Monthly Corner

Claudy Vouhé shared GRB in local authorities (French)

Gender-Responsive Budgeting (GRB) shows that the development of a budget and budgetary choices are powerful levers in terms of gender equality. We share our lessons learned in the field: a 5-step method, concrete examples (culture, sport, subsidies, public procurement, etc.) and keys to success. An operational work to objectify the impact of public policies and budgets and make RHL accessible.

Anuradha Kapoor Shared Swayam Recent Published Study

This exploratory study foregrounds the largely invisible issue of natal family violence (NFV) in India, exploring its forms, prevalence, and deep, long-term impacts on women's lives. It challenges the myth of the natal home as a safe space and centres survivor voices and lived experiences. The findings expose systemic silences and institutional barriers to justice. It offers vital insights for policy reform, feminist praxis, and deeper societal reflection.

Research Workshop on School Violence Prevention and Response - BLOG POST

Blog post summarizing key findings from each presentation and highlighting the outstanding research of all participants

Tara Prasad Gnyawali - Narrative

My flashback to working with wildlife-affected communities living in a biological transboundary corridor in Bardiya, Nepal, where I spent my golden 15 years. This story reflects changes that demonstrate how a community's tolerance extends to coexistence, and that is only due to the well-integrated planning of Ecotourism opportunities for the community.

Mehreen Farooq - BLOG

Events

Vacancies

  • We’re Hiring: National Evaluation Consultant – Bangladesh

UN Women is recruiting a National Evaluation Consultant (Bangladesh) to support the interim evaluation of the Joint Regional EmPower Programme (Phase II).

This is a great opportunity to work closely with the Evaluation Team Leader and contribute to generating credible, gender-responsive evidence that informs decision-making and strengthens programme impact.

📍 Location: Dhaka, Bangladesh (home-based with travel to project locations)
📅 Apply by: 24 February 2026, 5:00 PM
🔗 Apply here: https://lnkd.in/gar4ciRr

If you are passionate about feminist evaluation, gender equality, and rigorous evidence that drives change (or know someone who is) please apply or share within your networks.

  • Seeking Senior Analyst - IPE Global

About the job

IPE Global Ltd. is a multi-disciplinary development sector consulting firm offering a range of integrated, innovative and high-quality services across several sectors and practices. We offer end-to-end consulting and project implementation services in the areas of Social and Economic Empowerment, Education and Skill Development, Public Health, Nutrition, WASH, Urban and Infrastructure Development, Private Sector Development, among others.

Over the last 26 years, IPE Global has successfully implemented over 1,200 projects in more than 100 countries. The group is headquartered in New Delhi, India with five international offices in United Kingdom, Kenya, Ethiopia, Philippines and Bangladesh. We partner with multilateral, bilateral, governments, corporates and not-for-profit entities in anchoring development agenda for sustained and equitable growth. We strive to create an enabling environment for path-breaking social and policy reforms that contribute to sustainable development.

Role Overview

IPE Global is seeking a motivated Senior Analyst – Low Carbon Pathways to strengthen and grow its Climate Change and Sustainability practice. The role will contribute to business development, program management, research, and technical delivery across climate mitigation, carbon markets, and energy transition. This position provides exceptional exposure to global climate policy, finance, and technology, working with a team of high-performing professionals and in collaboration with donors, foundations, research institutions, and public agencies.

More Details Please go through

Members

Itad’s Gender Snapshot Review: charting the way forward for mainstreaming gender within our work and operations

In September last year, Itad joined the HeforShe global campaign for gender equality.  We took this decision with the intention of strengthening our gender focus, both in our monitoring and evaluation work, and in our internal operations.  Since then, we have certainly not been idle!

To map out a way forward, we decided to review how gender currently features in Itad and use this as a basis to build on.  We called this process our ‘gender snapshot review’, and what followed was a fascinating process, which took on far greater momentum than we had ever anticipated.  We started with fairly modest ambitions, knowing how challenging discussions around gender can be in most organisations, but these evolved and grew as the process took shape.

The Gender Snapshot Review Process

We knew from the outset that the snapshot review was going to be tricky, as it needed to explore who we, Itad, are, as much as what we do. It had to be light touch, but also participatory.  We were also aware that it needed to engage people with varying degrees of gender awareness, some already gender specialists, and others who’ve possibly never thought about gender issues before.  Building knowledge and awareness of gender had to be part of the review process itself, rather than left as a discrete activity we include in the ensuing action plan.

