“I tell my story not because it is unique, but because it is the story of many girls.” -Malala
Dive deep into Malala Fund‘s report cards and explore the state of girls’ education in 120 countries.
Malala Fund prohibits discrimination against employees and applicants for employment because of the individual’s race or colour, religion or creed, alienage or citizenship status, sex (including pregnancy), national origin, age, sexual orientation, gender identity or expression, sexual and reproductive health decisions or decision-making (of employees or their dependents), disability, marital status, familial status, domestic partnership status, genetic information or predisposing genetic characteristics, military status, domestic violence victim status, preemployment arrest record, or any other characteristic protected by law. Malala Fund also considers for employment qualified applicants with criminal histories consistent with federal, state and local law. This policy applies to all Malala Fund activities, including but not limited to recruitment, hiring, compensation, assignment, training, promotion, performance evaluation, discipline and discharge.
We actively seek applicants from diverse backgrounds, experiences, ages and identities to provide a wide range of perspectives, ideas, views and insights into the strategy, policies, culture and ambitions of Malala Fund.
We take seriously our responsibility to safeguard everyone with whom we come into contact — both directly as we mobilise a constituency of support for girls’ education and indirectly through the programmes we fund and our social media channels. We take a zero tolerance approach to abuse and exploitation by any of our staff, representatives or partners. We also take seriously our responsibility to protect those who work with Malala Fund or on our behalf, and ensure that they can work in an environment that is free from harm. To this end, Malala Fund reserves the right to conduct background checks on prospective and current employees.
