ILGA ASIA

Greening Policy

ILGA Asia commits to have a proactive green policy guiding the organization in its day-to-day activities as well as events organized by ILGA Asia. ILGA Asia acknowledges the global and local environmental problems and will do its utmost within its limits to reduce the climate impact as an organization.

This policy serves as an internal purpose for the organization and it sets the standards for the organization’s green thinking. It will be implemented with respect to other organizational policies.

Five guiding principles to achieve resource conservation, waste reduction, and sustainability overall are:

  • Conserve energy and other natural resources
  • Encourage employees to use mass transit
  • Reduce, reuse, and recycle to reduce waste
  • Adopt green procurement practices
  • Continue to review and minimize the impacts of our activities

ILGA Asia is an equal opportunities employer. It aims to ensure that all full-time and part-time employees, potential employees and other individuals:

Will receive equal treatment, including access to employment, training and opportunities for promotion, regardless of any personal attribute, including but not limited to colour, nationality, national or ethnic origin, race, gender,  sexual orientation, gender identity, gender expression, domestic circumstances, marital status, pregnancy, trade union membership, gender affirmation, health status, HIV status, religion or belief, age, sexuality, sex characteristics, bodily diversity, disability, and other statuses. 

Will not be disadvantaged by a condition or requirement which cannot be shown to be justifiable. 

Scope

  • All recruitment publicity aims to encourage applications from all individuals who have appropriate qualifications and/or experience. ILGA Asia will promote its jobs via communication channels accessed by marginalized populations. Selection criteria and procedures will be continually reviewed to ensure that applicants are assessed purely on the basis of their relevant merits and abilities.
  • It is against ILGA Asia’s policy to offer discriminatory terms and conditions of employment. All individuals employed in the same capacity will receive equal pay, benefits and other terms and conditions.
  • All promotion is strictly on the basis of the ability to do the job. No decision to promote will be made on a discriminatory basis.
  • Wherever possible and appropriate, specific training and encouragement will be given to ensure equality of opportunity within the organisation.
  • Any age restrictions, which are imposed by ILGA Asia, will be justifiable and non-discriminatory.
  • Where employees have difficulties in meeting requirements in relation to working practices, ILGA Asia will, where reasonable alternative options exist, try to devise an alternative. For example, relocate or carry out overtime and shift-work will wherever possible be kept to a minimum and always applied in a non-discriminatory manner.
  • ILGA Asia will create opportunities for part-time work or job-sharing wherever possible and ensure that part-time employees receive fair treatment. ILGA Asia will consider all requests for the creation of part-time positions.
  • Demands of religion (e.g. prayer time and religious holidays), culture (e.g. traditional dress), menstrual leave, and special dietary needs will be accommodated wherever possible.
  • ILGA Asia will, upon negotiation with the employees, strive to assist employees with domestic responsibilities (e.g. young children or dependent elderly relatives).
  • Disciplinary action will be taken against any employee who is found, after a full investigation; to be in breach of this policy. Serious breaches will be treated as gross misconduct.

Implementation  

  • A copy of this policy document will be given to all employees and other workers at the ILGA Asia premises and made permanently available in an appropriate place.
  • All employees and other workers have a duty to be aware of this policy and ensure that their behavior is non-discriminatory.
  • ILGA Asia’s employment procedures are closely monitored to ensure that this policy works in practice, and where qualifications are equal, preference will be given to ensure that a diversity of the ILGA Asia membership and other traditionally marginalized workers will be preferenced.

Procedure

  • If any employee, worker or job application has any doubts or queries about this policy then they should consult the Executive Board.
  • If an employee or worker encounters a situation where they feel that they have suffered inequality or lack of opportunity or discrimination, then they can (if possible) explain to the relevant person(s) that their behavior could amount to unequal treatment and/or discrimination and should not be afraid to ask them to stop. However, it is recognized that this is not always possible, in which case any employees and other workers are encouraged to implement the procedure set out below.
  • Employees or other workers may, if they wish, discuss any concerns with the Executive Board on a confidential and informal basis. If the informal approach is ineffective, or the individual does not feel it appropriate, the individual is encouraged to submit a written complaint to the Executive Board stating that they feel that they have been treated in breach of this policy. This should be done as soon as possible after the relevant event(s).

