Salient issues from the Gender Audit Report

21 September 2013 -

Written by Developer

In April 2013, LASPNET volunteered to take a Gender Audit with the Objectivity of exploring and analyzing it effectiveness in carrying out the steps necessary for engendering its programmes and projects and mainstreaming into all its institutional activities. The main purpose of the gender audit was to assess the extent to which gender has been mainstreamed into current policies, programmes, organizational structure and procedures, and promote learning on how to effectively implement gender mainstreaming in different aspects of the network including its membership. The audit results were expected to serve as inputs into future formulation of internal policies, programme strategies, and organizational structures across the membership. It will further provide a strong basis on which to broaden the secretariat's ability to incorporate a gender dimension in all its coordination structures and systems.

Key recommendations of the report include the following

There is need for LASPNET to come up with a Gender Action Plan that involves development of systems aimed at developing: an effective and conducive policy on gender for the network, an operational strategy for gender mainstreaming in programming, capacity in gender analysis, tools to guide gender mainstreaming in budgeting and to monitor its integration into the programs of legal aid service providers.
There is need to mobilize resources towards gender mainstreaming and capacity building,
Ensure that all program implementation plans contain gender specific activities that strengthen skills and provide women/girls, men/ boys with equal access to services and trainings bearing in mind the existing gender roles.
Thereis need to designate and develop an expert person/ department responsible for gender integration/ mainstreaming within LASPNET.
LASPNET membership selection criteria as well as relations with Partner Organizations should have gender sensitivity/ focus as one of its requirements for eligibility.
LASPNET members without gender policies need to be supported to develop gender policies, while promoting training/organizational learning and sharing of policies across the network.

Staff throughout the Network need to internalize the human resource policies to fully understand what is contained therein. A policy day can be arranged to help staff internalize all polices.
LASPNET should consider creating more opportunities for socializing and for the staff to get to know each other.
A common resource centre for not only reading but also for having coffee or tea together could be availed. Encourage activities such as Sports’ Associations, quarterly office outings that would bring staff together to balance work with life and promote informal socialization.
There is need for LASPNET to develop a gender sensitive communication strategy guidedby a gender scanner-that is gender sensitivity of all published documents in various sections: in terms of content, language and graphics that would boost LASPNET public image. This could be done through use of well- designed gendersensitive flyers, brochures, posters, radio programmes and television talk shows as well as community gatherings like during the regional legal aid weeks.There is need for LASPNET communication unit to work closely with the designated gender focal person to engage more on advocacy work to raise awareness on gender policies, programmes and educating staff/ public on gender issues in legal aid

There is need to strengthen networking with women organizations and gender experts whenplanning for gender sensitive advocacy, public relations andcommunication.