Our work began in 1973, with the provision of life-saving reproductive health technologies for health systems in several countries. Since then, we have experienced amazing growth and change as an organization, but our singular commitment to expand access to abortion has remained constant. Why? Because abortion is essential health care to which everyone has a right.
Today we have offices on four continents. We train providers and work with health systems to ensure high-quality abortion services are available, accessible, and meet people’s needs—including the right and ability to self-manage an abortion with pills. We conduct research with the goal of turning policy into practice. We also partner with local organizations to educate women and their communities on their rights, and we advocate for legal abortion and support local champions for abortion rights.
Our work is centered on the needs and perspectives of those who seek abortion care. And our comprehensive approach aims to address all the factors that impact a person’s ability to access abortion—from individual health knowledge, to social and community support, to a trained health workforce, to political leadership and supportive laws. In short, we’re working to ensure that all people have bodily autonomy and can access the essential health care they need.
Our Strategic Plan
Our strategic plan for fiscal years 2018-2023 draws on our decades of experience working with health systems and communities to end unsafe abortion. We’ve spoken with partners and colleagues around the world to determine how we can make the greatest impact for women and girls.
Ethics at Ipas
Our Code of Business Ethics and Conduct reflects our core values, is built around eight ethical principles for behavior at Ipas and is supported by Ipas policies and guidance. The code also outlines how Ipas employees and representatives should raise ethical concerns and report suspected violations.
Policy on Diversity, Equity, and Inclusion
Ipas Board of Directors strongly affirms its commitment to diversity, equity, and inclusion (DEI). Ipas staff and Board members reflect diverse cultures, experiences, and breadths of knowledge. We respect, value, appreciate, and honor the unique heritage, characteristics, experiences, and perspectives that all bring to meeting our mission. Ipas strives to include a multiplicity of voices in the execution of its work and make opportunities accessible to everyone.
The Board will ensure that its membership is diverse, and that Ipas staff have a work environment that is free from all forms of inequity, discrimination, and harassment. In partnership with the Chief Executive Officer (CEO), the Board will practice the following:
- The Ipas Board Audit and Risk Committee will receive biannual reports on internal anti-racism work and other DEI efforts from management and will share concerns and suggestions with management and Board leadership.
- The Board, through the Executive Committee, will include specific DEI objectives for the CEO and as part of their annual evaluation of CEO performance. When hiring a CEO, the Board will actively pursue DEI best practices to ensure a fair selection process.
- The Board Governance and Leadership Committee will continue to ensure that Board members are diverse and representative of the communities that Ipas serves and that all voices are heard.
- The Board Governance and Leadership Committee will periodically review this policy and will recommend any necessary changes to the full Board.
Approved by Board of Directors March 26, 2021