The Vavengers

Who we are

We are a UK-based women and survivor-led movement working to end Female Genital Mutilation and all other forms of Violence Against Women and Girls. Led by the voices and experiences of survivors, we unite survivors, expert professionals, artists, and activists to challenge and dismantle the barriers that stand in the way of ending GBV. 

Our mission is two-fold: expanding support for survivors to navigate the lifelong physical and psychological consequences of FGM, as well as to drive systemic change through our advocacy and convening work. We envision the first uncut generation of women and girls in our lifetime. Ultimately, we want to live in a world where women and girls are safe, well, free and thriving. 

Connect: We connect women to safe, non-judgemental, caring survivor-centric services they need so that vulnerable women and girls can safeguard themselves, their children and their communities from FGM, and all forms of VAWG. 

Campaign: We campaign so UK institutions and survivor touchpoints like healthcare providers, criminal justice and immigration systems recognise FGM, forced marriage and acts of trafficking as forms of violence and have the skills and resources to actively enforce legislation and provide appropriate care and support. 

Convene: We convene  to create a bridge between survivors, communities and national and global platforms to collectively influence policy and decision-making .

Thrive: We operate a vibrant, small but mighty, financially sustainable movement which expands its resource base while staying true to its survivor roots. 

Our culture and values

We are bold: We lead the way with our survivor-led approach and we arenʼt afraid to be daring,loud and clear with what we want to achieve.

We are creative: We rely on innovation, learning and expression to keep FGM high on the agenda in an ever-changing world.

We are collaborative and resilient: We bring everyone that comes our way along on our journey because we know it takes everyoneʼs effort to end Gender-Based Violence so FGM remains a live issue in an ever-changing world.

We are survivor-led: Our people are representative of the issues we work to end. Our ambassadorship
programme is also designed to centre the integrity of being survivor and women-led into the heart of our work.

We are activists: Our local to global approach and activism values enables us to challenge systemic discrimination and build the change we want to see.

Equality, diversity and inclusion policy

Equality, diversity & inclusion and belonging policy

Introduction

The Vavengers does not tolerate or permit discrimination of any kind against any person on the grounds of gender, marital status, race, ethnic origin, colour, nationality, national origin, disability, sexual orientation, transgender status, religion or belief, age, membership of a trade union or political affiliation or because you are pregnant or on maternity leave. We will ensure that equal opportunity principles are applied to the recruitment, training, development and promotion of staff as well as volunteers, ambassadors and trustees. The Vavengers is a survivor and female-led organisation and values those with lived experience of issues we work to end. 

The Vavengers is an anti-racist and anti-sexist organisation, and our policy is to create work environments for everyone to feel valued.

The policy’s purpose is to:

• Provide equality, fairness and respect for all in our employment, whether temporary, part-time, full-time or volunteering.

• Not unlawfully discriminate in line with the Equality Act 2010 protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex and sexual orientation.

• Oppose and avoid all forms of unlawful discrimination. This includes in pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities.

The organisation commits to: 

• Encourage equality, diversity and inclusion in the workplace.

• Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff and volunteers are recognised and valued.

This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.

All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public

• Take complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities seriously.

Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.

Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.

• Make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.

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

• Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.

• Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy.

Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.

The aim is for our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best. 

As an employee, you have a personal responsibility for helping us ensure that equal opportunity principles are applied in the workplace. You must not discriminate, directly or indirectly, against another person on any of the grounds outlined above (whether such discrimination is physical, verbal or mental). 

Direct discrimination occurs if you treat a person less favourably than someone else in similar circumstances on the basis of one of the criteria outlined above. Indirect discrimination occurs when a provision or practice adversely affects a proportion of one race, sex or marital status disproportionately. Any employee who victimises, bullies, harasses, or discriminates against another person will be subject to disciplinary action, potentially leading to summary dismissal for gross misconduct. 

Any employee who feels that they have been subject to discrimination should raise the matter through The Vavengers grievance procedure. The Vavengers will also consider informal approaches to the situation and will attempt to settle them informally if possible.

If any employee believes the circumstances warrant such action, they may confidentially approach our safeguarding officer or CEO for a meeting and by-pass the usual grievance procedure relating to discrimination, in order to bring to their attention perceived matters of a serious nature or general concern. Such matters will at all times be handled sensitively and with strict confidentiality.

The Vavengers will do everything possible to ensure the ultimate well-being of those with lived experience of Gender-Based Violence, migration, war or conflict, poverty, discrimination, racism and sexism. Belonging is a critical part of our mission and it is our aim to platform people who have been displaced or discriminated against as our experts when conducting our work, rather than promote spokespeople who do not have lived experience of issues we work to end.