checklists for the GICC gender innovation principles

The GICC Gender Innovation Principles are a guide to help your organization join the movement to make innovation and technology work for women and girls. The Principles aim to steer your organization both internally in its innovation process and externally in establishing ways to support women and girls. To guide you along this journey, the GICC has developed a checklist for each Principle. The checklists are a series of questions to guide you, as well as a list of aims to strive for in your organization. You can also find PDF copies of the checklists for each Principle, alongside case studies showing each one in action, by visiting our Principles page:


principle 1: Make a high-level corporate commitment to adopt a gender responsive approach to innovation

 ✓ Review existing gender equality practices as it relates to innovation and consider how women can be better integrated in the innovation process

✓ Embed this thinking into the purpose of the organization

✓ Make a commitment to include women as innovators, stakeholders and end users throughout each of the five key innovation phases

✓ Identify current innovation initiatives within the organization that currently need more women participants and take steps to fill these gaps

✓ Communicate to the organization around the commitment and create a call to action for women to register to be involved

Questions to ask within your organization: 

1. Does your organization have stated goals around gender diversity and inclusiveness?

- Does it rely on internal policies or national/international standards?

- Are these goals monitored and results published?

- Has your organization signed up the Women’s Empowerment Principles (WEPs)?

2. Is the Senior Leadership championing gender diversity and inclusiveness?

- Is the Senior leadership integrating gender diversity and inclusiveness in the organization’s business strategy?

- Is the Senior leadership promoting a culture of gender diversity and inclusiveness in the workplace?

3. Are you tailoring your activities to the specific needs of women and men?

- Do you ensure there is a meaningful participation of women in decisions for each phase of the innovation cycle?

- Do you equip people with skills to ensure gender diversity and inclusiveness are part of the day-to-day business practices? 

4. Do you routinely use gender analysis tools to review your management and business practices?

- Do you set gender targets on your innovation projects?

- Do you make efforts to move from awareness-raising to behavior change to embed gender diversity and inclusiveness in your organization?  

5. Do you communicate on the importance of gender diversity in your industry?

- Do you engage in external forum that support initiatives that removes barriers for women to access your sector?

- Do you communicate on the impact of gender diversity and inclusiveness practices on the performance of your organization?  

What you are aiming for:

✓ Stated vision/goal for gender diversity and inclusion by senior management

✓ Senior management actively promoting a culture of culture of gender diversity and inclusiveness in day-to-day decisions

✓ Gender perspectives are integrated throughout the innovation cycle

✓ Measure behavior change to embed gender responsive innovation in your business practices

✓ Champion gender diversity and inclusion in your sector with industry peers

 


Principle 2: Design innovations that include women as end users

 ✓ Include women in the idea generation process and make sure women are well represented on any mission control governance panels

✓ Dependent on the size of the organization try and utilize a curated innovation platform to engage as many women as possible within the organization

✓ Consider both women and men as end users of the innovation

✓ Ensure the specific needs of women have been identified at the ideation stage

✓ Engage women in the design phase to test whether the innovation meets this needs assessment

✓ Engage women in the design phase to test whether the innovation meets this needs assessment

Questions to ask within your organization:

1. Does your organization include women as co-creators of innovation?

- Is gender considered a criterion when selecting members of the innovation team?

- What are the numbers and percentages of women compared to men listed as innovation creators in your organization?

- What are the numbers and percentages of women compared to men on mission control governance panels?

2. Do you include women and gender experts in the various ideal and research phases?

- Does your team understand how to incorporate gender expert knowledge and innovation criteria into design?

- Is your research/innovation team sufficiently interdisciplinary to address the diverse intersectional needs of women?

- Do you have tools to ensure diversity in test groups?

3. Do your services, programs or products reflect the different needs and concerns of women and men?

- Do you have tools to analyze needs of various customer groups?

- Do your R&D policies encourage research for gender-responsive innovations?

- Do you assess the risk of excluding certain group through the innovation design?

- Do you have system in place to address test results showing significant gender differences?

