Gender Audit Strategy for APEM SL LTD

 

Gender Audit Strategy for APEM



 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

APEM, BO.

September, 2005

 

 A GENDER AUDIT STRATEGY AT APEM

 

The following APEM Gender Audit Questionnaire will be used by APEM administrative, programme and field staffs to assess the gender sensitivity of the organisation.

 

I.             Programming

 

A.            Programme Planning and Design

 

ON A SCALE OF 1 TO 10, TO WHAT EXTENT:

 

  1. Is the integration of gender equity in programs/projects practised on the APEM?
  2. Are gender equity goals and objectives included in programme/project design?
  3. For each programme/project, is there a needs assessment, including an analysis of gender roles and responsibilities in the targeted community?
  4. Are best practices in gender integration in programming incorporated in subsequent programme/project design?
  5. Are gender questions or criteria included in your programme/project proposal approval process?
  6. Does your organisation use participatory methods to incorporate the views and preferences of both men and women community members in project design?

 

 

B.            Programme Implementation

 

ON A SCALE OF 1 TO 10, TO WHAT EXTENT:

 

  1. Does the implementation plan for programmes/projects include activities that strengthen skills and provide women with equal access to services and training?
  2. Does the implementation plan for programmes/projects include activities that strengthen skills and provide men with equal access to services and training?
  3. Does your project implementation strategies and plans take into account existing gender roles and interests of both men and women participants?
  4. Do Women service receivers of my organisation’s programmes/projects value and see our programmes/projects as beneficial to their lives.?
  5. Do Men service receivers of my organisation’s programmes/projects value and see our programmes/projects as beneficial to their lives.?
  6. Does My organisation  develop the capacity to recognise and handle resistance to addressing gender issues in our programmes/projects.?

 

 

 C.            Technical Expertise

 

ON A SCALE OF 1 TO 10 , TO WHAT EXTENT:

 

  1. Is there a person or division responsible for gender in your organisation?
  2. Is there assigned staff responsibility for gender integration in different departments?
  3. Do staff have the necessary knowledge, skills and attitudes to carry out their work with gender awareness?
  4. Does your organisation consistently draw upon a person or division within the organisation who is responsible for gender programming?
  5. Is there training of project and program staff in gender planning and analysis?
  6. Are Program/project planning, monitoring, evaluation and advisory teams in my organisation consist of members who are gender-sensitive and include at least one person with specific expertise and skills on gender issues?

 

D.            Monitoring and Evaluation

 

ON A SCALE OF 1 TO 10 , TO WHAT EXTENT:

 

  1. Is gender disaggregated data collected for projects and programmes?
  2. Is the gender impact of projects and programmes monitored and evaluated?
  3. Does your organisation have sectoral specific indicators that include a gender dimension?
  4. Gender disaggregated data provides useful information for programme/project evaluation and subsequent programme/project design?
  5. Does APEM programmes/projects contribute to the empowerment of women and the changing of unequal gender relations.
  6. Does APEM programmes/projects contribute to increase gender equity in the following areas:
  • Material well-being
  • Access to resources
  • Access to training
  • Participation in decision-making
  • Self-respect/legal status
  • Control over benefits
  • Control over resources
  • Participation in the public sector
  • Service receivers view of the project’s benefit to their lives

 

E.            Partner Organisations

 

ON A SCALE OF 1 TO 10 , TO WHAT EXTENT:

 

  1. Is commitment to gender equity a criteria in your organisation’s selection of funding partners , service receivers  or local NGO affiliates?
  2. Is a gender policy included in the written agreements outlining your organisation’s relationship with partner or local NGO affiliates?
  3. Does your organisation provide training and tools on gender planning, analysis and evaluation to partner or local NGO affiliate staff?
  4. What are some of the obstacles to incorporating gender analysis in programme/project planning, implementation and evaluation in your organisation?  Please check all that apply:
  • Unit size
  • Level of staffing
  • Office culture/environment
  • Natural culture
  • Lack of financial resources for gender programming
  • Lack of staff training on gender
  • Lack of gender analysis tools
  • Lack of support from senior management
  • Low organisational priority for gender issues
  • Other (please specify) ………………………………………………. .

