The implementation of a gender and diversity policy in the organization promotes equal opportunities for all employees, regardless of gender, sexual orientation, age, religion or race. By ensuring the diversity of its workforce, PJD strives to create a fair and safe environment where everyone has access to the same opportunities and benefits. For the gender and diversity policy to be concretely presented within the organization, the following direct metric must be provided: 15 out of 26 employees are women.

The gender and diversity policy in the organization is based on concrete measures such as:

1. Recruitment policies that encourage diversity and employ people from different backgrounds


2. Regular participation of all employees in training taking into account gender, GBV, diversity and inclusion, etc.


3. The opportunity for any employee to participate in women's leadership capacity building programs


4. The establishment of a diversity task force to encourage a culture of diversity and inclusion in the organization


5. The creation of a diversity task force to encourage a culture of diversity and inclusion in the organization


6. Mentoring programs to help minority employees advance in their careers


7. Compliance with international standards in this area.

PJD strictly adheres to current legislation regarding compliance with maternity leave, which is up to 15 weeks and can be extended up to 3 weeks if a morbid labor continues. PJD has a zero-tolerance policy on gender-based violence, including sexual abuse, and strives to foster a safe, fair and inclusive work environment. The staff have different professional and cultural backgrounds, unite and treat each other as equals.

In addition, religious affiliation is not a selection criterion for employment or professional advancement within PJD. In this sense, the organization respects international laws and standards on religious discrimination.