| A | B | C | D | E | H | I | J | K | L | M | N | O | P | Q | R | S | T | U | V | W | X | Y | Z | |
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
1 | ||||||||||||||||||||||||
2 | ||||||||||||||||||||||||
3 | GENDER DASHBOARD - review | |||||||||||||||||||||||
4 | ||||||||||||||||||||||||
5 | Dimension | Sub-dimension | Standard | Coding | Indicator | Answer | Source | 2X Challenge | Notes/Guidance | Included in the SPI Alinus | Included in SPI Gender dashboard | |||||||||||||
6 | Organization info | Organization | Governance | Number of board members | Number | Cerise | x | |||||||||||||||||
7 | Organization info | Organization | Governance | Number of women board members | Number | Cerise | x | |||||||||||||||||
8 | Organization info | Organization | Staff composition and working conditions | Number of staff | Number | Cerise | x | |||||||||||||||||
9 | Organization info | Organization | Staff composition and working conditions | Women | Number | Cerise | x | |||||||||||||||||
10 | Organization info | Organization | Staff composition and working conditions | Number of staff in credit and front office operations | Number | Cerise | x | |||||||||||||||||
11 | Organization info | Organization | Staff composition and working conditions | Women | Number | Cerise | x | |||||||||||||||||
12 | Organization info | Organization | Staff composition and working conditions | Men | Number | Cerise | x | |||||||||||||||||
13 | Organization info | Organization | Staff composition and working conditions | Number of management staff | Number | Cerise | x | |||||||||||||||||
14 | Organization info | Organization | Staff composition and working conditions | Women | Number | Cerise | x | |||||||||||||||||
15 | Organization info | Organization | Staff composition and working conditions | Men | Number | Cerise | x | |||||||||||||||||
16 | Organization info | Organization | Staff composition and working conditions | Annual total payroll | Number | Cerise | x | |||||||||||||||||
17 | Organization info | Organization | Staff composition and working conditions | Annual women payroll | Number | Cerise | x | |||||||||||||||||
18 | Organization info | Organization | Client composition | Number of active borrowers | Number | Cerise | x | |||||||||||||||||
19 | Organization info | Organization | Client composition | Women borrowers | Number | Cerise | x | |||||||||||||||||
20 | 1.Social Strategy | GENDER STRATEGY | 1.A The provider has a strategy to achieve its social goals | 1.A.1.1 | 1.A.1.1 The strategy defines the demographic and socioeconomic characteristics of target clients. | Yes/No/Partially | Cerise | x | Women are clearly mentioned in the strategy, reference to women led-SMEs is clear | x | x | |||||||||||||
21 | 1.Social Strategy | GENDER STRATEGY | 1.A The provider has a strategy to achieve its social goals | 1.A.1.2 | 1.A.1.2 The strategy identifies the benefits that the provider seeks to create for clients, such as strengthening the roles of women in their household and their local community | Yes/No/Partially | Cerise | x | The strategy also seeks to reinforce the access to capital to women led-SMEs and women entrepreneurship as a whole | SPI 5 Full | x | |||||||||||||
22 | 1.Social Strategy | GENDER STRATEGY | 1.B The provider collects, analyses, and reports data that are specific to its social goals. | 1.B.2.2 | 1.B.2.2 The provider analyses outcomes for different segments of clients according to their profile and financial behaviour. Minimum frequency: annually | Yes/No/Partially | Cerise | x | Outcome related to women led-SMEs are also taken into account when assessing the annual FI performance | SPI 5 Full | ||||||||||||||
23 | 2. Committed Leadership | GENDER STRATEGY | 2.A Members of the board of directors hold management accountable for achieving the provider's social goals. | 2.A.4.1 | 2.A.4.1 The board includes social targets in the CEO/Managing Director's performance evaluation. | Yes/No/Partially | Cerise | x | In line with a strategy that foster equality ? | SPI 5 Full | ||||||||||||||
