• • Gender split of members in board or other governing body
  • Average board tenure of females compared to male

Collection method: Annual monitoring

(IRIS) (GRI) (NESsT)

• • • To what extent do you feel empowered to contribute to discussions? Why?
    • To what extent do you feel your voice is equally heard in decision-making compared to your colleagues from the opposite gender? Why?
    • Reasons why members leave

Collection methods: Annual survey; exit survey.

Recruitment:

• Gender split of applicants, per role (WGEA, pg 48)
• Gender split of interviewees, per role (WGEA, pg 48)
• Gender split of new hires, per role (WGEA, pg 48) (GRI)

Collection method: Post-recruitment survey

Retention:

• Gender split of employees, per role, part-time/full-time (BCorp) (IRIS) (NESsT)
• Retention of female employees compared to male (GRI)
• Ratio of the average wage paid to female employees for a specified position, compared to the average wage paid to male employees for the same position (IRIS) (NESsT)
• Ratio of women in managerial positions, compared to men (SDG 5.5.2) (NESsT)
• Number of hours of training provided to employees by gender (GRI)
• Ratio of female employees being promoted compared to the number of other employees promoted (IRIS)
• Gender split of suppliers/distributors (NESsT)
• Prices paid to suppliers/distributors selling same product (female vs male) (NESsT)
• Formal contracts (female vs male) (NESsT)

Collection method: Quarterly, half-yearly or annual monitoring (depending on the size of organisation, frequency of movement)

Recruitment:

• • To what extent do you feel that each part of the recruitment process was accessible and inclusive? (break down to different stages: role advertisement, application, shortlist, interview, selection) Why?

Collection method: Feedback survey for interviewees (both successful and unsuccessful)

Policies: Fair Recruiting Practices – does your organisation have a written policy to recruit employees equally, irrespective of gender, race, color, disability, political opinion, sexual orientation, age, religion, or social or ethnic origin?

Retention:

• • To what extent do you feel that you are part of a gender inclusive team? Why?
  • To what extent do you feel secure in your job/contract? Do you expect to have your job/contract the following year? (NESsT)
  • Reasons why staff leave

Collection method: Annual survey; exit interview.

• • To what extent do you feel empowered to contribute to discussions compared to your colleagues from the opposite gender? Why?
  • To what extent do you believe that the company is protecting you on the job or treating you fairly? (NESsT)
  • To what extent do you feel your voice is equally heard in decision-making compared to your colleagues from the opposite gender? Why?
  • To what extent do you feel you are able to lead your team members, regardless of their gender? Why?
  • To what extent do you feel you have the same level of access to training/mentoring and promotion opportunities compared to your colleagues from the opposite gender who have a similar level of experience to you? Why?
  • To what extent do you feel the training/mentoring you are provided puts you at an equal footing with your colleagues from the opposite gender for promotion opportunities?

Policies:

Fair Compensation Practices – does your organization have a written policy to compensate employees equally irrespective of gender, race, color, disability, political opinion, sexual orientation, age, religion or social or ethnic origin? (IRIS) (NESsT)

Fair Career Advancement Practices – Indicate whether the organization has a written policy to support progression/promotion of employees equally irrespective of gender, race, color, disability, political opinion, sexual orientation, age, religion, or social or ethnic origin.

• • Gender split in all types of projects/departments
  • Percentage (%) of positive response rates in employee engagement surveys by gender (if this is an existing mechanism)
  • Percentage (%) of staff that feel supported by the work structure, processes and dynamics
  • Participation of women in the conceptualisation and design of projects (MEASURE Evaluation)
  • Percentage (%) fo staff that feel empowered to contribute to organisation decision-making
  • Percentage (%) of usage of flexible work hours by gender

Collection method: Employee engagement/satisfaction survey

• • Percentage (%) of employees accessing parental leave by gender (GRI)
  • Number (#) of referrals to other programs that empower women (e.g., related to literacy, income generation, micro-credit, domestic violence) (MEASURE Evaluation)
  • Number (#) of incidence and resolution rate of discrimination/harassment complaints by gender (GRI)

Collection method: Annual monitoring

• • To what extent do you feel your voice is equally heard in decision-making compared to your colleagues from the opposite gender? Why?
  • To what extent do you feel that men and women are treated equally at your workplace? Why?
  • To what extent do you feel supported by the existing work structure? (e.g. flexiblity of hours of work, balancing work and family responsibilities) Why?
  • To what extent do you feel empowered to contribute to discussions compared to your colleagues from the opposite gender in a similar position? Why?
  • To what extent do you feel utilising flexible work hours impacts your feelings of being included in the team? Why?
  • To what extent do you feel utilising flexible work hours impacts your ability to advance your career (e.g. working on projects that interest you, getting promoted)? Why?
  • To what extent do you feel utilising parental leave impacts your feelings of being included in the team? Why?
  • To what extent do you feel utilising patental leave impacts your ability to advance your career (e.g. working on projects that interest you, getting promoted)? Why?