The Executive Board

  • Will investigate the matter promptly and fully.
  • Will investigate the matter with complete confidence so far as this does not prejudice the fairness to both parties of the investigation.
  • Will take evidence from any relevant witnesses and carefully consider the appropriate weight to be given to the evidence.
  • May, after the investigation has been completed, recommend that a disciplinary procedure is implemented.

Disciplinary Procedure

  • Where ILGA Asia considers it necessary, the organization’s disciplinary procedure will be followed against any employee who is believed to have violated this policy. In particular:
  • Tell the alleged discriminator what allegations they are facing prior to the disciplinary hearing.
  • Give the alleged discriminator copies of any evidence which ILGA Asia will rely upon at the disciplinary hearing.
  • Tell the alleged discriminator that dismissal is a possibility if the allegations are so serious that dismissal could result.
  • Inform the alleged discriminator in good time and in writing of the date of the proposed disciplinary hearing.
  • Appoint an appropriate independent person at the Executive Board level (who did not conduct the investigation) to chair the hearing.
  • Notify the alleged discriminator of their right to be accompanied at the hearing by a fellow employee or trade union representative.
  • At the end of the hearing, consider whether further investigation is required before any disciplinary action is taken.
  • Inform the alleged discriminator in writing of the result of the hearing and, where a complaint is proved, take any appropriate disciplinary action against the discriminator.
  • Any disciplinary action taken will be proportionate to the gravity of the discrimination which has taken place.
  • ILGA Asia will take all reasonable steps to ensure that any individual who makes a complaint related to unequal treatment, and which is made in good faith, is not subjected to any retaliation or detriment as a consequence of the complaint being made. The entire procedure will be carried out in the strictest confidence and where the complaint has been made in good faith will not prejudice the employee’s future employment in any way.


ILGA Asia Executive Board can be contacted at [email protected].

ILGA Asia has a high standard of openness, honesty and responsibility. We are proud of our reputation and a well functioning organisation. We expect staff, board, members, partners and others that are affected by our work to report possible threats and serious flaws in the organisation and things that may hurt ILGA Asia. This policy is supposed to facilitate reporting that can lead to ILGA Asia discovering and being able to fix any problems in the organisation. It is part of our quality assurance. The policy complements important steering documents and contains guidelines that apply to the organisation. ILGA Asia’s staff and board members are expected to follow the policy, but those who work for and attend ILGA Asia’s events, meetings, conferences, projects, and other activities can use the same mechanisms to report irregularities.

This policy links to ILGA Asia Anti Harassment and Anti Sexual Harassment Policy and will ensure feedback, transparency and learning which will strengthen ILGA Asia’s accountability as an organisation.

What is meant by wrongs?

Wrongs according to this policy involve illegal or unauthorized behaviour, like the following:

  • Unauthorized actions, without prior an proper authorization from the line manager
  • Violation of ILGA Asia’s code of conduct
  • Actions that go against ILGA Asia’s policies and guidelines or damaging negligence to carry out these steering documents
  • Unprofessional behaviour that harms ILGA Asia
  • Misleading accounting or accounting praxis
  • Actions that may harm a person or a property
  • Serious abuse of power or position of trust
  • Discrimination and harassment
  • Biased handling of conflicts of interest


What is whistleblowing?

Whistleblowing is defined as reporting instances of wrong, dishonest or illegal activity, like waste or losses, error, mismanagement or dishonesty that may harm individuals or our organisation. This may relate to people issues and/or business issues and it could involve stakeholders.

Protection of a whistleblower

The individual addresses a problem according to this policy is expected to:

  • Inform ILGA Asia in good faith for the good of ILGA Asia
  • Believe that there are good grounds to believe that the problem is true
  • Not have a hidden agenda or make false accusations
  • Not seek personal or financial gain

A whistleblower is an important asset for ILGA Asia and all of ILGA Asia’s stakeholders and is to be protected with the recourses the organisation has to offer. Retaliation against a whistleblower is not tolerated. The Thai office’s management and the Executive Board should guarantee this. An eventual report that is made out of malice or knowingly on false grounds might however lead to disciplinary action.

Who should you contact?