With the expert guidance of Penny Plowman (an Independent Organisational Development Consultant), our Gender Equality Working Group settled on 4 main strands to the review:

  1. Review of the attention given to gender in Itad’s current projects;
  2. Review of Itad’s staff composition and the roles women and men tend to play in the organisation;
  3. Focus group discussions and interviews with staff to explore what is gender, and how it manifests itself in our working lives;
  4. Analysis of the attention given to gender in Itad’s external communications.

As we took forward the review, two things were most striking.  Firstly, staff openness and willingness to engage.  For some in the organisation this was the first time they had thought about what gender is and how it shapes their lives.  Experienced consultants, confident in their technical area, were suddenly asked to reflect on something that it is so normal that we don’t even notice it – and they weren’t always sure what to say.  Thankfully, this didn’t impede their participation. There was an overriding openness amongst all staff to share, learn and see where the process would go.  It’s this attitude which has, to a large extent, made the snapshot review such a success.

Secondly, the review process surfaced gender experiences of staff that previously were hidden, or ‘contained’ within private discussions.  Suddenly, it was legitimate to talk about gendered experiences, and to ask what is acceptable and appropriate language and behaviour in a values driven organisation like Itad.  It felt revolutionary.  As one of my colleagues observed “we never [normally] talk about anything personal”.

Our Findings

So what did the review reveal?  A number of things…

  1. In our project work, some good news, we’re giving more attention to gender than we say we are, but we are usually responsive to terms of reference prepared by clients.
  2. Much like other organisations, in our team, we found that women at senior levels of the company are scarce. Women have a higher percentage of roles in business support functions and are concentrated in junior consultant levels.
  3. Amongst our consultants, we heard that young female staff report feeling a lack of credibility due to their age and gender in a field dominated by older men.
  4. Whilst our flexible working arrangements help parents juggle home and work responsibilities, we realised that they don’t fully recognise the very varied and dynamic nature of our work.
  5. Itad prides itself on being a values driven organisation but we realised we need to strengthen the ways we communicate these values, and ensure our commitment to gender equality and women’s empowerment is embedded both internally and externally with the consultants who work with us.
  6. The gender snapshot review was an experiment and at the start we had no idea how it would be received by the team. Not only did it go well, but the organisation (including our board) was keen for more!  The review helped Itad recognise ways in which gender norms shape our organisational practices.  With these new insights the team are eager to continue the dialogue this has sparked.

Our Agreements 

Where do we go from here?  At the end of the review, we agreed a set of 6 action points which will embed a commitment to gender equality much more centrally with Itad’s work and its operations.

We will:

  1. Embed a commitment to gender equality into our values, our theory of change and the key performance indicators which will measure performance against business plan objectives.
  2. Integrate within the new organisational structure capacity, responsibility and accountability for mainstreaming gender into projects.
  3. Provide training and technical guidance to enable staff to identify and address gender dimensions in our work.
  4. Bring a stronger gender focus to our human resource policies and performance management systems, including by updating our flexible working policy.
  5. Put in place support systems to enable staff, especially young female staff, to challenge gender norms and stereotypes which negatively affect teams and the work they deliver.
  6. Put in place systems to clearly and consistently communicate Itad’s zero tolerance to sexual harassment in the workplace.

These agreements are timely, as Itad launches a new business plan which will drive a new phase of growth for Itad.  A commitment to gender equality will lie at the heart of this ambitious programme of change.  Exciting times ahead!

By Claire Hughes, June 2016

Views: 423

Add a Comment

You need to be a member of Gender and Evaluation to add comments!

Join Gender and Evaluation

Comment by Puvaneswary Ponniah on August 11, 2016 at 15:38

Thanks for sharing this very useful findings. 

Comment by Rukmini Panda on July 13, 2016 at 11:16

Thanks for sharing. I am also looking forward how it worked in mainstreaming the gender.

Regards

Rukmini

Comment by Annastacia Nthenya Olembo on July 13, 2016 at 1:02

This is very exciting, snapshot with tremendous results. What did you include in the Theory of Change?

Comment by Rituu B Nanda on July 12, 2016 at 21:34

Thanks Emmeline for sharing this review. Its a great learning for us. How do you plan to measure your progress?

© 2026   Created by Rituu B Nanda.   Powered by

Badges  |  Report an Issue  |  Terms of Service