Overview
The aim of the project is to complement the Green Action in Enterprises (GAIN) project and to support the efforts of industrial enterprises in Jordan in enhancing gender equality practices and improving their gender related key performance indicators.
Summary of key achievements:
Over the project period BDC supported and trained a large number of private sector employees and managers at 20 key enterprises from Jordan’s industrial sector.
In terms of organizational change, we worked with industrial companies to promote, reward and gender-balance their teams and promote and reward fairly and inclusively. Consequently 178 female employees were newly hired as a result of implementing the action plan and 22 female employees were recently promoted to senior positions from 8 enterprises. As a result of the project’s implemented activities, 13 enterprises developed anti-harassment and anti-violence policies, 14 enterprises developed a code of conduct that took into consideration gender sensitive behaviours, 18 enterprises have implemented/developed Gender sensitive OSH procedures at their work, 14 enterprises reported that they have introduced/developed new complaint mechanism at the workplace, 2 enterprises developed a new restroom for women, 1enterprise amended their bylaws and included a number of gender sensitive articles and has sent the amended draft bylaws to the Ministry of Labour for approval, and one enterprise included the flexible working hours practices especially for women.
In terms of capacity building, we provided capacity building sessions for 68 HR Managers and Managers on gender related concepts and terms at work, and how mainstreaming gender at work will help to improve productivity and competitiveness. We also built the capacity of 188 employees and helped them to reflect on their own attitudes regarding gender sensitive behavior at work. This also helped them to identify the working culture they collectively create and are surrounded by, and increased their consciousness about the consequences of certain behaviors (such as gender stereotyping in roles and responsibilities); and qualified 38 gender focal points with a trainer and mentorship skills to further educate and advocate for gender-sensitization in the workplace, and transfer the knowledge to others they went on to provide awareness raising sessions to a further 1,270 employees within the targeted timeframe.