To report something that pertains to this policy, use one of the following options:

If a report refers to the Executive Director and the Co-chairs, one of the board member can be contacted. You can leave a report anonymously, but the contact information of the reporting person is appreciated and eases the investigation.

How ILGA Asia will respond

ILGA Asia will act upon suspicions that are reported according to this policy. To protect everybody involved and those who are suspected of possible offences, a first investigation will be made confidentially to determine if a bigger investigation is needed, and how it should be done. If immediate action is required to stop possible offences and minimize the damage for ILGA Asia, such measures will be taken before an investigation has been conducted.

The Thai office’s management or the Executive Board can initiate an intervention, refer the case to the authorized accountant, take disciplinary measures and/or refer the case to appropriate authorities. The overriding principle that ILGA Asia will base its actions on is the organisation and its members’ interests.

Recommended structure in a whistleblower report

  • What has happened? Where has it happened? Be as detailed as possible. When has it happened?
  • Who was involved?
  • Is it predicted to happen again and in that case when and where?
  • Who else might have information about the above-mentioned incident or can have access to relevant information?
  • Is there any documentation that can serve as evidence? If so, please include this information.
  • Is there any other information that might be relevant or useful for the investigation or in any other way?

Responsibility for this policy

The Executive Director ([email protected]) is responsible for informing about this policy and should see to it that it is followed and revised as needed. In such a case where the Executive Director is the subject of a Whistleblower report, the Co-chairs ([email protected]) will assume this responsibility.

Monitoring and review of policy and procedure

This policy will be monitored and reviewed. The Executive Director is accountable to the Co-chairs for managing and maintaining this policy. The Executive Director is accountable for ensuring that their functional team understands and adheres to this policy in their day-to-day work. Where compliance issues are surfaced, the Executive Director will work with board members to address these issues promptly.

Any updates/revisions to the policy must be endorsed by the Executive Director before their approval by the Executive Board. As part of the annual review and reflection process, ILGA Asia staff will reflect on the learnings from the whistleblowers and constructive feedback received.

The Policy Statement

ILGA Asia is committed to providing a safe environment for all its employees, members, partners, contractors, and participants of our events, free from discrimination on any ground and from harassment at work including sexual harassment. ILGA Asia will operate a zero-tolerance policy for any form of sexual harassment in the workplace, treat all incidents seriously and promptly investigate all allegations of sexual harassment. Any person found to have sexually harassed another will face disciplinary action, up to and including dismissal from employment. All complaints of sexual harassment will be taken seriously and treated with respect and confidence. No one will be victimized for making such a complaint.

Definition of sexual harassment

Sexual harassment is unwelcome conduct of a sexual nature that makes a person feel offended, humiliated and/or intimidated. It includes situations where a person is asked to engage in sexual activity as a condition in exchange for a favour/good/service, as well as situations that create an environment that is hostile, intimidating or humiliating for the recipient. Consensual sexual and intimate activity between two or more persons at the workplace, office premises, meetings, conferences, and events is also considered sexual harassment.

Sexual harassment can involve one or more incidents. Actions constituting harassment may be physical, verbal and non-verbal, or through cyberspace. Examples of conduct or behavior which constitute sexual harassment include, but are not limited to:

Physical conduct

  • Unwelcome physical contact including patting, pinching, stroking, kissing, hugging, fondling, or inappropriate touching
  • Physical violence, including sexual assault
  • Physical contact, e.g. touching, pinching
  • The use of job-related threats or rewards to solicit sexual favors

Verbal conduct

  • Comments on a worker’s appearance, age, private life, etc.
  • Sexual comments, stories and jokes
  • Sexual advances
  • Repeated and unwanted social invitations for dates or physical intimacy
  • Insults based on the sex of the worker
  • Condescending or paternalistic remarks 2
  • Sending sexually explicit messages (by phone or by email)

Non-verbal conduct

  • Display of sexually explicit or suggestive material
  • Sexually-suggestive gestures
  • Whistling
  • Leering
  • Sharing unsolicited pornographic videos, images or content through digital devices
  • Sexual advances or references on social media

Anyone can be a victim of sexual harassment, regardless of their sex, gender, and sexuality, and of the sex, gender, and sexuality of the harasser. ILGA Asia recognizes that sexual harassment occurs between people regardless of their sex, gender, and sexuality. What matters is that the sexual conduct is unwanted and unwelcome by the person against whom the conduct is directed.

