WOMEN’S EMPOWERMENT WOMEN’S EMPOWERMENT THROUGH THROUGH

SUSTAINABLE MICROFINANCESUSTAINABLE MICROFINANCE

‘WALKING THE TALK’INTERNAL GENDER

POLICY

Session 5

‘WALKING THE TALK’‘WALKING THE TALK’

STRUCTURAL INCENTIV

ES

Focal

point

and m

ainstr

eaming

•Int

egra

tion o

f empo

wermen

t indic

ators

into o

ngoin

g mon

itorin

g and

evalu

ation

•Staf

f targ

ets fo

r empo

wermen

t

achie

vemen

t

RECRUITMENT P

ROMOTION

• Gender aware

ness in

cluded in

job descrip

tions

and as key

criterio

n for r

ecruitm

ent and

promotio

n.

• Advertis

ing thro

ugh channels

likely

to reach

more

women.

• Proacti

ve h

iring and

promotio

n stra

tegies to re

cruit

women into se

nior

management posit

ions until

gender balance

is re

ached.

FAMILYFRIENDLY

• Flexible working

arrangements:flexi-time,

flexi-place, part-time and job

sharing encouraged at all

levels including senior

managers.

• Can any work be done from

home?

• Maternity and paternity

leave policies.

• Childcare and dependent

care leave and support.

RIGHTS AT W

ORK

•Review of all n

orms

and job descrip

tions

from a gender

perspective

•Equal pay fo

r equal

work

•Freedom from

sexual harassment

(women and m

en)

•Establish rights and

responsibilities

•Structures fo

r

participatio

n by all

staff in decision-

making

TRAININ

G

•Ong

oing t

raini

ng fo

r all

male an

d fem

ale

staff i

n ge

nder

awar

enes

s, se

nsitis

ation

,

plann

ing an

d ana

lysis.

•Foll

ow-u

p tra

ining

with

spec

ific to

ols an

d

method

ologie

s

•Tra

ining

for w

omen

to m

ove f

rom m

id- to

senio

r- lev

el po

sition

s.

All staff gender aware

Balanced representation of women and men in senior management positions at headquarters and in the

field.

Good work relationsBENEFITS for women and men and the organizationBENEFITS for women and men and the organization

EMPOWERINGORGANIZATIONEMPOWERINGORGANIZATION

Greater staff work satisfaction

Less stress

Misunderstandings

betweenmen and women

Tensions between those withfamilies and those without

Who will bear the costs? The organization? Clients? Donors?

Trained experienced female staff get betterpaid jobs elsewhere

CHALLENGES

Partic

ipato

ry

nego

tiatio

n

and

dialog

ue

Estab

lish

agre

ed

rule

s an

d

norm

s

ABOVE ALL

Organizational culture and systems to value

the contributions of b

oth female and m

ale

staff at a

ll levels

Norms of b

ehaviour for b

oth men and women

Willingness and support f

or change at a

ll

levels

YOUR QUESTIONSYOUR QUESTIONS

?? ??