Mpishi Energy
Mpishi Energy / Policies / Gender Equality

Gender Equality Policy

Mpishi Energy is committed to gender equality, fairness, dignity and inclusion across its operations, partnerships and projects. Gender equality is a matter of rights and good governance, and it leads to stronger decisions, more inclusive stakeholder engagement, better workforce participation and more sustainable project outcomes.

Last approved 26 April 2025

  • Equal opportunity

    Recruitment, pay, training and advancement based on merit, capability and need.

  • Respect and dignity

    No discrimination, bullying, intimidation or harassment in any work setting.

  • Inclusive participation

    Women's meaningful participation in decisions, projects and consultations.

  • Protected reporting

    Concerns can be raised safely, with protection against retaliation.

How a report is handled
  1. 1Report

    Concern submitted through report@mpishienergy.net, the Managing Director or a Board-designated contact.

  2. 2Log and screen

    Recorded and assessed for urgency, credibility and impact.

  3. 3Review

    Assigned to management, the Board or an external adviser, independent of the matter.

  4. 4Action

    Investigation, corrective action, recovery, funder notice or referral where required.

Scope

  • This Policy applies to all directors, officers, employees, consultants, advisers, contractors, suppliers and other representatives of Mpishi Energy.
  • It also sets our expectations of project partners, service providers, EPC contractors and the conduct of community engagement processes.

Policy statement

  • We provide a working and business environment in which women and men are treated fairly, have equal opportunity to contribute and progress, and are not disadvantaged on the basis of gender.
  • We do not tolerate discrimination, harassment, intimidation, exclusion or unfair treatment on the basis of gender, gender expression, pregnancy, maternity, marital status or caregiving responsibilities.

Employment and workplace

  • Fair access to recruitment and engagement opportunities, with roles advertised openly and objective selection criteria.
  • Equal pay for work of equal value, and gender-neutral assessment of performance and promotion.
  • Equitable access to training, mentoring and professional development.
  • Reasonable flexibility in working arrangements where operations allow, recognising caregiving and family responsibilities, and protection of maternity rights under the Employment Code Act No. 3 of 2019.
  • Safe facilities on project sites, including separate sanitation and changing areas and safe transport for shift workers.

Projects and communities

  • Gender-responsive stakeholder engagement: consultations held at times and places women can attend, with women-only sessions where helpful.
  • Women's views reflected in land, livelihood and community-investment decisions, consistent with IFC Performance Standards 1, 4, 5 and 7.
  • Local hiring plans in EPC contracts include targets for women's employment and skills development, with progress tracked and reported.
  • Gender-based violence and harassment risks assessed in the project ESIA and addressed through our SEAH Guidelines.

Procurement and partners

  • We encourage women-owned and women-led businesses to participate in our supply chain.
  • Contractors and suppliers must apply equivalent non-discrimination and anti-harassment standards to their workforce.

Prohibited behaviour

  • Discrimination or exclusion on the basis of gender or related status.
  • Sexual harassment, unwelcome sexual conduct or gender-based intimidation.
  • Offensive, degrading or stereotypical remarks or behaviour.
  • Unfair decisions in recruitment, pay, promotion, training or work allocation based on gender.
  • Retaliation against anyone who reports a concern or takes part in a review.

Responsibilities

  • Management promotes awareness, models respectful conduct, supports fair decisions, addresses concerns and encourages inclusive participation.
  • All personnel and representatives comply with this Policy, treat others with dignity and report concerns.
  • The Board, or designated oversight authority, oversees serious or material issues.

Reporting and corrective action

  • Concerns can be raised with management, through our grievance mechanism, or confidentially at report@mpishienergy.net. They are handled as confidentially as reasonably possible, assessed promptly and fairly, and acted upon where substantiated.
  • Corrective action may include informal resolution where suitable, management intervention, disciplinary measures, termination of engagement or contract, referral to other procedures, or notification to the authorities where required.

Monitoring

  • We track gender-disaggregated data on recruitment, workforce, training, pay bands and community participation, proportionate to our size.
  • Results are reviewed annually and reported in our sustainability disclosures and to lenders, and the Policy is updated to reflect growth, legal requirements, good practice and funder expectations.

Contact

Mpishi Energy Limited, 31 Peri Peri Street, Salama Park, Lusaka, Zambia. Confidential reports: report@mpishienergy.net. General enquiries and grievances: info@mpishienergy.net.

This is the public version of an approved Mpishi Energy policy. It applies to Mpishi Energy Limited and its project companies and is reviewed at least annually.