Zafy Tody Gender Policy
Version approved by Zafy Tody Management – September 2025
1. Preamble
Zafy Tody recognizes that gender equality is essential for innovation, performance, and sustainable development. Every employee, partner, mentor, or incubated entrepreneur must be able to evolve in a safe, respectful, and inclusive environment, free from gender‑based discrimination.
This policy is grounded in the values of respect, diversity, equity, and inclusion, and complies with the applicable Malagasy laws that guarantee equality and protection against discrimination and violence.
2. Relevant legal references
- Constitution of Madagascar (2010, Art. 6): guarantees equality among all citizens without distinction based on sex.
- Law No. 2019‑008 of 16 January 2020 on Combating Gender‑Based Violence (GBV): provides for prevention, protection, and prosecution of physical, psychological, sexual, or economic violence, including in the workplace.
3. Objectives
- Ensure equal treatment and equal opportunities in access to employment, responsibilities, and incubation programs.
- Prevent any form of discrimination, harassment, or gender‑based violence in the work environment.
- Provide a reporting and protection mechanism for victims of gender‑related violence or discrimination.
- Promote balanced gender representation in teams, decision‑making bodies, and among incubated startups.
4. Commitments
| Domain | Main commitments |
| Recruitment and employment | Fair, transparent, and unbiased recruitment processes; equality in hiring, remuneration, and advancement. |
| Work environment | Zero tolerance for gender‑based discrimination and violence; clear reporting mechanisms and protection for victims in accordance with Law No. 2019‑008. |
| Incubation programs | Encourage and support the participation of women entrepreneurs and under‑represented genders; tailored mentoring and training. |
| Organizational culture | Regular awareness‑raising on gender issues; training on unconscious bias and on the GBV law. |
| Monitoring and transparency | Collection of gender‑disaggregated data (participation, funding, leadership) and periodic reporting on progress. |
5. Responsibilities
- Management: ensure implementation of the policy and compliance with national legislation.
- Gender Focal Point: oversee implementation, monitoring, and awareness activities.
- Employees, mentors, partners, and incubatees: adhere to the policy’s principles and report any incident.
6. Sanctions and remedies
Any act of gender‑based discrimination, harassment, or violence will be sanctioned in accordance with Zafy Tody’s internal procedures and Law No. 2019‑008. A confidential reporting mechanism is in place, with protection for individuals who report incidents.
7. Communication and training
- Dissemination of the policy to all employees, partners, and beneficiaries.
- Regular awareness‑raising and training sessions on gender equality and applicable legislation.
Resources for implementation
- A Gender Focal Point is designated, with 10% of their working time dedicated to this mission.
- An annual budget is allocated for awareness, training, and monitoring activities.
- Annual public reports will be produced and published on the website, presenting gender‑disaggregated data and progress achieved.
- Management commits to reviewing these reports and integrating recommendations into the organizational strategy.
8. Review
This policy will be reviewed every two years to remain aligned with best practices and with developments in Malagasy legislation.