ILGA Asia recognizes that sexual harassment is a manifestation of power relationships and often occurs within unequal relationships, for example between manager or supervisor and employee or between a board member and a staff member, or between the event organiser and a participant. Anyone, including employees of ILGA Asia, clients, customers, casual workers, contractors or visitors who sexually harasses another will be reprimanded in accordance with this internal policy.

All sexual harassment is prohibited whether it takes place within ILGA Asia premises or outside, including at social events, business trips, training sessions or conferences sponsored by ILGA Asia.

Complaints procedures

Anyone who is subject to sexual harassment should, if possible, inform the alleged harasser that the conduct is unwanted and unwelcome. ILGA Asia recognizes that sexual harassment may occur in unequal relationships (i.e. between a supervisor and his/her/their employee) and that it may not be possible for the victim to inform the alleged harasser.

If a victim cannot directly approach an alleged harasser, he/she/they can approach the Executive Director of ILGA Asia ([email protected]). If the Executive Director is the person is concerned, they can approach one of the Co-chairs of ILGA Asia ([email protected]). When a complaint of sexual harassment is received, he/she/they will:

  • immediately record the dates, times and facts of the incident(s)
  • ascertain the views of the victim as to what outcome he/she/they want/s
  • ensure that the victim understands the organisation’s procedures for dealing with the complaint
  • discuss and agree on the next steps: either informal or formal complaint, on the understanding that choosing to resolve the matter informally does not preclude the victim from pursuing a formal complaint if he/she is not satisfied with the outcome
  • keep a confidential record of all discussions
  • respect the choice of the victim
  • ensure that the victim knows that they can lodge the complaint outside of the organisation through the relevant country/legal framework

Throughout the complaint’s procedure, a victim is entitled to be helped by a counselor referred to by ILGA Asia and the host organization of the event where the incident took place. ILGA Asia will nominate a number of counselors and provide them with special training to enable them to assist victims of sexual harassment. ILGA Asia recognizes that because sexual harassment often occurs in unequal relationships within the workplace, office premises, meetings, conferences, and events, victims often feel that they cannot come forward. ILGA Asia understands the need to support victims in making complaints.

Informal complaints mechanism

If the victim wishes to deal with the matter informally, the designated person will:

  • give an opportunity to the alleged harasser to respond to the complaint
  • ensure that the alleged harasser understands the complaints mechanism
  • facilitate discussion between both parties to achieve an informal resolution that is acceptable to the complainant, or refer the matter to a designated mediator within the organisation to resolve the matter
  • ensure that a confidential record is kept of what happens to follow up after the outcome of the complaints mechanism to ensure that the behavior has stopped
  • ensure that the above is done speedily and within 5 days of the complaint being made

Formal complaints mechanism

If the victim wants to make a formal complaint or if the informal complaint mechanism has not led to a satisfactory outcome for the victim, the formal complaint mechanism should be used to resolve the matter.

The designated person who initially received the complaint will refer the matter to an internal or external investigator in accordance with this policy. If the case is between a staff member and a board member, the designated person must be an external investigator.

The person carrying out the investigation will:

  • interview the victim and the alleged harasser separately
  • interview other relevant third parties separately
  • decide whether or not the incident(s) of sexual harassment took place
  • produce a report detailing the investigations, findings and any recommendations
  • if the harassment took place, decide what the appropriate remedy for the victim is, in consultation with the victim (i.e.- an apology, a change to working arrangements, a promotion if the victim was demoted as a result of the harassment, training for the harasser, discipline, suspension, dismissal)
  • follow up to ensure that the recommendations are implemented, that the behavior has stopped and that the victim is satisfied with the outcome
  • if it cannot determine that the harassment took place, he/she may still make recommendations to ensure the proper functioning of the workplace
  • keep a record of all actions taken
  • ensure that all records concerning the matter are kept confidential
  • ensure that the process is done as quickly as possible and, in any event, within 10 days of the complaint being made


Outside complaints mechanisms

A person who has been subject to sexual harassment can also make a complaint outside of the organisation.

