AFRILAW in partnership and funding from International Land Coalition (ILC) conducted a gender audit, which is an exercise that helps organizations assess their strengths and weakness in different gender related areas. It is in view of keying into the global goal of achieving gender equality in the workplace. Gender audit, as a method for gender mainstreaming, helps organisations identify and understand gender patterns within their composition, structures, processes, organisational culture and management of human resources, and in the design and delivery of policies and services. They also help assess the impact of organisational performance and its management on gender equality within the organisation. The aim is to help the organization develop a strategy to integrate gender more fully into its programming and organizational structure. The objective of the Gender Audit includes; to assess the level of knowledge, attitudes, perceptions and practice of stakeholders as regards gender related practices in the organization’s programs and culture, to identify the current state of gender mainstreaming and the organization’s potential of incorporating gender into their policies, programs and projects.  

The importance of Gender Audits has been derived from the growing awareness of the central role of organization structure and culture in the design and delivery of policies, programmes and projects. The Gender Audit is an assessment tool and process for organizations to use in identifying staff perceptions of how gender issues are addressed in their programming portfolio and internal organizational processes. The Gender Audit conducted in line with ILC’s guidelines adopted a three-pronged approach which include data collection using both quantitative (Gender Audit Questionnaire) and qualitative (Focus Group Discussion), Validation and action planning workshop for the presentation of the GA report and Development of an action plan. It focused on the following key stakeholders; Management and Staff, Funding Partners and Donor Organization and Partner Organizations and Program Participants. The Audit provides organizations with the tools and approaches to assess the gender-responsiveness of their organizations and to develop an action plan for addressing identified weaknesses and enhancing strengths. In general gender audit enhances staff understanding of how to create a gender responsive institution and also helps gender – blind organization to improve.

A report was presented and this report is presented under different chapters with sub sections, each dealing with a particular aspect of the Gender Audit. In view of the importance of creating a gender friendly environment, key recommendations were made to make AFRILAW more gender-responsive which includes: recruiting male staffs, development of a gender policy in line with international best practices and capacity development of staff on gender issues.

An Action plan was drafted based on the findings of the audit and an action plan committee made up of 4 females and 3 males was constituted to provide oversight and ensure that AFRILAW complies with the recommendations as suggested to facilitate the achievement of the plan. The committee would meet bi-annually to assess and track commitments of the action plan.

Project Activities include:

• Creation of Gender Audit Team, Hire of Gender Audit Consultant and Preparation of Gender Audit Strategy. Human Resources for the gender audit set up and engaged, Strategies for gender audit developed.
• Preliminary assessment and analysis of organization structures, context and level of awareness, policies and operations. AFRILAW’s structures, context and level of awareness, policies and operations were reviewed
• Conducting Desk review and Analysis of the organization’s key documents. AFRILAW’s key documents and policies were reviewed.
• Development of Gender Audit Questionnaires and conducting of Consultations/Interviews. Consultation/Interview questionnaires are developed, AFRILAW’s staff, management, external partners and stakeholders consulted and interviewed.
• Collection and Analyzing Results and Development of a Draft Gender Audit Report. Questionnaires collected and results analyzed and the Draft Gender Audit Report is developed.
• Conduct Focus Group Discussion with staff based on findings from analysis of questionnaires. Responses analyzed and findings collated.
• Organizing 2-Days Gender Audit Report Review/Validation Workshop and Gender Action Planning. The aim is to review the Draft Gender Audit Report, develop the Gender Action Plan, and create the Gender Action Committee.
• Production of the Final Gender Audit Report and Implementation of Gender Action Plan. The draft GAR is produced and disseminated among AFRILAW’s partners, stakeholders and the general public and the Implementation of final GAR is commenced.