24 | 2. Committed Leadership | GENDER STRATEGY | 2.A Members of the board of directors hold management accountable for achieving the provider's social goals. | 2.A.3.4 | 2.A.3.4 The board takes corrective action when it identifies risks to clients, risks to employees, or when the provider is not achieving its social goals. | Yes/No/Partially | Cerise | x | Linked to the above, to define is women in terms of clients and staff | x | ||||||||||||||
25 | 2. Committed Leadership | GENDER STRATEGY | 2.B Senior management is responsible for implementing the provider's strategy for achieving its social goals. | 2.B.2.3 | 2.B.2.3 Management takes corrective action when it identifies risks to clients, risks to employees, or when the provider is not achieving its social goals. | Yes/No/Partially | Cerise | x | As above | x | ||||||||||||||
26 | 1.Social Strategy | GENDER STRATEGY | 1.A The provider has a strategy to achieve its social goals | 1.A.1.4 | 1.A.1.4 The provider defines a “do no harm” strategy that articulates how it will mitigate the social risks connected to the use of its products and services | Yes/No/Partially | Cerise | x | x | |||||||||||||||
27 | 4. Client Protection | GENDER STRATEGY | 4.C The provider enforces fair and respectful treatment of clients. | 4.C.1.2 | 4.C.1.2 The provider's policies prohibit the following: client intimidation (notably sexual harassment), and discrimination against sex | Yes/No/Partially | Cerise | x | GBV can be more precise, see below | x | ||||||||||||||
28 | 2. Committed Leadership | GENDER STRATEGY | 2.A Members of the board of directors hold management accountable for achieving the provider's social goals. | 2.A.2.1 | 2.A.2.1 During new member orientation or subsequent training, the provider trains each board member on the provider’s social goals. | Yes/No/Partially | Cerise | x | More precise see below | SPI 5 Full | ||||||||||||||
29 | 5. Responsible Human Resource Development | GENDER STRATEGY | 5.C The provider's Human Resource Development system supports its social strategy. | 5.C.2.1 | 5.C.2.1 The provider trains all employees on its social goals and how their work contributes to achieving these goals and reinforces this on an ongoing basis. | Yes/No/Partially | Cerise | x | More precise see below | SPI 5 Full | ||||||||||||||
30 | 5. Responsible Human Resource Development | GENDER STRATEGY | 5.A The provider creates a safe and equitable work environment. | 5.A.2.3 | 5.A.2.3 The provider analyses salary data to check that men and women receive equal pay for equal work and have equal opportunities for pay increase/promotion | Yes/No/Partially | Cerise | x | x | |||||||||||||||
31 | 5. Responsible Human Resource Development | GENDER STRATEGY | 5.B The provider's Human Resource Development system is designed to attract and maintain a qualified and motivated workforce. | 5.B.1.4 | 5.B.1.4 Men and women receive equal opportunities for training and skill development. | Yes/No/Partially | Cerise | x | SPI 5 Full | |||||||||||||||
32 | 5. Responsible Human Resource Development | GENDER STRATEGY | 5.A The provider creates a safe and equitable work environment. | 5.A.1.1 | 5.A.1.1 The provider’s Human Resource policy explains employees’ rights and responsibilities related to anti-harassment safeguards | Yes/No/Partially | Cerise | x | Check on GBV | x | ||||||||||||||
33 | 5. Responsible Human Resource Development | GENDER STRATEGY | 5.A The provider creates a safe and equitable work environment. | 5.A.1.3 | 5.A.1.3 The provider’s non-discrimination policy towards employees covers sex | Yes/No/Partially | Cerise | x | x | |||||||||||||||
34 | GENDER STRATEGY | The provider can use this space to add any comments about its gender strategy. For example, it can disclose the number of board members trained on the provider's social goals, and provide further details on its policy regarding anti-harassment (such as mentioning Gender Based Violence and specific safeguards concerning sexual harassment etc.). | Free text | Cerise | ||||||||||||||||||||
