Gender Audit

1. Gender Audit Has gender been mainstreamed in YOUR organization? CAPWIP MGGR Nov 2007

2. ILO Participatory Gender Audit Methodology • Tool and process based on a participatory methodology to promote organizational learning at individual, work unit and organizational levels on how to practically and effectively mainstream gender CAPWIP MGGR Nov 2007

3. Gender Audit is… • Social audit • Belongs to the category of quality audits as opposed to financial audits • Considers whether internal practices and related support systems for gender mainstreaming are effective and reinforce each other and whether they are being followed • Establishes a baseline • Identifies critical gaps, and challenges CAPWIP MGGR Nov 2007

4. Gender audit • Recommends ways of addressing gender gaps • Suggests possible improvements and innovations • Documents good practices toward achievement of gender equality CAPWIP MGGR Nov 2007

5. Gender audit • Enhances collective capacity of organization to examine its activities from a gender perspective • Identify strengths and weaknesses in promoting gender equality issues • Monitors and assesses relative progress in gender mainstreaming • Helps build organizational ownership of gender equality intiatives CAPWIP MGGR Nov 2007

6. Gender Audit • Sharpens organizational learning on gender through a process of • Team building • Information sharing • Reflection on gender CAPWIP MGGR Nov 2007

7. Aims and objectives • To promote organizational learning on how to implement gender mainstreaming effectively in policies, programmes and structures and assess the extent to which policies have been institutionalized at the level of the organization, work unit and individual CAPWIP MGGR Nov 2007

8. Objectives • Generate understanding of the extent to which gender mainstreaming has been internalized and acted upon by staff • Assess the extent of gender mainstreaming in terms of the development and delivery of CAPWIP MGGR Nov 2007

9. Objectives • gender-sensitive products and services • Identify and share information on mechanisms, practices and attitudes that have made a positive contribution to mainstreaming gender in an organization CAPWIP MGGR Nov 2007

10. Objectives… • Assess the level of resources allocated and spent on gender mainstreaming and gender activities • Examine the extent to which human resources policies are gender-sensitive CAPWIP MGGR Nov 2007

11. Objectives • Examine the staff sex balance at different levels of an organization • Set up the initial baseline of performance on gender mainstreaming in an organization with a view to introducing an ongoing process CAPWIP MGGR Nov 2007

12. Objectives • Of benchmarking to measure progress in promoting gender equality • Measure progress in implementing action plans on gender mainstreaming and recommend revisions as needed • Identify room for improvement and suggest possible strategies to better implement the action plan. CAPWIP MGGR Nov 2007

13. Main outcome • Report with recommendations for performance improvement and concrete actions for follow-up by the audited unit/organization CAPWIP MGGR Nov 2007

14. Is gender mainstreamed in your organizations • Let us now focus on YOUR organization • Choose a work unit – a section, a division or department where you belong CAPWIP MGGR Nov 2007

15. Analyze… • Review your organization in terms of: • What gender issues exist and why • What actions have been taken to address these issues and ensure gender equality in your work unit CAPWIP MGGR Nov 2007

16. 4 Pillars of the Participatory Gender Methodology First Pillar: Gender and Development Approach Second Pillar: Qualitative Self-assessment Third Pillar: Adult Learning Cycle Fourth Pillar: Learning Organization Approach CAPWIP MGGR Nov 2007

17. Gender and Development Approach • Focus on • Women as an isolated and homogeneous group • Roles and needs of both men and women CAPWIP MGGR Nov 2007

18. Quality self-assessment (QSA) • Establish consensual understanding of the reality in which people are working and which they are creating together • Builds on facts and interpretation of facts taken into account • Balances subjective perceptions with objective data CAPWIP MGGR Nov 2007

19. QSA • QSA allows work unit staff to ask questions: • Why are things the way they are? • How did we get to go where we are? • Why do we act the way they do? • What are the forces of change? • Where are the forces of change? CAPWIP MGGR Nov 2007

20. QSA • Where are the forces that make change possible? • Are we doing the right things? • Are we doing the right things in the right way? CAPWIP MGGR Nov 2007

21. QSA… • Information gained thru self-assessment can be cross-checked against data from other methods CAPWIP MGGR Nov 2007

22. Adult learning cycle (ALC) • To discover the extent of the gender gaps and to foster a learning process that leads work units to redress the gap • Thru reflection and exchange, participants able to translate their own experience into general and abstract conclusions relevant to their work unit and to the work unit as a whole CAPWIP MGGR Nov 2007

23. ALC • Turn proposals for change through experimentation CAPWIP MGGR Nov 2007

24. ALC Direct experience Reflect and discuss experiences Apply lessons Learned to change Ways of working Generalize from experiences and discussions: Lessons learned CAPWIP MGGR Nov 2007

25. Learning organization approach (LO) • The Individual • The Work • The Organization CAPWIP MGGR Nov 2007

26. LO • Focus on changes in organization and changes in individuals • Iterative process; single loop and multiple loop learning MGGR July 2009

27. 12 Key areas of analysis A Current national/international gender issues and gender debate affecting the audited unit, and unit’s interaction with national gender institutions and women’s organization CAPWIP MGGR Nov 2007

28. 12 Key areas of analysis B Organization’s mainstreamed strategy on gender equality as reflected in audited unit’s objectives, programme and budget C Mainstreaming of gender equality in the implementation of programmes and technical cooperation activities CAPWIP MGGR Nov 2007

29. 12 Key areas of analysis D Existing gender expertise and strategy for building gender competence E Information and knowledge management F Systems and instruments in use for monitoring and evaluation CAPWIP MGGR Nov 2007

30. 12 Key areas of analysis G Choice of partner organizations H Products and public image I Decision-making on gender mainstreaming CAPWIP MGGR Nov 2007

31. 12 Key areas of analysis J Staffing and human resources K Organizational culture L Perception of achievement on gender equality CAPWIP MGGR Nov 2007

32. Gender Audit Report • Gender issues in the context of the work unit and existing gender expertise, competence and capacity building (A& D) • Gender issues in work unit’s objectives, programming and implementation cycles, and choice of partner organizations (B, C, F, G) CAPWIP MGGR Nov 2007

33. Gender Audit Report • Information and knowledge management within work unit, and gender equality policy as reflected in work unit’s products and public image (E,H) • Staffing and human resources, decision making and organizational culture (I,J,K) CAPWIP MGGR Nov 2007

34. Gender Audit Report • Work unit’s perception of achievement of gender equality (L) CAPWIP MGGR Nov 2007

35. Good luck!!! CAPWIP MGGR Nov 2007