The Gender Audit Handbook – A Tool for Organizational Self-Assessment and Transformation

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ATTRIBUTES
  • Baseline Assesment

SOURCE
  • Interaction

TYPE OF RESOURCE
  • SSurvey

TARGET AREA
  • Development

TARGET UNIT
  • Diversity & Inclusion, Human Resources

LINK TO RESOURCE

The Gender Audit Handbook – A Tool for Organizational Self-Assessment and Transformation

Interaction
This resource povides a step-by-step guide to conduct a systematic and participatory gender audit in an organization. The handbookis a self-assessment tool, which can be used to identify staff perceptions surrounding gender issues in the workplace. The audit process uses the Gender Integration Framework, which states that organization transformation can only occur when the following dimensions are ready for gender integration: political will, technical capacity, accountability, and organizational culture. In addition, the handbookprovides organizations with an action plan to build on current gender equality initiatives and actions.

The handbook’s self-assessment tool has four steps:

  1. Prepare the organization to carry out a gender audit
  2. Survey staff to uncover their perceptions regarding gender equality in the organization and programs
  3. Conduct focus groups to develop an organizational vision of gender equality
  4. Create a gender action plan

To learn more, click here.

Diversity and Inclusion Survey: Building a More Inclusive Future

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ATTRIBUTES
  • Baseline Assesment
  • Internal Communication
  • Intersectionality
  • Organizational Culture

SOURCE
  • Culture Amp

TYPE OF RESOURCE
  • SSurvey

TARGET AREA
  • Implementation

TARGET UNIT
  • Diversity & Inclusion, Human Resources

LINK TO RESOURCE

Diversity and Inclusion Survey: Building a More Inclusive Future

Culture Amp
This survey was developed as the result of a collaboration between B Corp Culture Amp and consulting firm Paradigm. This survey has been recognized as an industry leader when it comes to measuring the employee experience of all groups of people.

This survey allows you to:

  • Measure how inclusive your organization is
  • Use heatmaps to highlight disparities between groups
  • See how your results compare to other companies with the Inclusion benchmark
  • Ensure your team is equipped to take action based on the applied experience of our most successful customers and research-driven interventions that offer promising results

To learn more, click here here.

Employee Consultation

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ATTRIBUTES
  • Baseline Assesment
  • Measuring and Evaluating

SOURCE
  • Workplace Gender Equality Agency (Australia)

TYPE OF RESOURCE
  • SSurvey

TARGET AREA
  • Implementation

TARGET UNIT
  • Diversity & Inclusion, Human Resources

LINK TO RESOURCE

Employee Consultation

Workplace Gender Equality Agency (Australia)
This short survey from the Australian Workplace Gender Equality Agency has been designed to enable you to make an initial employee-based assessment of gender equality in your organization. The survey takes approximately 15 minutes to complete. There is also the option of conducting a more in-depth analysis through a more comprehensive set of questions. This extended survey would take approximately 40 minutes to complete.

To learn more, click here.

Participatory Gender Audit – A Tool for Introducing and Managing Institutional Change

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ATTRIBUTES
  • Baseline Assesment
  • Measuring and Evaluating
  • Organizational Culture
  • Recruitment, Retention and Promotion

SOURCE
  • International Training Centre of the International Labour Organization (ITCILO)

TYPE OF RESOURCE
  • TTool

TARGET AREA
  • Development

TARGET UNIT
  • Diversity & Inclusion, Human Resources

LINK TO RESOURCE

Participatory Gender Audit – A Tool for Introducing and Managing Institutional Change

International Training Centre of the International Labour Organization (ITCILO)
The ILO Participatory Gender Audit (PGA) is a tool used to organization’s activities from a gender perspective, verifying its achievements and deficiencies. The PGA combines objective observation of facts and figures with a more in-depth analysis on qualitative standards, beliefs, and opinions to assess the impact of these on gender equality, organizational culture, and wellbeing.

The PGA is carried out by a facilitation team which uses secondary and primary data collection methods. First, data compilation through desk research, then direct observation and dialogue within the organization. After facilitating group participation and collective discussion, a report is produced that describes the organization’s capacity to promote gender equality and diversity.

To learn more, click here.