Sanctions and disciplinary measures

Anyone who has been found to have sexually harassed another person under the terms of this policy is liable to any of the following sanctions:

  • documented verbal or written warning
  • demotion
  • suspension
  • dismissal
  • reported to authority (depends on the country)

The nature of the sanctions will depend on the gravity and extent of the harassment. Suitable deterrent sanctions will be applied to ensure that incidents of sexual harassment are not treated as trivial. Certain serious cases, including physical violence, will result in the immediate dismissal of the harasser.

Implementation of this policy

ILGA Asia will ensure that this policy is widely disseminated to all relevant persons, including all participants of meetings, training, events, and conferences organized by ILGA Asia, members, host organizations and partners. All new employees must be trained on the content of this policy as part of their induction into the organisation. Every year, ILGA Asia will require all employees to attend a refresher training course on the content of this policy. It is the responsibility of every manager to ensure that all his/her employees are aware of the policy.

This policy links to ILGA Asia Whistleblower Policy and will ensure feedback, transparency and learning which will strengthen ILGA Asia’s accountability as an organisation.

Monitoring and evaluation

ILGA Asia recognizes the importance of monitoring this sexual harassment policy and will ensure that it anonymously collects statistics and data as to how it is used and whether or not it is effective. Supervisors, managers and those responsible for dealing with sexual harassment cases will report on compliance with this policy, including the number of incidents, how they were dealt with, and any recommendations made. This will be done on a yearly basis. As a result of this report, the company will evaluate the effectiveness of this policy and make any changes needed.

Address

ILGA Foundation
7th Floor, Office Room 07-128
88 The PARQ Building, Ratchadaphisek Rd, Khlong Toei, Bangkok 10110, Thailand

Contact Us

[email protected]
+62 999 888 555

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Aabyaz Mustafa

(he/they)
Youth REPRESENTATIVE

Aabyaz Mustafa (he/they) is a finance professional, human rights defender, and fashion model from Pakistan. He is the CEO and Co-Founder of Gender Rights Watch (GRW), a nonprofit providing mental health and suicide prevention support to marginalized communities in the Global South. With over a decade in minority rights advocacy, Aabyaz has worked with Rainbow Railroad during the Afghan-Taliban crisis and was instrumental in advancing Pakistan’s Transgender Persons (Protection of Rights) Act, 2018.

Driven by a belief in collective action, Aabyaz mobilizes communities and allies for a more inclusive world. In their free time, they enjoy traveling, nature, and fitness as part of a holistic approach to well-being.

Mahnoor Aka Moon​

(she/her/hers)
SOUTH ASIA REPRESENTATIVE

Mahnoor Ch, also known as Moon, is a prominent advocate for gender rights, HIV awareness, and social justice in Pakistan. As a development practitioner, social scientist, and gender rights expert, she brings extensive experience and a multidisciplinary approach to her work. In her role as Program Director at the Khawaja Sira Society, she has led impactful initiatives, including the Multi-Country South Asia Global Fund Project. Her contributions have earned her several accolades, such as the Community Hero Award and formal recognition from both the Governor of Punjab and the President of the United States.

Beyond her leadership in community-based projects, Mahnoor has served as a trainer and technical expert, providing guidance on national policy development for the National AIDS Control Program and conducting training sessions for law enforcement in Lahore and Rawalpindi. She also plays a key role on the steering committee of the Global Fund Advocates Network for the Asia-Pacific region, helping shape global strategies for health and rights advocacy. Currently, Mahnoor is a member of the Prime Minister’s Counsel in Pakistan, advising on high-level policy decisions. She also works as a community-based implementing partner with UNDP, ensuring HIV prevention and treatment services are accessible to marginalized populations. Her unwavering dedication to equality and justice continues to inspire meaningful change across Pakistan and beyond.

Shane Bhatla

(he/they)
Disability Representative

Shane (he/they) is a non-binary disabled activist and Gender Equality, Diversity, and Social Inclusion (GEDSI) consultant. They also serve on the advisory panel of Access For Everyone and are on the Global Advisory Board of a MHPSS and QMU project. Shane’s advocacy focuses on trans and disability issues, working to destigmatize conversations about mental well-being in these communities. Their journey reflects resilience and a commitment to breaking down societal barriers, with eight years of experience in the non-profit sector.

