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GENDER DASHBOARD
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Draft - July 2025
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MISSION STATEMENT
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GENDER STRATEGY
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1) WOMEN TARGETING* 1.A.1.1 The strategy defines the demographic and socioeconomic characteristics of target clients.yes / partially / no2) COMMITED LEADERSHIPo 2.A.4.1 The board includes social targets in the CEO/Managing Director's performance evaluation.yes / partially / no
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o 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 communityyes / partially / no* 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 / partially / no
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o 1.B.2.2 The provider analyzes outcomes for different segments of clients according to their profile and financial behavior. Minimum frequency: annuallyyes / partially / no* 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 / partially / no
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3) IDENTIFYING RISKS FOR WOMEN CLIENTS* 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 servicesyes / partially / no4) TRAINING ON SOCIAL GOAL AND WOMEN TARGETINGo 2.A.2.1 During new member orientation or subsequent training, the provider trains each board member on the provider’s social goals.yes / partially / no
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* 4.C.1.2 The provider's policies prohibit the following: client intimidation (notably sexual harassment), and discrimination against sexyes / partially / no* 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 / partially / no
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5) GENDER EQUALITY AMONG EMPLOYEES* 5.A.2.3 The provider analyzes salary data to check that men and women receive equal pay for equal work and have equal opportunities for pay increase/promotionyes / partially / no6) IDENTIFYING RISKS FOR EMPLOYEES* 5.A.1.1 The provider’s Human Resource policy explains employees’ rights and responsibilities related to anti-hararassment safeguardsyes / partially / no
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o 5.B.1.4 Men and women receive equal opportunities for training and skill development.yes / partially / no* 5.A.1.3 The provider’s non-discrimination policy towards employees covers genderyes / partially / no
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COMMENTS ON GENDER STRATEGY
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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.).
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RESULTS AT CLIENTS' LEVEL
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ACCESS AND USE OF FINANCIAL SERVICES
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o 3.A.2.1 The provider analyzes transactional data (PAR, average loan size, loan repayments, savings deposits and withdrawals) by demographic and socioeconomic segments of its clients.yes / partially / no
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o 3.A.2.2 The provider analyzes product use (types and frequency) by demographic and socioeconomic segments of its clients.yes / partially / no
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o 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 / partially / no
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o 4.A.1.4.2 The provider checks its algorithms for bias against sex and corrects it as needed.yes / partially / no
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OUTCOMES ON ACCESS AND USE OF FINANCIAL SERVICESCOMMENTS ON ACCESS AND USE OF FINANCIAL SERVICES
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Do you collect information on who is using the loans, how the loans are used?yes / partially / no
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If yes, % of women clients who declare that they did not use the loan alone.Fill in with your dataThe 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
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% of women clients declaring that their loan was used for household needs.Fill in with your data
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% of women clients declaring that due to the loan, their stress levels (household relations, time and budget management etc.) in general have increasedFill in with your data
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% 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.Fill in with your data
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CLIENT PROTECTION
CLIENT FEEDBACK
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* 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 / partially / no
* 3.A.3.1 The provider conducts client satisfaction surveys.
yes / partially / no
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How many complaints has the provider received in the last 3 months ?Fill in with your dataOn the satisfaction survey, % of women clients who declared to be satisfied or very satisfied ?Fill in with your data
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Of these complaints in the last 3 months, how many come from women ?
Fill in with your datao 3.A.3.2 The provider conducts interviews with dormant and/or exiting clients to look for evidence of product design failures.yes / partially / no
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o 4.A.2.1 Senior management monitors portfolio quality to identify over-indebtedness risk (by branch, product and client segment)yes / partially / no% of women clients who would recommend the products / services to family or friendsFill in with your data
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PAR > 30 + rescheduled (%) for women
Fill in with your data
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OUTCOMES ON CLIENT PROTECTION COMMENTS ON CLIENT PROTECTION AND FEEDBACK
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Do you collect information on perceived issues on client protection, at the client level?yes / partially / noThe provider can use this space to add comments about its strategy concerning client protection and feedback.
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If yes:
% of women clients declaring that they consider the repayment of the loan very difficult		Fill in with your data
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% of women clients declaring that the FSP agents have not treated her fairly and respectfullyFill in with your data
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% of women clients declaring that they do not fully understand the terms and conditions of the products and services proposedFill in with your data
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% of women clients declaring that it is not easy to interact with the FSPFill in with your data
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RESULTS AT EMPLOYEES' LEVEL
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EQUAL REPRESENTATIONEQUAL TREATMENT AND CAREER OPPORTUNITIES
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Average unadjusted genderpay gapFill in with your data
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Total hours of training for women (women staff x hours)
Fill in with your data
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Number of women staff who received an internal or external training on the reporting periodFill in with your data
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STAFF PROTECTION AND FEEDBACKFOCUS ON TRAINING
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The provider can use this space to explan 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
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* 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 / partially / no
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Employee turnover rate for womenFill in with your data
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Employee turnover rate for menFill in with your data
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* 5.B.2.2 The provider has formal grievance mechanism that allows employees to raise workplace concerns in a confidential manner.yes / partially / no
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o 5.B.2.3 The provider surveys employees on satisfaction and concerns with employment conditions.yes / partially / no
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COMMENTS ON RESULTS AT EMPLOYEE'S LEVEL
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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 ofreported 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.
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NOTES:
(*) refers to indicators in ALINUS, (o) is not on ALINUS
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CROSSED ANALYSIS
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AT CLIENTS' LEVELAT EMPLOYEES' LEVEL
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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.Analysing potential correlations between the share of women in board and the share of women in management.
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Version July 2025Changed one duplicated indicator 1.A.1.2 => 1.B.2.2
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Updated questions on Outcomes: 1) Add a question "do you collect" (line 33 and line 48), 2) share outcomes along negative results, 3) NPS moved in client feedback section
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