Power for the People

Who we are

PFP is a small charity dedicated to creating sustainable futures with some of the world's most socioeconomically deprived communities. Our vision is healthy, educated, skilled people building prosperous, sustainable communities. We partner with communities experiencing extreme, multi-dimensional poverty, using innovation and clean technologies as a backbone for sustainable development. We address the root causes of poverty and reduce dependence on aid through our community-led partnerships.

Our culture and values

Four operating principles underpin how we design, deliver and monitor our programmes:

• Handshakes not handouts: Embedding community contribution from the start, initiating projects that increase household income, build local resilience and capability and create jobs so that people can achieve the means to pay for what they need. Ensuring we create lasting change that can be sustained long after our exit.
• Community collaboration, engagement and accountability: Creating true partnerships and fostering mutual respect to ensure everyone’s voice is heard. Continued engagement and accountability to ensure we working together towards common goals.
• Pilot, scale-up, replicate: Starting small and learning from pilots, then scaling up successful initiatives to reach more people and make a greater impact. We believe in the power of replication, sharing what works with others so that they can adapt and implement similar solutions in their own communities.
• Environmental, operational and financial sustainability: Sustainability is at the core of everything we do. We strive to not only make a positive impact today but also to ensure that our efforts have a lasting effect. This includes environmental sustainability: ensuring that our work is not harming the planet; operational sustainability: running our programs efficiently and effectively; and financial sustainability: making sure that our initiatives are viable in the long term.

Equality, diversity and inclusion policy

To meet PFP’s objective of embedding EDI in our governance, work culture and everything we do, PFP commits to:

1.      Train staff, volunteers, Trustees and partners and customers/suppliers about their rights, responsibilities and expected behaviours under the Equity, Diversity and Inclusion Policy. Responsibilities include staff, volunteers, Trustees and partners and customers/suppliers conducting themselves in a way that aids PFP in providing equal opportunities in employment, and preventing bullying, harassment, victimisation and unlawful discrimination.

2.      Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, volunteers, Trustees, partners, customers/suppliers, visitors, the public and any others in relation to PFP work and activities.

3.      Make opportunities for training, development and progress available to all staff, volunteers, Trustees and partners so they are encouraged to realise their full potential.

4.      Make decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).

5.      Regularly review relevant internal policies, employment practices and procedures in line with this Policy, and also update them and the Policy to take account of changes in the law.

6.      Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability with a view to encourage equity, diversity and inclusion, and to meet the aims and commitments set out in this Policy.

7.      Monitor and assess how the Equity, Diversity and Inclusion Policy, and any supporting action plans, are working in practice, reviewing them annually, and considering and taking action to address any issues.

8.      Hold EDI-focused reflection/planning days aimed at addressing bias, discrimination and progressing EDI goals and action plans.

9.      Ensure that clear procedures to raise concerns are socialised, so that individuals feel able to share openly, safely and without fear of reprisal.

10.  Ensure appropriate support is provided for those who raise complaint.

11.  Ensure impartiality and timeliness are respected.

12.  Challenge unacceptable behaviours and learn lessons from complaints.

13.  Actively reach and make reasonable adjustments for all (and particularly those from disadvantaged and underrepresented backgrounds) by identifying, removing and mitigating barriers for participation, inclusion and representation, including during partnership scoping, recruitment and selection processes.

14.   Mitigate the risk of making inappropriate assumptions or taking ineffective steps by ensuring that EDI-related organisational actions and decision-making are informed by and carried out in partnership with those facing discrimination and prejudice.

15.   Put measures in place so that those experiencing discrimination are not required to take on a disproportionate amount of practical and emotional labour.