Every social grouping in the world has specific traditional cultural practices and beliefs, some of which are beneficial to all members, while others are harmful to a specific group, such as women. These harmful traditional practices include female genital mutilation (FGM); forced feeding of women; early marriage; the various taboos or practices which prevent women from controlling their own fertility; nutritional taboos and traditional birth practices; son preference and its implications for the status of the girl child; female infanticide; early pregnancy; and dowry price. Despite their harmful nature and their violation of international human rights laws, such practices persist because they are not questioned and take on an aura of morality in the eyes of those practicing them. Faith leaders are men and women recognised by their faith community, both formally or informally, as playing authoritative and influential leadership roles within faith institutions to guide, inspire or lead others (of faith). This may be within a formal religious hierarchy of accountability, but also includes informal movements. This report serves as a synthesis of the study findings.

Working effectively with faith leaders - harmful traditional practices

In 2016, the United Kingdom’s (UK) Department for International Development released a call for proposals for a study entitled “Working effectively with faith leaders to challenge harmful traditional practices.” A Consortium of the Joint Learning Initiative on Faith and Local Communities, an international alliance examining the contribution of faith groups to community health and wellbeing, undertook this study to investigate best practices around engaging with faith leaders on harmful traditional practices (HTPs). This study is currently on-going and will continue until 2018.

Faith leaders and family planning report

A report into the major barriers and opportunities for faith leaders engaging with their communities on family planning.

Pour la justice de genre: Un résumé de la stratégie de Christian Aid sur l’égalité des genres

Un résumé de la stratégie de Christian Aid sur l’égalité des genres. (French language version of our gender strategy)

Comment Christian Aid évalue le rapport qualité-prix dans ses programmes

Pour Christian Aid, un bon rapport qualité-prix ne consiste pas à rechercher la solution la moins coûteuse possible, à moins qu’elle soit également la plus efficace et la plus inclusive. (French language value for money report.)

Cómo evalúa Christian Aid el mejor valor por el dinero en sus programas

Para Christian Aid, el valor por el dinero no consiste en buscar la opción más barata posible, a menos que esta sea también la opción más eficaz e inclusiva. (Spanish language value for money report.)

Of the Same Flesh: exploring a theology of gender

This report provides a theological underpinning for Christian Aid’s gender justice work.

Improving Impact: Do accountability mechanisms deliver results?

This research seeks to contribute evidence for the value of introducing accountability mechanisms into projects, and demonstrate the importance of promoting them.