The Gender Equality Mainstreaming (GEM) Framework – Gender Equality Mainstreaming for Business Growth and Impact

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ATTRIBUTES
  • Baseline Assesment
  • Capacity Building and Awareness Raising
  • Goal Setting
  • Measuring and Evaluating

SOURCE
  • Mennonite Economic Development Associates

TYPE OF RESOURCE
  • TTool

TARGET AREA
  • Development

TARGET UNIT
  • Diversity & Inclusion, Human Resources, Investors

LINK TO RESOURCE

The Gender Equality Mainstreaming (GEM) Framework – Gender Equality Mainstreaming for Business Growth and Impact

Mennonite Economic Development Associates
The Gender Equality Mainstreaming (GEM) Framework has two components:

The GEM Self-assessment: This assessment is composed of three surveys that allow companies to measure their own gender equality and inclusion performance across a series of environmental, social, and governance(ESG) criteria. After providing a gender score for each component of ESG, MEDA then offers a series of recommendations on ways that the business can mainstream gender within operations.

The GEM Framework: This comprehensive framework is presented as a manual and can be used by investors and capacity builders to assess gender equality and measure gender mainstreaming strategies within a business.

The six steps of the GEM Framework are:

Step 1: Identification: Determine whether a business is an appropriate candidate for GEM.

Step 2: Scoping assessment: Complete a high-level assessment of business performance in GEM and business practices and policies.

Step 3: Full assessment: Conduct an in-depth assessment of business performance in GEM and identify areas of improvement. Businesses can also complete this step to conduct a self-assessment.

Step 4: Strategy development: Develop GEM strategies that align with business growth.

Step 5: Implementation, monitoring, and learning: Monitor and learn from GEM implementation.

Step 6: Impact measurement: Measure the long-term impact of GEM implementation initiatives.

To read the full guide, click here.

The Women’s Empowerment Principles Gender Gap Analysis Tool

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ATTRIBUTES
  • Baseline Assesment

SOURCE
  • UN Global Compact & UN Women

TYPE OF RESOURCE
  • TTool

TARGET AREA
  • Development

TARGET UNIT
  • Diversity & Inclusion, Human Resources

LINK TO RESOURCE

The Women's Empowerment Principles Gender Gap Analysis Tool

UN Global Compact & UN Women
The Women’s Empowerment Principles Gap Analysis Tool (WEPs Tool) helps companies identify strengths, gaps, and opportunities to improve their performance on gender equality. It is a joint project of the UN Global Compact, UN Women, the Multilateral Investment Fund of the IDB, and the Inter-American Investment Corporation. The tool comprises 18 multiple-choice questions and 17 optional outcome indicators covering gender equality across business functions in leadership, workplace, marketplace, and community. Once all information has been gathered internally, it is expected to take an average of two to three hours to complete.

For more information, click here.

List of Organizations that Support Gender Equality and Women and Girl’s Empowerment

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ATTRIBUTES
  • Outreach Initiatives and Partnerships

SOURCE
  • Various organizations

TYPE OF RESOURCE
  • LList

TARGET AREA
  • Implementation

TARGET UNIT
  • Community Outreach, Corporate Social Responsibility, Diversity & Inclusion

LINK TO RESOURCE

List of Organizations that Support Gender Equality and Women and Girl's Empowerment

Various organizations
This list provides some examples of Canadian organizations that the private sector can support through funding or direct involvement in corporate social responsibility programs.

  • Canadian Women’s Foundation: This foundation has programs revolving around violence, poverty, girls’ empowerment, and inclusive leadership.
  • Girls Action Foundation: This foundation has local programs (Montreal), regional gatherings, national and multi-day training for young women’s leadership, national career day, and national day of action for girls and young women.
  • CARE: This organization works around the globe supporting women and girls through programs related to health and nutrition, food and farming, earning and saving, emergencies, and advocating for change.
  • Save the Children: This organization works around the world addressing child issues such as child early and forced marriage, sexual and gender-based violence, and gender equality in humanitarian settings.
  • SHEInnovates: This is a global program created by UN Women and the Global Innovation Coalition for Change.
  • Gender Equality Network Canada (Canadian Women’s Foundation)[1]: This national network of over 150 diverse women leaders across Canada addresses key issues in gender equality such as: gender-based violence, women in trades and STEM, women’s entrepreneurship, Indigenous women’s leadership, childcare, gendered impact poverty, and immigrant women.This webpage lists all the different leaders across Canada’s provinces and territories and can help your organization select civil society projects to support your gender equality outreach initiatives.

