MASS respects and values the diversity of its employees, beneficiaries and stakeholders and is committed to finding ways to actively support and encourage a diverse workforce and inclusive workplace now and in the future. This policy describes MASS’ approach to diversity and inclusion and how these attributes are promoted and embedded in MASS workplaces.


  • MASS recognizes its talented and diverse workforce as a key competitive advantage. Our business success is a reflection of the quality and skill of our people.  MASS is committed to seeking out and retaining the finest human talent to ensure quality and timely humanitarian service delivery to its beneficiaries and other partners.
  • Diversity management benefits individuals, teams, our organization as a whole, and our beneficiaries.   We recognize that each employee brings their own unique capabilities, experiences and characteristics to their work.    We value such diversity at all levels of the company in all that we do.
  • MASS believes in treating all people with respect and dignity.  We strive to create and foster a supportive and understanding environment in  which  all  individuals realize   their   maximum   potential   within   the   company,  regardless  of  their differences.  We are committed to employing the best people to do the best job possible.    
  • We recognize the importance of reflecting the diversity of our beneficiaries and partners in our workforce.   The diverse capabilities that reside within our talented workforce, positions MASS to anticipate and fulfil the needs of our diverse customers, both domestically and internationally, providing high quality products/services.
  • MASS is diverse along many dimensions.  Our diversity encompasses differences in ethnicity, gender, language, age, sexual orientation, religion, socio-economic status, physical and mental ability, thinking styles, experience, and education. We believe that the wide array of perspectives that results from such diversity promotes innovation and business success.  Managing diversity makes us more creative, flexible, productive and competitive.


  • values the diversity of its employees, customers and other stakeholders and recognizes that diversity is supported and enhanced by an inclusive workplace culture.
  • recognizes that all people working in, or visiting MASS workplaces have the right to be treated with respect and fairness and enjoy an environment free of discrimination, considered and reflected in strategic and operational plans; policies, procedures and new initiative s. harassment, bullying and other unlawful behavior. This is a key feature of an inclusive workplace.
  • is committed to finding ways to actively support and encourage a diverse workforce and inclusive workplace now and in the future.


MASS recognizes that the culture of its workplaces are a product of the behavior and conduct of MASS people – that is, how employees treat  each other,  beneficiaries and stakeholders while  conducting MASS’ business.

  • has a Diversity & Inclusion Council which is chaired by MASS Chair of Board of Directors and comprises senior leaders from MASS.  The MASS Board of Directors owns the diversity and inclusion strategy and provides leadership accountability for diversity and inclusion outcomes at MASS.
  • regularly consults with employees about key areas and issues relating to diversity and inclusion and uses this information to improve existing processes and develop new initiatives.
  • sets clear expectations for leaders and employees regarding the actions, conduct and behavior that support a diverse workforce and inclusive workplace. These expectations are described in this policy, the MASS Code of Conduct, MASS principles & Values and other related documents and are explained and reinforced through general communication and targeted education and training programs.   All staff are informed of the Diversity and Inclusion expectations at the time of hiring.
  • Diversity and Inclusion strategy is broad, and currently has specific streams of work relating to:  building an inclusive workplace culture; gender equity mature age workforce and disability inclusion.
  • eaders and employees are encouraged to speak up if they see conduct or behavior that is not consistent with this policy or other related documents and MASS will address breaches appropriately.  Workplace issues resolution processes and disciplinary processes are described in related documents.


As a humanitarian organization, MASS recruits people from all around South Sudan.  We believe that our employees from many different cultural and linguistic backgrounds provide us with valuable knowledge for understanding   complex working environments.  We offer equal work opportunities within our organization to promote inclusion for all.

  • Equal Employment Opportunity (EEO) is the principle of ensuring that all people have equal access to employment opportunities, free from discrimination and bias.  It is one of the ways MASS can actively promote and embed a diverse and inclusive workplace.
  • As an employer, MASS has a legal obligation to conduct its business in a manner consistent with EEO.
  • MASS meets its obligations by identifying and removing any unnecessary barriers to employment and to make employment decisions based on merit, and not characteristics that are irrelevant to successfully fulfilling the responsibilities of the position.
  • EEO applies to an employee’s access to career development opportunities including training and development, promotion, secondments or other job opportunities that are appropriate given their skills, knowledge and experience. Career development opportunities are available to all employees and are tailored to meet individual and business needs.
  • MASS executes its commitment to EEO through its Recruitment Policy and related processes.
  • In accordance with the Recruitment Policy, recruiting leaders have a responsibility to ensure that recruitment decisions are based on assessing the skills, knowledge and experience of applicants in relation the requirements of the position and the MASS values.   This includes making decisions about the tools and processes used for assessing the suitability of applicants.