Collection method: Employee engagement/satisfaction survey; exit interview

• • To what extent do you feel your discrimination/harassment complaint was adequately resolved, and that future instances would be minimised/eliminated? Why?

Collection method: Post-resolution feedback survey

Policies:

• • Selection criteria and processes, for example, keep recruitment open till a proportion or certain number of female applicants have applied
  • Workplace Safety Practices (NESsT)
  • Is a flexible work available?
  • Is parental leave available?
  • Sexual Harassment Policy – does your organization has a written policy to combat sexual harassment in line with internationally-recognized standards? (NESsT)

• • Number (#) of female role models highlighted in communication materials
  • Number (#) of promotion events for women entrepreneurs
  • Application form tested for gender bias
  • Application process & communication reviewed for gender inclusion
  • Types of outreach partners engaged (Impact Hub)
  • Gender split of attendees at pre-application events
  • Gender split of applicants

Collection methods: post-recruitment survey

• • Gender split of shortlistees
  • Gender split of selection panel
  • Selection profile and criteria tested and adapted for gender equity
  • Gender bias training for jury members conducted (Impact Hub)
  • Gender split of successful applicants

Collection method: post-recruitment survey. 

• • To what extent do you feel the recruitment process was accessible and inclusive? (break down to different stages: program advertisement, application, shortlist, interview, selection) Why?

Collection method: Feedback survey for interviewees (both successful and unsuccessful).

Policies: Selection criteria/score card, eg. keep recruitment open till a proportion or certain number of female applicants have applied, screen for ventures that are specifically working towards gender equality

Initial output: Increase the number of women entrepreneurs and/or women-led ventures participating in, and completing the program

• • Ratio of women vs men participating in, and completing the program
  • Ratio of women-led vs male-led ventures participating in, and completing the program
  • Percentage of ventures with X number of women on the founding team that participate in, and complete the program
  • Number (#) of community building events for women entrepreneurs delivered
  • Number (#) of support interventions delivered for women entrepreneurs (Impact Hub)
  • NPS rating of program by gender (ygap, ANDE)
  • NPS rating per masterclass, mentoring session, etc by gender

Intermediate outputs: Increase in the entrepreneurial confidence of entrepreneurs; increase the overall visibility and credibility of women in entrepreneurship

• • Percentage (%) entrepreneurs who have reported an increase in skill knowledge by gender (ygap)
  • Percentage (%) entrepreneurs who have reported an increase in confidence in applying skills by gender (ygap) (Impact Hub) (ANDE)
  • Percentage (%) entrepreneurs making a change to their businesses related to learning by gender (ygap)
  • Percentage (%) entrepreneurs self-reporting an increase in business skills by gender
  • Percentage (%) entrepreneurs self-reporting improved management practices by gender
  • Percentage (%) entrepreneurs self-reporting productivity improvements by gender
  • Percentage (%) entrepreneurs self reporting an increase in leadership skills (e.g. motivation and resilience, clarity of vision, wellbeing, etc.) by gender (Impact Hub)
  • Percentage (%) entrepreneurs self-reporting an increase in access to mentors by gender
  • Percentage (%) entrepreneurs self-reporting an expansion in business network (e.g. business partners, investors/funders) by gender (Impact Hub)
  • Number (#) of women entrepreneurs profiled on social media
  • Ratio of women vs men referred to journalists and media outlets
  • Ratio of women vs men portrayed in communication materials (post-program) (Impact Hub)