- Do you screen if unconscious assumptions are built into data collection, data representation, methodology or prototypes?

What you are aiming for:

✓ Diverse teams of designers and innovators

✓ Innovation teams have the required skills to develop gender-responsive innovations

✓ Women’s needs routinely included in all innovation design.


Principle 3: Adopt an adaptive approach to implementation to ensure innovations are gender responsive and meet the needs of women

Enrol women as end users of the innovation to ensure innovations are adapted as needed and meet the needs of women

Obtain feedback from women, as end users, on the innovation throughout it’s development

✓  As required adopt an adaptive approach to innovations, implementing the feedback of women as end users to ensure the innovations are fit for purpose

Ensure innovations developed are adapted to local contexts, accounting for the diverse needs of women

As part of the innovation stakeholder engagement strategy include women throughout the innovation implementation phase of the innovation cycle

Questions to ask within your organization: 

1.     Does your organization include women’s feedback to assess and adapt innovations?

-  Do you promote awareness among women end-users to participate in assessments and feedback? 

- Do you include women in focus groups and as testers?

- Do you organize assessment’s sessions at times and places taking into consideration both working and care schedules?  

- Do you check if the language used for assessments is appropriate for all gender, educational levels, ages, socio-economic status?

-  Do you interpret assessments results in a gender-blind manner? How do you integrate gender norms, relations and identities in your results? 

2.     Do you ensure innovations are adapted to local contexts and communities’ needs?

- Do assessments include strategic environmental, economic, social and gender impact assessments, including specific gender indicators and targets? 

- Do you check if your innovation reinforces existing social roles or stereotypes?

- Is the assessment process open so that groups traditionally reluctant to participate can articulate their needs and interests?  Have separate engagement channels been established?

-  Do you assess the numbers of female users in the community compared to men?

3.     Is gender considered a criterion when selecting implementation partners?

- Do you use gender-related criteria when selected suppliers or implementation partners?

- Do you ensure women are part of the assessment/implementation team?

-  Do your partners adhere to international laws and standards for gender diversity and inclusiveness?

What you are aiming for:

✓ Women are included in the process of testing and adapting all innovations prototypes

✓  Innovations address the needs of women and their broader community

✓  Gender-responsiveness is a key criterion when selecting implementing partners

 


Principle 4: Evaluate the impact of gender responsive innovations using a data driven approach

✓   Develop a measure that considers the impact on women and focus on outcomes rather than outputs

✓   Cultivate innovations that can be measured at milestones

✓   Understand the data gaps and use other real-time information to inform decisions

✓   Evaluate solutions and use this to inform an assessment of impact on women and girls both in and outside of the organization

✓   Review the innovation process for improvements and consider the key lessons learnt from a gender perspective. Take learnings from previous innovation projects the organization has conducted previously if applicable

✓   Report on key lessons learnt and recommendations for future innovations

Questions to ask within your organization: 

1.     Do you use monitoring and evaluation frameworks covering all the innovation phases?

- Do you develop clear metrics and set baselines from the design stage? 

- Are risks and mitigation strategies identified from the design stage?

- Do you measure progress against milestones and have a flexible system to adapt your pilots?

- Do you use gender-sensitive indicators and sex-disaggregated data?

- Do you have systems in place to see if the innovation benefits men and women equally?

- Do you use gender impact assessments?

- How do you select reference groups?

- Do you have a set budget to assess the level of gender responsiveness of your innovation?

2.     Do you research data and information gaps?

-  Do you have systems in place to evaluate if previous innovation processes have been blind or biased with respect to gender?

-   Is your team trained to collect robust gender data? Is your team trained on traditional data survey and using big data for real time monitoring?

-   How does your team address unconscious bias and unexamined assumptions?

-   How does your team take into account differences between women’s and men’s attitudes, needs, and interests?

3.     Do you have systems in place to capture and share results?

-  Do you have internal systems in place to report on success and failure?

-  How are the outcomes and learning captured and shared internally and externally?

-  Do you analyze the differential effects of a service or product on women and men of different social, socioeconomic, and cultural backgrounds?     

