At Jala, we’re striving to build an inclusive and equitable workplace that empowers all of our associates to achieve their full potential. That’s why we’ve publicly committed to achieving gender balance in management by 2030 and ensuring pay equity and transparency for all of our associates around Sudan.

Pay Equity And Transparency

Pay equity is a fundamental principle of our employment policies and is reflected in our commitment to treating all employees fairly and respectfully, as outlined in our Code of Ethics. Our commitment to pay equity and transparency ,

We have established a multi-year program to implement global principles and processes to ensure pay equity and transparency across our distributors in Sudan of operation by 2030. Our key actions include: use of objective internal and external benchmarking data to remove possible bias, removal of the use of historical salary data, annual pay equity analysis and adjustments, where appropriate, and transparent communication of individual pay position compared to internal and/or external benchmark data.

Gender Balance In Management

An overall gender pay gap is often caused by unequal representation of one gender in traditionally higher paid skill sectors and/or senior leadership levels. By focusing on achieving gender balance in management by 2030, we aim to positively influence the overall gender pay gap.

We know we have more work to do but we are making progress. Women currently make up 30% of our overall workforce, with 25% women in management and 0% women on our Board of Directors.

 Jala currently has a negative median pay gap of -7.1%.

Additional steps we are taking toward gender balance include the use of balanced slates and interview panels in our recruitment practices and gender-neutral parental leave, as well as significantly expanding our flexible working opportunities through Choice with Responsibility.

We have established a Jala gender strategy with tools to help leadership teams across the company track their gender representation in both external applicants and current management population to help us work toward our aspiration for gender balance.



30 / 70%

Women and Men in the workplace

25 / 75%

Women and Men in management



0 / 100 %

Women and Men in the Board of Directors