Association for Struggle Against Sexual Violence (CSMD) was officially set up in 2014. It emerged as a result of the gender binarism constricting our life and our space for struggle, the gender practices we are forced to live through, the need to stand up against the stereotypical perception of sexual violence in collective memory and to have a space for our bodies, words, sexuality and our silenced voice and fury as survivors of sexual violence. We are carrying out support, awareness and advocacy activities with a vision for a world in which there is no more sexual/sexualized violence and it’s damages. Currently we are operating under 4 main program areas, including Empowerment and Support, Transformation and Prevention, Advocacy and Corporate Communication and Organizational Sustainability.
CSMD applies an inclusive recruitment policy as it is against all kind of discrimination. CSMD is a horizontal organization where every employee has equal rights. They work on organizational procedures to ensure a secure workspace for all. CSMD produce policy documents through processes that typically include stages of i) needs analysis through surveys, ii) working groups that study and draft the texts, iii) and dissemination of the text to ensure information symmetry within team members.
The following policy documents are currently either in effect or being worked out:
- Policy Paper and Directive on the Struggle Against Sexual Violence
- Policy Paper Again Bribe and Corruption
- Risk Management Directive
- Policy Paper on Child Security
- Policy Paper on Gender
- Policy Paper on Human Resources
- Orientation Guidelines
- Ethical Internal Regulations
- Digital Communications Directive
- Digital Security Directive
- Procurement Directive
- Corporate Communications Strategy Document
- Resource Development Strategy
- Policy Paper and Directives on Advocacy Strategy
The CSMD board includes members from within the association’s employees, volunteers, interns as well as stakeholders. CSMD prioritizes the wellness of its employers and provide leaves beyond officially recognized leaves. CSMD provide menstrual leave, companion leave, family leaves that include partners and pets, as well as administrative and therapy leaves for employees in their transition processes.
On March 8, March 21, November 25 the administrative leave is voluntary and set as part time, whereas it is 2 days during the Pride week to ensure the team’s participation in events and workshops. CSMD started hybrid working to benefixt both from the comfort of working remotely and the uniting power of spatial coexistence. CSMD set its office hours in 2 alternatives to make possible a more flexible work system. CSMD organize wellness activities, training camps, nonviolent communication workshops and supervision activities to improve motivation and sustainability in the workplace. CSMD also provide complementary health insurance to improve employees’ access to queer, feminist doctors, and grant side benefit premiums once every 3 months with the awareness that each individual has distinct needs for a side benefit.
