Femin-ICT _ Gender mainstreaming self-assesment tool FINAL.xlsx

	B	C	D	E	F	G	H	I	J	K
1	Femin-ICT \| Gender mainstreaming self-assesment tool
2	Name of organization:
3	Person of contact:
4	Date of previous assesment:
5	Date of current assesment:
6	Assesment result:
7
8	The principles			Y1	Y2	Y3	The plan
9			Key elements	Evaluation			Measures	Timeline	Resources	Person of contact
10	1	Key area 1 \| Leadership	The makeup of the organisation’s board(s) reflects the makeup of the organisation’s stakeholders	Not at all
11
12
13	2		Top company leaders publicly and systematically affirm high-level support and direct top-level policies for gender equality and human rights	Partially
14
15
16	3		Both internal and external stakeholders are engaged in the development of company policies, programs and implementation plans that advance gender equality	Fully
17
18
19	4	Key area 2 \| Equal Opportunities & Non-Discrimination	There are established company-wide goals and targets for gender equality and progress is included as a factor in managers’ performance reviews	Fully
20
21
22	5		The company keeps gender-disaggregated data across all major functions.	Fully
23
24
25	6		All policies are gender-sensitive and corporate culture advances equality and inclusion	Partially
26
27
28	7		Women and men are paid in a fair and equitable way	Not at all
29
30
31	8		Women and men are equitably represented in different types of contracts	Fully
32
33
34	9		Women and men are equitably represented in different hierarchical levels of the organisation’s structure	Partially
35
36
37	10		Women and men are equitably represented in different professional fields and job categories	Partially
38
39
40	11		All employees feel that they are treated fairly, that they are included and that they can thrive within a work environment free of discrimination	Partially
41
42
43	12		KPIs are in place for all the following: 1. Rates of recruitment of women and men 2. Promotion rates of women and men 3. Retention rates of women and men	Partially
44
45
46	13	Key area 3 \| Work/life balance	All employees have access to quality work/life balance provisions and feel comfortable making use of these benefits	Partially
47
48
49	14		Corporate culture does not encourage overwork and burnout but openly values family-friendly policies and a balanced approach to work	Not at all
50
51
52	15		Female & male employees are expected to contribute equally in their caretaking responsibilities and women and men face no discrimination related to their roles as carers when it comes to their getting hired, paid equitably or promoted within the organisation	Not at all
53
54
55			The uptake of paternity and parental leave by fathers is actively promoted	Not at all
56			Hybrid work is easily accessible for all employees, especially those with caring responsibilities	Not at all
57	16	Key area 4 \| Health, safety and freedom from violence & harassment	There exist prevention measures mitigating the risk that gender, cultural or social norms tacitly condone, support or perpetuate inappropriate behaviour.	Partially
58
59
60	17		There is a trustworthy, confidential and independent system that delivers swift, complete and fair investigations of discrimination and/or sexual harassment claims leading to just resolutions and appropriate remedies.	Not at all
61
62
63	18		Everyone in the workplace feels confident that action will be taken and that survivors, complainants, witnesses and whistle-blowers in sexual harassment cases will be protected from retaliation and career damage	Not at all
64
65
66	19	Key area 5 \| Education and Training	Workplace policies and programs open avenues for the advancement of women at all levels and across all business areas, and encourage women to enter non-traditional job fields	Fully
67
68
69	20		Women and men have equal access to company-supported education and training	Partially
70
71
72	21		Women and men enjoy equal opportunities for networking and mentoring	Not at all
73
74
75	22		Employees and executives exhibit high-levels of awareness and capacity around gender issues, gender mainstreaming and the way their organisation supports both	Partially
76
77
78	23	Key area 6 \| Enterprise Development, Supply Chain and Marketing Practices	Women and men are equitably represented in all marketing & communications material, as well as visuals in job ads.	Not at all
79
80
81	24		The organisation’s supply chain involves relationships with women-owned enterprises, including small businesses.	Partially
82
83
84	25		The organisation’s customers include women and/or women-owned enterprises.	Not at all
85
86
87	26		All business partners and suppliers respect the organisation’s commitment to advancing equality and inclusion	Not at all
88
89		Key area 7 \| Community Leadership and Engagement
90	27		The organisation is recognised as active and effective in promoting gender equality within the wider community where it operates.	Not at all
91
92
93	28		All stakeholders in and around the organisation feel connected to the initiatives it undertakes to support women and girls and contribute to gender equality and inclusion.	Not at all
94
95
96	Total score			Partially	#N/A	#N/A
97
98				Not at all	0	High score	Score 0 - 5
99				Partially	1	Moderate score	Score 6-11
100				Fully	2	Low score	Score 12 - 16