Diversity4Palestine

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COMPONENT A: LEADERS4EQUALITY (L4E) PEER LEARNING PLATFORM (PLP): (1) EMPLOYER CAPACITY BUILDING GENDER/HR TOOL DESIGN ­ -PARTNER MOBILIZATION: ­-NEEDS ASSESSMENTS: ­-INTRODUCTORY KNOWLEDGE WORKSHOP: ­-BESPOKE GENDER/HRTOOL DESIGN SESSIONS: GENDER INTELLIGENCE ACADEMY: ­-This training academy (or training program) will focus on male and female executives and decision makers from the 6 cohort member companies who do not work under the HR function at the companies and have not participated in the above activities. -This training would target managers and executives (typically technical department heads who are not part of HR teams). The purpose of training male and female executives from the 6 cohort companies on the topic is to ensure they understand, own, use and champion the tools developed by their HR colleagues in the above activities. (2) FEMALE STAFF TALENT DEVELOPMENT FEMALE ASPIRING LEADERS ACADEMY: The L4E cohort of 6 companies will be asked to nominate 2 aspiring female leaders from each company (total of 12 aspiring female leaders) to receive leadership training. The project team will conduct a needs assessment with these 12 aspiring female leaders to identify the topics of the capacity building sessions. The purpose of this training is to create a pipeline of female future leaders for the 6 cohort companies. These aspiring leaders will receive 3 capacity building sessions from, based on topics identified in the needs assessment. (3) DISSIMINATION OF L4E-CREATED KNOWLEDGE AND TOOLS INTO BROADER BUSINESS COMMUNITY Although designed for a closed cohort of 6 companies, the L4E platform will leverage its partnership with the partner business association to mobilize a larger group of companies beyond the 6 cohort members and disseminate knowledge to them, too. These companies are expected to be member companies of the business association. They will be engaged in learning activities that leverage some of the tools and knowledge created above. That way, L4E activities can extend their reach beyond the 6 companies: ­-LEARNING EVENTS ON EMPLOYER-SUPPORTED CHILDCARE: - ­LEADERS4EQUALITY CLOSING FORUM COMPONENT B: WOMEN’S EMPLOYMENT ADVISORY SERVICES (IFC WORKFORCE GENDER DIAGNOSTIC) OR GENDER EDGE CERTIFICATION It may be that two of the 6 cohort companies wish to go deeper and do deep-dive AS with IFC, including either women's employment advisory services (IFC workforce gender diagnostic) or obtaining Gender EDGE Certification. In a subsequent component, the project will work with 2 companies (either from the L4E cohort or others) to undergo either workforce gender diagnostic or Gender EDGE Certification. Definition: EDGE STRATEGY is EDGE Certification, the leading global assessment methodology and business certification standard for gender equality* Clients: Possibly Al Nakheel for Dates (MIGA client), Al Jebreni (MAS investee), Arab Palestinian Investment Company, VITAS (FIG client), Arab Hospital Group, Paltel Group, , Al Quds Bank (IFC client), Cairo Amman Bank, and Bank of Palestine are being considered. Activities: The project will support 2 clients with women's employment advisory services (IFC workforce gender diagnostic) or obtaining Gender EDGE Certification by: ­-Supporting clients to collect HR data ­-Supporting clients to complete policies and practices questionnaire ­-Supporting clients to design and administer staff survey to all client employees. ­-Preparing results report and action plan, present to client senior leadership and obtain endorsement and sign-off ­-Supporting clients with audit preparations (only if the client is seeking EDGE Certification)