Collection method: Post-program survey

Longterm outcome: Ventures staying open and growing

• • Venture survival rate, by gender (ygap) (Impact Hub)
  • Percentage (%) of entrepreneurs reporting increased revenues, by gender (Impact Hub)
  • Average annual revenue post-acceleration, by gender (ygap) (Impact Hub)
  • Median annual revenue post-acceleration, by gender (ygap) (Impact Hub)
  • Profit margins post-acceleration, by gender (Impact Hub)
  • Percentage (%) of entrepreneurs creating new full-time and part-time positions, by gender
  • Average number of full-time positions created by women vs men entrepreneurs post-acceleration (ygap) (Impact Hub)
  • Average number of part-time positions created by women vs men entrepreneurs post-acceleration (ygap) (Impact Hub)
  • Percentage (%) of entrepreneurs raising capital (equity, debt, philanthropic capital) by gender (ygap) (Impact Hub)
  • Dollar value (4) of investment raised (equity, debt, philanthropic capital) by gender (ygap) (Impact Hub)

Collection method: 6-12 months post-program survey

• • Most Significant Change stories “In your own opinion, what is the most significant change that took place in your venture over the course of this program?”

Collection method: 12 months post-program survey and interview.

• • Gender split of speakers, mentors, facilitators, investors, jury members or other leadership roles
  • Ratio of same-gendered matches between mentors and entrepreneurs
  • Percentage (%) of staff (mentors, facilitators, etc) self-reporting as competent to mainstream gender equity
  • Number (#) of program staff/stakeholders who participated in gender equity/bias training
  • Number (%) mentors/facilitators (by gender) rated positively by entrepreneurs

Collection method: post-program survey

For mentees:

• • To what extent did you identify with the mentors and their experiences?
  • To what extent did you feel your mentor understood your experiences and could relate to you/your context?
  • To what extent did you find that your mentor was able to support you in the areas of need that you identified?
  • To what extent did you feel comfortable sharing your experiences with your mentor?

Collection method: Post-program survey and interview.

Policies: Mentor/Mentee Code of Conduct

• • Percentage (%) of ventures with a gender equality policy
  • Percentage (%) of ventures tracking objectives and KPIs that promote workplace equity (staff, management, board, supply chain)
  • Percentage (%) of ventures with gender diverse staff and leadership teams
  • Percentage (%) of ventures that have done a gender-lens assessment of their business
  • Percentage (%) of ventures offering products or services that improve the lives of women and girls (Impact Hub)

Collection method: post-program survey

• • Gender split of mentor pool
  • Ratio of same-gendered matches between mentors and entrepreneurs
  • Percentage (%) of mentors self-reporting as competent to mainstream gender equity
  • Number (#) of mentors who participated in gender equity/bias training
  • Percentage (%) mentors (by gender) rated positively by mentees

For mentees:

• • To what extent did you identify with the mentors and their experiences?
  • To what extent did you feel your mentor understood your experiences and could relate to you/your context?
  • To what extent did you find that your mentor was able to support you in the areas of need that you identified?
  • To what extent did you feel comfortable sharing your experiences with your mentor?

• • Percentage (%) of entrepreneurs raising capital (equity, debt, philanthropic capital) by gender
  • Amount ($) of investment raised (equity, debt, philanthropic capital) by gender
  • Number (#) of funders with a gender-lens investing framework
  • Percentage (%) of investors self-reporting as competent to mainstream gender equity
  • Number (#) of investors who participated in gender equity/bias training

For funding applicants:

• • To what extent did you find the funding process accessible and easy to fulfil?
  • To what extent did you find the funding process transparent and clear?
  • To what extent were you satisfied with the result or the feedback for your funding application?

• • Policy tracking on government core commitments to gender equality
  • Number (#) of submissions to government around gender equality
  • Number (#) of government initiatives in advancing gender equality
  • Amount ($) of government spent on initiatives in advancing gender equality

Influence: Activities that involve other stakeholders in the ecosystem (mentors, funders), for example providing gender equity and awareness training to mentors and other facilitators

Share: How are you sharing your practice and impact in creating gender equity with the ecosystem?

• • Number (#) of projects undertaken that have applied a gender lens
  • Number (#) of gender competency trainings held
  • Number (#) of gender equity advocacy campaigns run
  • Reach of campaigns
  • Number (#) of external reports shared/featured in ecosystem newsletters
  • Number (#) thought leadership blogs (or similar) shared
  • Number (#) of conferences spoken at
  • Number (#) of gender resources created and shared publicly
  • Number (#) of submissions made to government, gender equity advocacy networks, etc

• • Are you involved in a network focussed specifically on advancing gender equity? And if so, how have you contributed to the network?