Gender Audits7 January 2021 2021-02-01 14:33
In order to identify the individual gender gaps of each organisation, our first step is conducting a multi-layered and collaborative gender audit, by looking at all departments and all organisational levels, and focusing especially on Leadership, HR and Communication.
Our gender audits are based on best practices from local, regional and international organisations such as the UK National Audit Office (NAO) the European Gender Equality Commission (GEC) and the International Labor Organisation (ILO), as well as our own professional experience working in gender policy making, research and law.
- Quantitative Data – As a first step we ask our clients to send us any gender related qualitative data they can provide. For example:
- Number of employees
- Age of employees
- The gender making of the company or organisation as a whole, and the gender making of each department:
- The number of men in the workplace
- The number of women in the workplace
- The number of LGBTQ in the workplace
- The number of women and LGBTQ in Management and Leadership positions
- The number of women and LGBTQ who were promoted in past years
- Parental status of all staff and of Management and Leadership staff in particular
- Qualitative Data – We collect and analyse qualitative data through in-depth interviews with key decision makers. During our conversations we ask quotations such as:
- What does organizational gender equality and diversity mean to you?
- Can you think of any gender inequality in the workplace examples?
- What are your gender-related work achievements?
- What are your gender inequality at work challenges?
- What are the reasons for those challenges?
- What actions have you taken so far to resolve any challenges?
- Do you have any gender mainstreaming policy in place?
- Have you allocated a budget to achieve your gender equality and sustainable development goals?
Our gender audits explore:
- Organisational Culture, Including:
- Organisational Values
- Values Manifestation
- Leadership Modeling
- Staff Engagement
- Executive Decision Making, Including:
- Decision Making Model
- Organisational Priorities Model
- Conflict Resolution Mechanisms
- HR Policies and Processes, Including:
- Parental Rights and Benefits
- LGBTQ Rights and Benefits
- Sexual Harassment
- Mental Health
- Internal and External Communication, Including:
- Verbal Communication
- Visual Communication
Based on our multi-dimensional model, we evaluate:
- Organisational structures
- Gender mainstreaming policy
By the end of our gender audits our clients have a clear understanding of:
- Their organisational gender dynamic
- The main challenges that require addressing
- The organisational needs that will enable change
The main opportunities and advantages already existing in the organisation
This crucial stage informs the next steps of our gender consultancy process and guarantees that our clients invest their valuable resources in the right places. Our analysis will lead to the collaborative creation of a targeted strategic action planning in the form of a Gender-Responsive Code of Conduct , and any other further services such as training and legal gender consultancy.