What you are aiming for:

✓   Strong systems are set to monitor impact on women and evaluate how the innovation is responding to their specific needs

✓   Data blind spots are covered so that research and evaluation include women’s needs

✓  Lessons learnt and best practices are documented and shared to support other innovation processes  Develop a measure that considers the impact on women and focus on outcomes rather than outputs

✓  Cultivate innovations that can be measured at milestones

✓  Understand the data gaps and use other real-time information to inform decisions

✓  Evaluate solutions and use this to inform an assessment of impact on women and girls both in and outside of the organization

✓   Review the innovation process for improvements and consider the key lessons learnt from a gender perspective. Take learnings from previous innovation projects the organization has conducted previously if applicable

✓   Report on key lessons learnt and recommendations for future innovations

1.     Do you use monitoring and evaluation frameworks covering all the innovation phases?

- Do you develop clear metrics and set baselines from the design stage? 

- Are risks and mitigation strategies identified from the design stage?

-  Do you measure progress against milestones and have a flexible system to adapt your pilots?

-  Do you use gender-sensitive indicators and sex-disaggregated data?

-  Do you have systems in place to see if the innovation benefits men and women equally?

- Do you use gender impact assessments?

-  How do you select reference groups?

-  Do you have a set budget to assess the level of gender responsiveness of your innovation?

2.     Do you research data and information gaps?

- Do you have systems in place to evaluate if previous innovation processes have been blind or biased with respect to gender?

- Is your team trained to collect robust gender data? Is your team trained on traditional data survey and using big data for real time monitoring?

- How does your team address unconscious bias and unexamined assumptions?

-  How does your team take into account differences between women’s and men’s attitudes, needs, and interests?

3.     Do you have systems in place to capture and share results?

- Do you have internal systems in place to report on success and failure?

- How are the outcomes and learning captured and shared internally and externally?

-  Do you analyze the differential effects of a service or product on women and men of different social, socioeconomic, and cultural backgrounds?  

What you are aiming for:

✓  Strong systems are set to monitor impact on women and evaluate how the innovation is responding to their specific needs

✓   Data blind spots are covered so that research and evaluation include women’s needs

✓   Lessons learnt and best practices are documented and shared to support other innovation processes


Principle 5: Scale innovations that provide sustainable solutions to meet the needs of women and girls

✓  Assess innovation from the design phase for scalability

✓  Assess innovations for application in different countries and contexts being cognizant of local cultures

✓  Empower women to pursue ideas that are for the collective good not just profit

Engage women in the sustainability development planning process.

Assess how the innovation can include women in the scaling and long-term development process. 

Engage women in the testing and beta phases of innovation projects

✓  Include women as developers and/or partners of the innovation 

Questions to ask within your organization: 

1.     How do you design innovation for scalability?

- How do you assess potential barriers for scale? Does it include identifying gender specific barriers?

- How do you address structural or systems change needed to scale your innovation? How do you adapt to the local context when transferring to a new region?

-  How do you integrate additional customer groups or application areas for your innovation? Do you continue to apply gender-responsive assessment methods?

-   Do you require new investment? Does the new funding include continued support for risk mitigation and monitoring of gender impact?

-   How do you provide women with opportunities to participate in the scaling process?

-   Do you need to engage with new partners or stakeholders to scale?

-   Do you have a strategy to challenge the business environment and make sure your innovation can adapt to multiple contexts?       

2.     How do you design innovation for sustainability?

- Have you taken into consideration national public policies and the overall ecosystem required for a long-term utilization of your innovation? Does it include gender relevant legislations?

- Have you set up structures for dialogue with adequate female and male representation to engage with key public and private stakeholders?

- Have you laid out what success would look like in the short, medium and long term? How does it include a gender perspective?   

-  Do you have a strategy to attract new female talents that can contribute to the development and sustainability of your innovation?

What you are aiming for:

✓   Innovation pilots are gender-responsive and well planned out to be easily be replicated and scaled

✓  Innovations have a large and long-lasted positive impact where they are being used