35 | RESULTS AT CLIENTS' LEVEL | ACCESS AND USE OF FINANCIAL SERVICES | Women borrowers and loans dedicated to women | Number | Cerise | |||||||||||||||||||
36 | 3. Client-Centred Products and Services | RESULTS AT CLIENTS' LEVEL | 3.A The provider collects and analyses data to understand clients' needs. | ACCESS AND USE OF FINANCIAL SERVICES | 3.A.2.1 | 3.A.2.1 The provider analyses transactional data (PAR, average loan size, loan repayments, savings deposits and withdrawals) by demographic and socioeconomic segments of its clients. | Yes/No/Partially | Cerise | SPI 5 Full | |||||||||||||||
37 | 3. Client-Centred Products and Services | RESULTS AT CLIENTS' LEVEL | 3.A The provider collects and analyses data to understand clients' needs. | ACCESS AND USE OF FINANCIAL SERVICES | 3.A.2.2 | 3.A.2.2 The provider analyses product use (types and frequency) by demographic and socioeconomic segments of its clients. | Yes/No/Partially | Cerise | SPI 5 Full | |||||||||||||||
38 | 3. Client-Centred Products and Services | RESULTS AT CLIENTS' LEVEL | 3.A The provider collects and analyses data to understand clients' needs. | ACCESS AND USE OF FINANCIAL SERVICES | 3.A.3.3 | 3.A.3.3 The provider investigates whether stresses at the household level make it more difficult for clients to use its products and services. | Yes/No/Partially | Cerise | SPI 5 Full | |||||||||||||||
39 | 4. Client Protection | RESULTS AT CLIENTS' LEVEL | 4.A The provider does not over indebt clients. | ACCESS AND USE OF FINANCIAL SERVICES | 4.A.1.4.2 | 4.A.1.4.2 The provider checks its algorithms for bias against sex and corrects it as needed. | Yes/No/Partially | Cerise | Digital? | |||||||||||||||
40 | OUTCOME ACCESS AND USE OF FINANCIAL SERVICES | RESULTS AT CLIENTS' LEVEL | ACCESS AND USE OF FINANCIAL SERVICES | % of women clients who declare that they didn't use the loan alone. | Number | Cerise | ||||||||||||||||||
41 | OUTCOME ACCESS AND USE OF FINANCIAL SERVICES | RESULTS AT CLIENTS' LEVEL | ACCESS AND USE OF FINANCIAL SERVICES | % of women clients declaring that their loan was used for household needs. | Number | Cerise | ||||||||||||||||||
42 | OUTCOME ACCESS AND USE OF FINANCIAL SERVICES | RESULTS AT CLIENTS' LEVEL | ACCESS AND USE OF FINANCIAL SERVICES | % of women clients declaring that due to the loan, their stress levels (household relations, time and budget management etc.) in general have increased | Number | Cerise | ||||||||||||||||||
43 | OUTCOME ACCESS AND USE OF FINANCIAL SERVICES | RESULTS AT CLIENTS' LEVEL | ACCESS AND USE OF FINANCIAL SERVICES | % of women clients declaring that they have experienced negative aspects (too much work for the client or for family members, negative changes in household relations) of the loan in the household and personal life. | Number | Cerise | ||||||||||||||||||
44 | OUTCOME ACCESS AND USE OF FINANCIAL SERVICES | RESULTS AT CLIENTS' LEVEL | ACCESS AND USE OF FINANCIAL SERVICES | The provider can use this space to add comments about its strategy concerning the access and use of its financial services. For example, it can explain if it conducts analysis of the local environment, notably legal rights and social norms, to determine whether it operates in an area where the status of women could negatively impact their access to and use of financial services | Free text | Cerise | ||||||||||||||||||
45 | 4. Client Protection | RESULTS AT CLIENTS' LEVEL | 4.E The provider receives and resolves client complaints. | CLIENT PROTECTION | 4.E.1.1 | 4.E.1.1 Clients have a way to submit complaints to persons other than their loan officer/product officer and that person's supervisor. | Yes/No/Partially | Cerise | x | |||||||||||||||
46 | CLIENT PROTECTION | RESULTS AT CLIENTS' LEVEL | CLIENT PROTECTION | How many complaints has the provider received in the last 3 months ? | Number | Cerise | ||||||||||||||||||