 

II.            Organisational

 

A.            Gender Policy

 

  1. Does your organisation have a written gender policy that affirms a commitment to gender equity ?
  2. Does your gender policy have an operational plan that includes clear allocation of responsibilities and item for monitoring and evaluation?
  3. Is gender taken into account during strategic planning for organisational activities?
  4.  Everyone in the organisation feels ownership over the gender policy.
  5. Management takes responsibility for the development and implementation of the gender policy.

 

 

B.            Staffing

 

  1. At headquarters, has there been an increase in the representation of women in senior management positions in the past few years?
  2. In the field, has there been an increase in the representation of women in senior management positions in the past few years?
  3. Has there been an increase in the representation of women on your organisation’s board in the past few years?
  4. Are there proactive strategies implemented to recruit or promote women into senior management positions?
  5. Does management show respect for diversity in work and management styles in your organisation?

 

C.            Human Resources

 

  1. Is there a written equal opportunity policy?
  2. Are there flexible work arrangements in your organisation?
  3. Is there a maternity and paternity leave policy?
  4. Is there a child care and dependent care leave policy?
  5. Is gender awareness included in all job descriptions?
  6. Is gender awareness included in job performance criteria?
  7. Is there training of staff in gender awareness and sensitisation?
  8. Is there training of senior management and members of Board in institutionalising the integration of gender into the management of the organisation?
  9. My organisation promotes teamwork, involving both men and women.
  10. Management is committed to promoting women representation at senior levels of my organisation, including the Board.
  11. There has been a gradual increase of gender expertise among staff members in my organisation.
  12. Good performance in the field of gender is rewarded in my organisation.

 

D.            Advocacy, Marketing and Communications

 

  1. Are advocacy campaign and initiatives planned and informed by a gender perspective?
  2. Are your advocacy policies and plan influenced and advised by women’s organisations, networks and gender experts?
  3. Is gender incorporated in your organisation’s communications, fund-raising and media strategies?
  4. Is a gender perspective reflected in your publications, for example, books, brochures, and newsletters?

 

 E.            Financial Resources

 

  1. Has your organisation budgeted adequate financial resources to support its gender integration work?
  2. Are financial resources allocated for the operationalisation of the gender policy at all levels?
  3. Is staff training in gender issues and analysis systematically budgeted for?

 

F.             Organisational Culture

 

  1. Does the organisation comply with gender sensitive behaviour, for example in terms of language used, jokes and comments made?
  2. Does the organisation comply with gender sensitive behaviour procedures to prevent and address sexual harassment?
  3. Is staff in your organisation committed to the implementation of a gender policy?
  4. Are gender issues taken seriously and discussed openly by men and women in your organisation?
  5. Is gender stereotyping (eg.  “those gender blind men” or “those feminists”) addressed and countered by individual staff members in your organisation?
  6. Is there a gap between how men and women in my organisation view gender issues?
  7. Are the  staff in my organisation  enthusiastic about the gender work they do?
  8. Do the staff in my organisation think that gender fits into the image of our organisation.?
  9. Do the women in my organisation think that the organisation is woman friendly?
  10. Do the Men in my organisation think that the organisation is men friendly?
  11. Does my organisation have a reputation of integrity and competence on gender issues amongst leaders in the field of gender and development?
  12. Could  my organisation do much more than it is currently doing to institutionalise gender equity?
  13. Does the organisational culture in APEM  place a higher value on the ways men tend to work  and less value on the ways women tend to work?
  14. Are meetings in my organisation tend to be dominated by men staff.?
  15. Has the  working environment in my organisation  improved for women over the past two years.?
  16. Is it  unfair to promote women more than men in my organisation’s field programmes/projects?
  17. In my organisation, do men have a much easier time establishing personal and professional networks within the APEM than do women.
  18. Do you think APEM is strong to take action on gender integration?