Partnering and Partnership: Lessons Learned in the DI

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ATTRIBUTES
  • Outreach Initiatives and Partnerships

SOURCE
  • Devonshire Initiative

TYPE OF RESOURCE
  • RReport

TARGET AREA
  • Implementation

TARGET UNIT
  • Community Outreach, Corporate Social Responsibility, Diversity & Inclusion

LINK TO RESOURCE

Partnering and Partnership: Lessons Learned in the DI

Devonshire Initiative
The Devonshire Initiative has synthesized lessons learned from workshops, affiliate organization resources, and documents in the public domain related to cross-sector partnerships.

Due Diligence: Strong partnerships start with a strong foundation established through the due diligence process. Some lessons learned on due diligence are:

  • Know why you and the potential partner are interested in partnering
  • Get to know each other’s organizations
  • Build personal relationships and ensure there are common values and shared objectives

Communication: Strong communication is key in maintaining a strong relationship throughout the life of a partnership. Some lessons learned on communication are:

  • Communicate drivers, interests, and wants with the partner
  • Understand that partners don’t always communicate in the same ways
  • Communicate about the partnership with everyone in the organization

Evaluating Partnerships: Partnership evaluation is an ongoing process through the life of the partnership. Some lessons learned on evaluating partnerships are:

  • Use evaluations to continue improving the partnership
  • Don’t focus only on tangible and measurable benefits
  • Discuss boundaries and what is included in the evaluation

Strengthening Partnerships: This will help best ensure success of the partnership. Some lessons learned on strengthening partnerships are:

  • Formalize the agreement, establish timelines, make commitments
  • Establish good governance and accountability protocols
  • Commit adequate human resources to the partnership

To learn more, click here.

Using CSR and Philanthropy to Close the Gender Gap in Tech

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ATTRIBUTES
  • Organizational Culture
  • Outreach Initiatives and Partnerships
  • Recruitment, Retention and Promotion

SOURCE
  • Reboot Representation

TYPE OF RESOURCE
  • RReport

TARGET AREA
  • Strategy

TARGET UNIT
  • Community Outreach, Corporate Social Responsibility, Diversity & Inclusion, Human Resources

LINK TO RESOURCE

Using CSR and Philanthropy to Close the Gender Gap in Tech

Reboot Representation
McKinsey and Pivotal Ventures collaborated on this study to examine how tech-company philanthropy and corporate social responsibility investments can improve the gender diversity of the tech pipeline.

Through a survey they found insight on practices that can increase tech gender diversity through philanthropic and CSR investments.

  1. Focus on women and girls: It is important for companies to support either girls-only programs or coeducational programs. Maintain a focus on women’s equal representation, with stated goals at the program level to avoid replicating current gender ratios.
  2. Solve for those facing the most barriers – underrepresented women and girls of color: Companies can support programs that target specific challenges faced by the sub-segments of women who are facing multiple forms of marginalization.
  3. It is never too late; consider multiple on-ramps: According to research, because girls are less likely than boys to have exposure to computing as children, later on-ramps – such as those during higher education – offer high-impact opportunities for women and girls.

To learn more, click here.

Gender Equality in Social Auditing Guidance

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ATTRIBUTES
  • Supply Chain

SOURCE
  • Business for Social Responsibility

TYPE OF RESOURCE
  • GGuide

TARGET AREA
  • Implementation

TARGET UNIT
  • Diversity & Inclusion, Legal, Procurement

LINK TO RESOURCE

Gender Equality in Social Auditing Guidance

Business for Social Responsibility
This report provides guidance on how organizations can integrate gender equality considerations within social auditing methodologies and processes. It identifies several systemic barriers that prevent current social audits from being gender-sensitive and provides a variety of recommendations to overcome these barriers. It provides organizations with information, recommendations, and case studies on how gender equality can be integrated within current auditing practices, including existing auditing verification measures across the supply chain, and includes a series of worker interviews.

The report highlights five reasons why addressing gender equality issues in global supply chains makes business sense:

  1. Helps to meet business targets
  2. Maintains a strong and stable workforce
  3. Increases productivity and cost saving
  4. Ensures compliance
  5. Encourages worker engagement

To learn more, click here.