Understanding organizations
through a gender lens
At MAP, we believe meaningful change begins with understanding how an organization actually works.
Our approach combines evidence, participation and dialogue to examine how gender influences policies, practices, workplace culture and people's everyday experiences.
We use the Participatory Gender Audit methodology to help organizations move beyond intentions and understand what is happening in practice.
Why does an organization need Gender Audit?
Having gender equality policies in place is an important starting point. But policies alone do not tell the whole story.
An organization may have progressive policies while gaps remain in how they are implemented, how decisions are made, how opportunities are distributed or how people experience the workplace.
A Gender Audit helps organizations step back and examine these realities systematically.
It can help identify where existing practices are working, where gaps exist and what changes can make the organization more equitable, inclusive and effective.
What can MAP help uncover?
Gaps between policy and practice
Understand whether commitments to gender equality are reflected in everyday organizational practices.
Structural and systemic barriers
Identify processes, structures or norms that may create unequal opportunities or experiences.
Workplace culture and everyday experiences
Understand how behaviours, attitudes and informal practices influence inclusion, participation and belonging.
Representation and decision-making
Examine who participates in leadership and decision-making, and how opportunities and influence are distributed.
Opportunities for growth and progression
Explore whether recruitment, development, recognition and advancement provide equitable opportunities.
Areas for meaningful action
Translate findings into practical recommendations that organizations can use to strengthen policies, practices and culture.
A participatory process
The people within an organization are part of understanding it. MAP's approach is participatory by design.
Rather than relying only on documents or quantitative data, we create opportunities for people across the organization to contribute their experiences and perspectives.
This allows us to bring together what the organization says, what the evidence shows and what people experience.
The process is designed to create a more complete picture of where the organization stands and where change can begin.
How we work
Prepare
We begin by understanding the organization, its context, objectives and existing gender-related policies and practices. This may include reviewing relevant documents, policies, organizational data and other available evidence.
1
Engage
We engage with people across the organization through appropriate participatory methods to understand experiences, perspectives and perceptions of gender equality. Listening is central to the process.
2
Assess
We bring the evidence together to identify patterns, strengths, gaps and areas where gender-related barriers may exist. We look at both formal systems and the less visible practices that shape organizational life.
3
Act & Follow Up
A Gender Audit is most valuable when its findings lead to action. We support organizations in using the findings to inform priorities, strengthen practices and establish meaningful next steps.
5
Recommend
Findings are translated into clear, practical recommendations that respond to the organization's context and priorities.
The aim is not simply to identify what is wrong, but to identify what can change.