47 | CLIENT PROTECTION | RESULTS AT CLIENTS' LEVEL | CLIENT PROTECTION | Of these complaints in the last 3 months, how many come from women ? | Number | Cerise | ||||||||||||||||||
48 | 4. Client Protection | RESULTS AT CLIENTS' LEVEL | 4.A The provider does not over indebt clients. | CLIENT PROTECTION | 4.A.2.1 | 4.A.2.1 Senior management monitors portfolio quality to identify over-indebtedness risk (by branch, product and client segment) | Yes/No/Partially | Cerise | SPI 5 Full | |||||||||||||||
49 | CLIENT PROTECTION | RESULTS AT CLIENTS' LEVEL | CLIENT PROTECTION | PAR > 30 + rescheduled (%) for women | Number | Cerise | ||||||||||||||||||
50 | 3. Client-Centred Products and Services | RESULTS AT CLIENTS' LEVEL | 3.A The provider collects and analyses data to understand clients' needs. | CLIENT FEEDBACK | 3.A.3.1 | 3.A.3.1 The provider conducts client satisfaction surveys. | Yes/No/Partially | Cerise | x | x | ||||||||||||||
51 | CLIENT FEEDBACK | RESULTS AT CLIENTS' LEVEL | CLIENT FEEDBACK | On the satisfaction survey, % of women clients who declared to be satisfied or very satisfied ? | Number | Cerise | ||||||||||||||||||
52 | 3. Client-Centred Products and Services | RESULTS AT CLIENTS' LEVEL | 3.A The provider collects and analyses data to understand clients' needs. | CLIENT FEEDBACK | 3.A.3.2 | 3.A.3.2 The provider conducts interviews with dormant and/or exiting clients to look for evidence of product design failures. | Yes/No/Partially | Cerise | x | SPI 5 Full | ||||||||||||||
53 | OUTCOMES ON CLIENT PROTECTION AND FEEDBACK | RESULTS AT CLIENTS' LEVEL | CLIENT FEEDBACK | % of women clients declaring that they consider the repayment of the loan very difficult | Number | Cerise | ||||||||||||||||||
54 | OUTCOMES ON CLIENT PROTECTION AND FEEDBACK | RESULTS AT CLIENTS' LEVEL | CLIENT FEEDBACK | % of women clients declaring that the FSP agents have always treated her fairly and respectfully | Number | Cerise | ||||||||||||||||||
55 | OUTCOMES ON CLIENT PROTECTION AND FEEDBACK | RESULTS AT CLIENTS' LEVEL | CLIENT FEEDBACK | % of women clients declaring that they fully understand the terms and conditions of the products and services proposed | Number | Cerise | ||||||||||||||||||
56 | OUTCOMES ON CLIENT PROTECTION AND FEEDBACK | RESULTS AT CLIENTS' LEVEL | CLIENT FEEDBACK | % of women clients declaring that it is easy to interact with the FSP | Number | Cerise | ||||||||||||||||||
57 | OUTCOMES ON CLIENT PROTECTION AND FEEDBACK | RESULTS AT CLIENTS' LEVEL | CLIENT FEEDBACK | % of women clients who would recommend the products / services to family or friends | Number | Cerise | ||||||||||||||||||
58 | OUTCOMES ON CLIENT PROTECTION AND FEEDBACK | RESULTS AT CLIENTS' LEVEL | CLIENT FEEDBACK | The provider can use this space to add comments about its strategy concerning client protection and feedback. | Free text | Cerise | ||||||||||||||||||
59 | EQUAL REPRESENTATION | RESULTS AT EMPLOYEES' LEVEL | EQUAL REPRESENTATION | Women in workforce | Number | Cerise | ||||||||||||||||||
60 | EQUAL TREATMENT AND CAREER OPPORTUNITIES | RESULTS AT EMPLOYEES' LEVEL | EQUAL TREATMENT AND CAREER OPPORTUNITIES | Average unadjusted gender pay gap | Number | Cerise | ||||||||||||||||||
61 | EQUAL TREATMENT AND CAREER OPPORTUNITIES | RESULTS AT EMPLOYEES' LEVEL | EQUAL TREATMENT AND CAREER OPPORTUNITIES | Total hours of training for women (women staff x hours) | Number | Cerise | ||||||||||||||||||
62 | EQUAL TREATMENT AND CAREER OPPORTUNITIES | RESULTS AT EMPLOYEES' LEVEL | EQUAL TREATMENT AND CAREER OPPORTUNITIES | Number of women staff who received an internal or external training on the reporting period | Number | Cerise | ||||||||||||||||||
63 | 2. Committed Leadership | RESULTS AT EMPLOYEES' LEVEL | STAFF PROTECTION AND FEEDBACK | 2.A.3.3 | 2.A.3.3 The board uses the following data, provided by management, to monitor decent working conditions for employees : Employee turnover rate (by gender), and analysis of employee satisfaction surveys (by gender). | Yes/No/Partially | Cerise | x | ||||||||||||||||