Shane’s notable projects include making regional LGBTIQ+ conferences more accessible, hosting a roundtable on the intersectionality of LGBTIQ+ and disability, creating a media publication featuring photos of LGBTIQ+ disabled individuals and a project to enhance the competency of suicide hotline crisis workers on LGBTIQ+ and disability issues.

With over a decade of work experience, Shane has been featured in the media, on blogs, podcasts and video interviews. Additionally, he has authored an e-book named A11y: A guide to accessibility for employers. Their expertise stems not just from their work experience, but also lived experience. In 2024, they were involved in developing the Kathmandu Charter for the rights of people with lived experience of mental health conditions, a never done before initiative.

Learn more on: shanebhatla.org

Tashi Tsheten​

(he/they)
SOUTH ASIA and ILGA World REPRESENTATIVE​

Tashi is an LGBTQIA+ advocate from Bhutan and a Co-Founder of Queer Voices of Bhutan (QVoB), a community-based platform supporting the rights and inclusion of the gender and sexually diverse community in Bhutan. With a focus on addressing social stigma and advocating for legal and economic opportunities, Tashi and their team continue to contribute to advancing LGBTQIA+ rights nationally and regionally. Currently serving as a Program Advisor at QVoB, Tashi is also engaged in regional efforts through Youth Voices Count (YVC) and ILGA ASIA. Passionate about social justice, community building, and policy advocacy, Tashi remains committed to fostering greater understanding and acceptance for the LGBTQIA+ community.

Aisha Mughal

(she/her)
TRANS REPRESENTATIVE and ILGA Asia Co-Chair

Aisha Mughal is a transgender rights expert working with the Ministry of Human Rights in Pakistan and as a UNDP Consultant. Since 2015, she has been actively advocating for transgender rights. In 2020, she made history as the first transgender person to represent any country during an official UN treaty review, participating in Pakistan’s national delegation to the UN CEDAW committee in Geneva. Aisha has contributed to peer-reviewed research on transgender issues and played a key role in the drafting and approval of the Transgender Persons (Protection of Rights) Act, 2018. She has also served with the National Commission for Human Rights (NCHR) in Pakistan.

Joyce Teng

(she/her)
EAST ASIA REPRESENTATIVE

Joyce Teng is the Executive Director of Taiwan Equality Campaign (previously known as “Marriage Equality Coalition Taiwan”.) Before Taiwan Equality Campaign, she participated in some activist groups focusing on different issues like environment protection, women rights and transformational justice since 2010, and served as the Legislative assistant for the parliament of Taiwan between 2013 to 2015, and then dedicated herself to same-sex marriage legalization since 2016.

Joyce holds M.L. of National Taiwan University. With experience in the Parliament and her legal background, Joyce was responsible for the advocacy of LGBTI+ rights policies and legal reform. She advocated for inclusive political participation and representation since 2018, and acted as the Deputy Executive Director of Taiwan Equality Campaign. She then took the position as Executive Director in December 2022, leading Taiwan Equality Campaign on LGBTI+ rights advocacy.

Nyein Pyae Sone

(she/her)
Finance officer

Nyein Pyae Sone is the Finance Officer at ILGA Asia. She has been working in the international non-profit management sector since completing her first Bachelor’s degree in Accounting in 2010. With over 12 years of extensive experience, she specializes in budget management, month-end and year-end closing, partnership support for local partner organizations, grant and financial management, cash flow forecasting, and financial reporting.

Throughout her career, she has contributed to various projects within international NGOs and UN agencies in both Thailand and Myanmar. Nyein holds a Master of Business Administration (MBA) with a focus in Business Administration and Management from UCSI University, Malaysia. Her solid background in finance and deep understanding of project operations make her a valuable asset to the organizations she works with.

Yarinda Srisutat

(she/her)
Senior Events and Admin officer

Yarinda Srisutat or you can call my nickname Kim (She/Her), Based in Krung Thep Mahanakhon (Bangkok), Thailand, Yarinda is an experienced nonprofit professional with a strong background in administration, finance, and event management. She currently serves as the Senior Admin and Events Officer at ILGA Asia, where she plays a key role in ensuring seamless operations, coordinating impactful events, and strengthening regional collaboration within the LGBTQ+ movement.

