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Inclusion of persons affected by [NTD] from a rights-based perspective is a cross-cutting issue in our organization and worked out in all our strategy documents and sectoral policies. There is a policy and measures are taken to improve the inclusion of persons affected by [NTD].

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Persons affected by [NTD] are represented on the board and other decision-making processes in the organization, and their voices are deliberately sought out during consultation processes.

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Programmes are accessible to all persons affected by [NTD]. Disaggregated data on barriers for persons affected by [NTD] or a related disability and data on social inclusion is collected in all relevant programmes.

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Persons affected by [NTD] from focus countries and communities including marginalised groups are involved in the development/design of all comprehensive programme/project and plans.

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Persons affected by [NTD] participate meaningfully in monitoring and evaluation phases of all programmes/projects.

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Programmes include activities related to capacity building and empowerment of persons affected by [NTD]. Outcomes of their effectiveness are monitored and indicate success.

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Persons affected by [NTD] are represented among volunteers, staff and board members in your organisation.

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[NTD] is mentioned in human-resource recruitment policy and active EDI strategies (for example, placing job announcements in NTD networks, creating capacity building opportunities) are in place to employ persons affected by [NTD].

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EDI practices/strategies to enable persons affected by [NTD] to continue in employment in any capacity are in place, functional and implemented, including a well established support system.

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NTD/disability inclusion expertise exists within organization; many persons within organization and partner organizations are aware of such expertise; it is regularly used within the organization and also extended to other partners on request. Regular trainings on the rights and inclusion of persons affected by [NTD] are provided to staff. Whenever needed external support is requested.

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There is sufficient budget allocated and utilized for compensation for time and/or data dedicated by persons affected by [NTD] in participating in policy & decision making processes and forums including relevant international conferences

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There is sufficient budget allocated and utilized for implementing improvement plans/strategies/activities derived from NISC application OR similar reviews/activities to promote meaningful participation of persons affected by [NTD] in your organisation at all levels.

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The whole office, including all workspaces, meeting rooms and toilets, are accessible to persons with all different kinds of disabilities. All organisation activities are conducted with accessibility considerations; reasonable adaptations are done to make activity locations accessible.

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Adequate considerations and provision for remote access to meetings/activities are made for persons with a ([NTD] related) disability.

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All programmes collaborate actively with local/national/international groups or organisations of persons affected by [NTD], and/or networks promoting inclusion of persons affected by [NTD].

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The rights of persons affected by [NTD] and inclusion in society are included in all existing lobbying, advocacy or networking activities of your organisation.

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Inclusion and rights are always mentioned. Persons affected by [NTD] are proportionally and positively represented in all external communication materials/documents (i.e. persons affected are presented as active participants in pictures, case studies, reports etc.)

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Staff members are trained to independently use, arrange for and produce materials and communications in alternative formats as applicable.

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Persons affected by [NTD] are involved in all aspects of the design, implementation and evaluation of communicaties strategies and campaigns. All communication materials are shared for feedback before publication.

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In the board a dedicated person (preferably affected by [NTD]) can have it in their portfolio to make sure the rights-based perspective for the inclusion of persons affected are represented - this person should advocate actively

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In the management team a dedicated person (preferably affected by [NTD]) can have it in their portfolio to make sure the rights-based perspective for the inclusion of persons affected are represented - this person should advocate actively

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When developing strategy documents and sectoral policies and no (sufficient) knowledge or expertise on this is available in the organisation a specialised advisor can be attracted to guide the developing team in every step of the process

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Identifying persons affected, enable them so contribution can be made - making sure people can grow and develop - invest in personal capacity development

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Safeguard (code of conduct) that people feel free to contribute and give their opinions without judgement or negative consequences

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Ensure that it is clearly stated that persons affected by [NTD] are encouraged to apply

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Ensure that job description is in place and that people meeting the description are taken on in every round of the recruitment procedure
A policy for this makes an organisation bound to apply in each of the recruitment procedure

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Knowledge and lived experience about [NTD] and passion for it is already there in a person affected - this is an important job requirement often as well. No candidate will even meet all requirements, so this should also be taken into consideration when hiring

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Deliberately share vacancies in networks of persons affected by [NTD]

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Make sure there is coaching in place for a person affected by [NTD] getting on board of an organisation