Our People & Workplace Commitments
Worth Alliance exists to create practical pathways to dignity, resilience, and prosperity. We believe those values must apply not only to the communities we work with, but also to the people who work with us.
Our workplace approach is grounded in dignity, community ownership, accountability, practical support, resilience, shared growth, and prosperity.
Fair and Inclusive Employment
Worth Alliance is committed to fair and respectful employment practices. Recruitment, assignment of responsibilities, development opportunities, performance management and other employment decisions should be based on role requirements, competence, performance and organisational need.
We do not tolerate unlawful discrimination, harassment, sexual harassment, exploitation, intimidation or retaliation. We aim to provide equal opportunity and make reasonable workplace adjustments where appropriate.
These commitments align with Kenya's Employment Act, which prohibits discrimination in employment and addresses sexual harassment, and the Persons with Disabilities Act, 2025, which provides protections relating to employment of persons with disabilities.
Dignity and Respect
Everyone working with Worth Alliance—whether staff, contractors, volunteers, mentors or leadership—is expected to treat colleagues, programme participants, partners and community members with dignity.
Our Code of Conduct, Safeguarding Policy and PSEAH Policy provide the standards expected when working with women, youth, farmers and other community members.
Abuse of authority, bullying, exploitation, harassment, discriminatory conduct and retaliation against someone who raises a concern are not acceptable.
Flexible and Hybrid Working
Worth Alliance operates a flexible, outcomes-focused working model because our work combines field delivery, partnership development, programme management and remote collaboration.
Where a role allows, team members may benefit from:
Flexible Working Hours
Working hours may be organised flexibly around agreed responsibilities, meetings, field activities and deadlines.
Hybrid Working — up to 50% remote
Eligible roles may work remotely for up to approximately 50% of their working time, subject to programme requirements, field responsibilities and agreement with their supervisor.
Collaborative Working Spaces
Team members may use shared working spaces for planning, meetings, focused work and collaboration.
Work-From-Anywhere Weeks
Where operational responsibilities allow, designated periods may permit team members to work remotely from another suitable location.
Flexibility does not remove responsibility for agreed deliverables, participant support, safeguarding, confidentiality, availability or attendance at required field and team activities.
Health, Safety and Wellbeing
Worth Alliance is committed to providing working arrangements that protect the safety and health of team members and others affected by our work.
Team members are expected to follow safety instructions, report workplace hazards or incidents, use appropriate protective equipment where required, and avoid placing themselves, colleagues or community members at unnecessary risk. These principles align with Kenya's Occupational Safety and Health Act and Work Injury Benefits Act.
Privacy and Confidentiality
We protect personal information belonging to staff, applicants, programme participants, donors and partners.
Personal information should only be collected, accessed, used or shared where there is a legitimate organisational purpose and appropriate authority. Sensitive participant, financial and personnel information must be treated confidentially.
Worth Alliance's handling of personal information is guided by Kenya's Data Protection Act, 2019.
Leave and Time Away From Work
Employees are entitled to leave and other employment protections provided by applicable Kenyan law and their individual employment terms.
Worth Alliance aims to manage leave fairly while balancing employee wellbeing, continuity of programme delivery and responsibilities to the communities we serve.
Accountability and Performance
Flexible working is built on accountability.
Every team member is expected to:
fulfil the responsibilities of their role;
deliver agreed work to an appropriate standard and on time;
communicate when risks or delays arise;
maintain accurate programme and financial records where applicable;
protect confidential information;
comply with Worth Alliance policies; and
use organisational resources responsibly.
Performance conversations should be constructive and focused on expectations, support, learning and improvement.
Freedom to Raise Concerns
Team members may raise workplace concerns, complaints, safeguarding concerns, suspected fraud, harassment or other misconduct without retaliation for making a genuine report.
Worth Alliance will handle concerns through the appropriate grievance, safeguarding, PSEAH, anti-fraud or HR process.
Kenyan labour law also protects employees' freedom of association and participation in lawful trade-union activity.
Working With Communities
Our responsibilities extend beyond our employees.
Anyone representing Worth Alliance must respect the dignity, privacy and rights of programme participants. Staff and mentors must not use their position to obtain money, favours, sexual relationships, preferential treatment or other personal benefit from participants.
Community participation must be informed, respectful and consistent with our safeguarding, complaints, data-protection, farmer-selection and ISA policies.
Shared Growth
Worth Alliance wants people who work with us to grow alongside the organisation. Where resources allow, we aim to support learning, practical responsibility, feedback, mentorship and opportunities for professional development.
Our goal is a workplace in which people can contribute meaningfully while remaining accountable to the communities and mission we exist to serve.
Legal and Policy Framework
Worth Alliance's employment and workplace practices are guided, as applicable, by Kenyan law, including the:
Employment Act, 2007;
Labour Relations Act, 2007;
Occupational Safety and Health Act, 2007;
Work Injury Benefits Act, 2007;
Data Protection Act, 2019; and
Persons with Disabilities Act, 2025.
Individual employment contracts and Worth Alliance's internal HR, safeguarding, conduct, grievance, data protection, and other organisational policies provide the detailed rules governing specific employment matters.