Yarinda has been deeply involved with ILGA Asia over the years. From 2019 to September 2023, she worked as a Senior Finance and Admin Officer, contributing to the organization’s operational growth. After a brief tenure at APCOM Foundation from October 2023 to August 2024, she rejoined ILGA Asia in a new capacity as Senior Admin and Events Officer, bringing her expertise in logistics, planning, and community engagement.

Her journey in the nonprofit sector began in 2016 when she volunteered and worked as a field staff member at the Rainbow Sky Association of Thailand (RSAT), engaging in grassroots LGBTIQ+ advocacy. In 2017, she became a Program Assistant at the Thai Red Cross AIDS Research Centre, where she supported clinical trials focusing on transgender women as a key population.
Beyond her professional work, Yarinda studies Mahayana Buddhism and finds joy in spending time with her pet cockatiel birds.

Shambawi Paudel

(she/they)
Research Associate

Shambhawi Paudel is a feminist advocate with a research interest in critiquing intersectional application of human rights standards. She completed her LLM in Human Rights Law specializing in International Justice.She is involved in policy research and has written and published on a range of issues, including gender, queer rights, education policy, and digital rights and privacy concerns. She believes it is important to have long conversations about navigating oppressive social power relations rooted in care and community. She enjoys reading and crocheting in her free time

Omair Paul

(he/him)
Research and global advocacy program manager

Omair Paul is the Program Manager at ILGA Asia. He joins the team with almost a decade of UN advocacy experience, previously serving as the UN Representative for Muslims for Progressive Values (MPV) since 2014. He led the organisation’s UN advocacy strategy and campaigns, represented MPV in various high-level UN meetings & processes, and forged working relationships with diplomats, UN agencies, and civil society organisations (CSOs) and networks.

He focuses on countering fundamentalist religious ideologies and protecting the rights to free expression, freedom of religion and belief, and the economic and social rights of women, girls, and ethnic, religious, and SOGIESC minorities in Muslim societies.

Subscribe to our newsletter to recieve breaking LGBTIQ news from across Asia, opportunities and resources, and updates from ILGA Asia.

Khine Su Win

(she/her)
STRATEGIC DEVELOPMENT DIRECTOR

Khine Su Win is a health professional, medical doctor, researcher, trainer and human rights advocate with a profound focus on Global Health. Her career is anchored in the cause of capacity building among marginalized communities in various regions of Asia including South East Asia, South Asia and East Asia.

With a passion for social justice, she works to enable and uplift marginalized groups, including People Living with HIV (PLHIV), Women Living with HIV (WLHIV), members of the LGBTIQ community, sex workers, People Who Use Drugs (PWUD), and opium farmers. By promoting their rights and advocating for their well-being, she strives to create a more inclusive and equitable society, where every individual’s voice is heard and respected.

Jeff Cagandahan

(he/him)
INTERSEX REPRESENTATIVE

Jeff Cagandahan is a pioneering Filipino intersex man and human rights activist known for his landmark legal victory in 2008, when the Supreme Court of the Philippines recognized his right to change his name and gender marker, making him the first intersex person in the country to gain legal gender recognition. Born in 1981 and assigned female at birth, Jeff was diagnosed with congenital adrenal hyperplasia (CAH), a condition that led to the development of male physical traits during adolescence. His case emphasized the right to self-determination and became a cornerstone for intersex rights in the Philippines. He is the Co-founder of Intersex Philippines and a Board Member of Intersex Asia, playing key roles in advancing intersex human rights across the region. Jeff has been outspoken about the need for awareness, healthcare access, and societal inclusion for intersex people.

Phong Vuong

(he/him)
SOUTHEAST ASIA REPRESENTATIVE and ILGA Asia Co-Chair

Phong Vuong (he/him) is currently working as the LGBTI Rights Program Manager at the Institute for Studies of Society, Economy and Environment (iSEE). As one of the leading LGBTI organizations in Vietnam since 2007, iSEE has conducted original research on contemporary Vietnamese LGBTI issues, supported LGBTI civil society organizations, facilitated the LGBTI movement and implemented successful social and policy advocacy campaign.