64 | STAFF PROTECTION AND FEEDBACK | RESULTS AT EMPLOYEES' LEVEL | STAFF PROTECTION AND FEEDBACK | Employee turnover rate for women | Number | Cerise | ||||||||||||||||||
65 | STAFF PROTECTION AND FEEDBACK | RESULTS AT EMPLOYEES' LEVEL | STAFF PROTECTION AND FEEDBACK | Employee turnover rate for men | Number | Cerise | ||||||||||||||||||
66 | 5. Responsible Human Resource Development | RESULTS AT EMPLOYEES' LEVEL | 5.B The provider's Human Resource Development system is designed to attract and maintain a qualified and motivated workforce. | STAFF PROTECTION AND FEEDBACK | 5.B.2.2 | 5.B.2.2 The provider has formal grievance mechanism that allows employees to raise workplace concerns in a confidential manner. | Yes/No/Partially | Cerise | x | |||||||||||||||
67 | 5. Responsible Human Resource Development | RESULTS AT EMPLOYEES' LEVEL | 5.B The provider's Human Resource Development system is designed to attract and maintain a qualified and motivated workforce. | STAFF PROTECTION AND FEEDBACK | 5.B.2.3 | 5.B.2.3 The provider surveys employees on satisfaction and concerns with employment conditions. | Yes/No/Partially | Cerise | SPI 5 Full | |||||||||||||||
68 | STAFF PROTECTION AND FEEDBACK | RESULTS AT EMPLOYEES' LEVEL | FOCUS ON TRAINING | The provider can use this space to explain its strategy concerning staff and beneficiaries training. For example, it can disclose : - The content and objective of trainings (trainings on the provider's social goal, on unconscious bias in lending, on GBVH and gender discrimination) - The targets of the trainings (beneficiaries, employee categories such as board members, credit staff etc.) - The number or percentage of staff trained | Free text | Cerise | ||||||||||||||||||
69 | STAFF PROTECTION AND FEEDBACK | RESULTS AT EMPLOYEES' LEVEL | The provider can use this space to add any comments about its gender strategy concerning staff. - For example, it can disclose the number of complaints received from women employees in the last 3 months compared to the total number of complaints in the last 3 months. If available, it can also disclose the number of reported incidents of discrimination. - On the satisfaction survey, the provider can also disclose the percentage of women employees who declare to be satisfied or very satisfied. | Free text | Cerise | |||||||||||||||||||
70 | CROSSED ANALYSIS | AT CLIENTS' LEVEL | AT CLIENTS' LEVEL | Analysing potential correlations between the share of women in workforce and staff trained on gender issues, and between the share of women borrowers and the gross loan portfolio dedicated to women. | Free text | Cerise | ||||||||||||||||||
71 | CROSSED ANALYSIS | AT CLIENTS' LEVEL | AT CLIENTS' LEVEL | Women borrowers and loans dedicated to women | Number | Cerise | ||||||||||||||||||
72 | CROSSED ANALYSIS | AT EMPLOYEES' LEVEL | AT CLIENTS' LEVEL | Women in workforce | Number | Cerise | ||||||||||||||||||
73 | CROSSED ANALYSIS | AT EMPLOYEES' LEVEL | AT EMPLOYEES' LEVEL | Analysing potential correlations between the share of women in board and the share of women in management. | Free text | Cerise | ||||||||||||||||||
74 | CROSSED ANALYSIS | AT EMPLOYEES' LEVEL | AT EMPLOYEES' LEVEL | Women in board and management | Number | Cerise | x | |||||||||||||||||
75 | Module 3 | RESULTS AT EMPLOYEES' LEVEL | Women's business ownership, senior representation, general information, turnover ratio | Equilo | ||||||||||||||||||||
76 | Module 4 | RESULTS AT EMPLOYEES' LEVEL | Gender Diversity in Recruitment | Equilo | ||||||||||||||||||||
77 | Module 9 | RESULTS AT CLIENTS' LEVEL RESULTS AT EMPLOYEES' LEVEL | Survivor-centred approach to Prevention & response to GBVH | Equilo | ||||||||||||||||||||
78 | Module 12 | RESULTS AT EMPLOYEES' LEVEL | Disaggregated data in supply chain | Equilo | ||||||||||||||||||||
79 | Module 13 | RESULTS AT CLIENTS' LEVEL | Gender Approach to Value Chains | Equilo | ||||||||||||||||||||
80 | Module 17 | RESULTS AT CLIENTS' LEVEL | Financial Processes, Products & Services | Equilo | ||||||||||||||||||||