Along with his colleagues, Phong works closely with organizations on the ground, policymakers and the public to build resilient and capable communities, create knowledge and connect stakeholders to advance LGBTI rights in Vietnam through advocacy and social campaign. Some notable achievements include the legalization of legal gender recognition for transgender people (through Article 36 of the Civil Code 2015), the subsequent drafting of the Law on Gender Affirmation (with the Ministry of Health), the I Do campaign towards Marriage Equality and the Leave with Pride campaign that pushed a MOH’s Directive condemning conversion therapy in Vietnam. Phong also led iSEE’s work with regional and international human right mechanisms, and represent iSEE in various organizations and working group, such as ASEAN SOGIE Caucus, or C4TRANS (Coalition for Transgender Rights in Vietnam).

Aside from the work with iSEE, Phong also served as Secretary of The Organizing Board of Hanoi Pride, as Secretary for NextGEN Hanoi – a local LGBTIQ organization, and is a alumni of the YSEALI Professional Fellows Program.

Sean Sih-Cheng Du

(he/him)
EAST ASIA and alternate ilga world REPRESENTATIVE

Sean Sih-Cheng Du is the Secretary-General of the Taiwan Tongzhi (LGBTQ+) Hotline Association. He joined Hotline as a volunteer in 2002 and has been since actively involved in the work on LGBTI+ and PLWHIV’s rights. He became Hotline’s Director of Policy Advocacy in 2011 and the Secretary-General in 2021.

His work includes social education, workplace equality, gay men’s sexual health, and international affairs. He was a crucial member of the Marriage Equality Coalition Taiwan and a board member of the Persons with HIV/AIDS Rights Advocacy Association of Taiwan.

He is currently the East Asian Representative of the ILGA Asia Executive Board, a board member of the Taiwan Equality Campaign, and a member of the Taipei City Committee of Gender Equality. He has a master’s degree in Sociology from National Taiwan University.

Artemis Akbary

(all pronouns)
NON-BINARY REPRESENTATIVE

Artemis Akbary is the Executive Director of the Afghanistan LGBTIQ+ Organization (ALO), a leading advocacy organization dedicated to the rights of LGBTIQ+ individuals, particularly in conflict and post-conflict settings, with a main focus on Afghanistan. Their work involves engaging with international accountability mechanisms to ensure justice and accountability for LGBTIQ victims and survivors. With extensive experience advocating for LGBTIQ+ refugees at the EU level, Artemis is a recognized voice for marginalized communities. They have also worked as a consultant with various international organizations and NGOs on forced displacement issues. Artemis has addressed global human rights issues at forums such as the UN Human Rights Council, the UN Security Council, and other international platforms. Artemis holds an academic background in International Relations and European Politics, with expertise in Queer, Peace, and Security.

Chitsanupong "Best" Nithiwana

(she/her)
SOUTHEAST ASIA and ILGA World REPRESENTATIVE

Founder and executive director of Young Pride Club, Chitsanupong “Best” Nithiwana (she/her) is a human rights defender for the rights of LGBTIQ+ youth and gender equality in Thailand. Absolutely dedicated to her career path, she started out as a public information assistant consultant at the UN headquarters. She supported the digital campaign of Youth Peace Security to gain the meaningful participation of women and youth in peace processes worldwide. In 2018, she became the first transgender participant in the US Exchange programme, YSEALI Academic Fellows.

An outspoken advocate for the LGBTIQ+ community, she now runs her own community in Chiang Mai, Thailand, Young Pride Club, which is a safe learning community for young people interested in gender equality and the LGBTIQ+ community. Established in 2018, the community provides on-the-ground activities and online content to develop leadership and participation in gender equality advocacy. Young Pride Club was also a main organizer of the Chiang Mai Pride 2019-2022 and the 2022 Youth Pride Thailand, the country’s first pride organized by LGBTIQ+ youth for LGBTIQ+ youth. In 2022, it reached over 40,000 followers and developed 50 young leaders across the country.

Recently, Best also became an APCOM Hero Award Honouree (Community Hero) under the theme “Unity & Diversity ” in recognition of her inspiring work.