81 | Dimension1 | RESULTS AT EMPLOYEES' LEVEL | Governance, Workforce Demographics and Talent Management | How many people are on the board (voting members)? | Free text | Women’s World Banking | ||||||||||||||||||
82 | Dimension1 | RESULTS AT EMPLOYEES' LEVEL | Governance, Workforce Demographics and Talent Management | How many voting board members are women? No. & Percentage(%) | Number | Women’s World Banking | ||||||||||||||||||
83 | Dimension1 | RESULTS AT EMPLOYEES' LEVEL | Governance, Workforce Demographics and Talent Management | How many voting board members are men? No. & Percentage(%) | Number | Women’s World Banking | ||||||||||||||||||
84 | Dimension1 | RESULTS AT EMPLOYEES' LEVEL | Governance, Workforce Demographics and Talent Management | Is the CEO or equivalent position held by a woman Y/N | Yes/No | Women’s World Banking | ||||||||||||||||||
85 | Dimension1 | RESULTS AT EMPLOYEES' LEVEL | Governance, Workforce Demographics and Talent Management | Number of Full-Time Employees | Number | Women’s World Banking | ||||||||||||||||||
86 | Dimension1 | RESULTS AT EMPLOYEES' LEVEL | Governance, Workforce Demographics and Talent Management | Number of Female Full-Time Employees | Number | Women’s World Banking | ||||||||||||||||||
87 | Dimension1 | RESULTS AT EMPLOYEES' LEVEL | Governance, Workforce Demographics and Talent Management | Percentage of Female Full-Time Employees | Number | Women’s World Banking | ||||||||||||||||||
88 | Dimension1 | RESULTS AT EMPLOYEES' LEVEL | Governance, Workforce Demographics and Talent Management | Number of Male Full-Time Employees | Number | Women’s World Banking | ||||||||||||||||||
89 | Dimension1 | RESULTS AT EMPLOYEES' LEVEL | Governance, Workforce Demographics and Talent Management | Percentage of Male Full-Time Employees | Number | Women’s World Banking | ||||||||||||||||||
90 | Dimension1 | RESULTS AT EMPLOYEES' LEVEL | Governance, Workforce Demographics and Talent Management | Number of Executive Leaders | Number | Women’s World Banking | ||||||||||||||||||
91 | Dimension1 | RESULTS AT EMPLOYEES' LEVEL | Governance, Workforce Demographics and Talent Management | Number of Executive Female Leaders | Number | Women’s World Banking | ||||||||||||||||||
92 | Dimension1 | RESULTS AT EMPLOYEES' LEVEL | Governance, Workforce Demographics and Talent Management | Percentage of Executive Female Leaders | Number | Women’s World Banking | ||||||||||||||||||
93 | Dimension1 | RESULTS AT EMPLOYEES' LEVEL | Governance, Workforce Demographics and Talent Management | Number of Executive Male Leaders | Number | Women’s World Banking | ||||||||||||||||||
94 | Dimension1 | RESULTS AT EMPLOYEES' LEVEL | Governance, Workforce Demographics and Talent Management | Percentage of Executive Male Leaders | Number | Women’s World Banking | ||||||||||||||||||
95 | Dimension1 | RESULTS AT EMPLOYEES' LEVEL | Governance, Workforce Demographics and Talent Management | Number of Senior Leaders | Number | Women’s World Banking | ||||||||||||||||||
96 | Dimension1 | RESULTS AT EMPLOYEES' LEVEL | Governance, Workforce Demographics and Talent Management | Number of Senior Female Leaders | Number | Women’s World Banking | ||||||||||||||||||
97 | Dimension1 | RESULTS AT EMPLOYEES' LEVEL | Governance, Workforce Demographics and Talent Management | Percentage of Senior Female Leaders | Number | Women’s World Banking | ||||||||||||||||||
98 | Dimension1 | RESULTS AT EMPLOYEES' LEVEL | Governance, Workforce Demographics and Talent Management | Number of Senior Male Leaders | Number | Women’s World Banking | ||||||||||||||||||
99 | Dimension1 | RESULTS AT EMPLOYEES' LEVEL | Governance, Workforce Demographics and Talent Management | Percentage of Senior Male Leaders | Number | Women’s World Banking | ||||||||||||||||||
100 | Dimension1 | RESULTS AT EMPLOYEES' LEVEL | Governance, Workforce Demographics and Talent Management | Number of client facing staff | Number | Women’s World Banking |