Vision: A gender-equitable organization and society where all people have equal opportunities to thrive.
This plan outlines MAZIDO International’s strategy to mainstream gender across operations and programs—ensuring inclusive participation, equitable opportunities, and the elimination of gender-based barriers.
Definition of Terms
Gender: Socially constructed roles and attributes assigned to people based on gender identity.
Gender Equality: Equal rights, responsibilities, and opportunities for all genders.
Gender Equity: Fairness through targeted resources and actions to achieve equal outcomes.
Gender Mainstreaming: Integrating gender perspectives across all policies and programs.
Gender-Based Violence (GBV): Violence directed at someone because of their gender.
Intersectionality: Overlapping disadvantages (gender, age, disability, ethnicity, class).
Introduction & Guiding Principles
MAZIDO International is committed to building resilient and thriving communities anchored on innovation and sustainability. Recognizing gender equity and equality as essential to sustainable development, MAZIDO will mainstream gender across all interventions.
Guiding Principles:
• Human Rights-Based Approach — Uphold equality and non-discrimination.
• Inclusivity — Address needs of all genders and marginalized groups.
• Intersectionality — Recognize overlapping vulnerabilities.
• Participation — Ensure equal involvement in decision-making.
• Accountability — Commit to measurable actions and transparent monitoring.
Vision & Goal
Vision: A gender-equitable organization and society where all people have equal opportunities to thrive.
Goal: To mainstream gender equity and equality across MAZIDO’s operations and programs, ensuring inclusive, sustainable, and transformative impacts.
Pillars of Gender Equity & Equality
Institutional Transformation
Adopt gender-responsive policies, strengthen accountability, build staff capacity, and embed gender in organizational culture.
Economic Empowerment
Promote women’s and youth’s access to resources, skills, and markets to close gender gaps and build household resilience.
Leadership & Participation
Ensure equitable representation and participation in governance and decision-making structures.
Social Inclusion & Protection
Address systemic barriers and promote inclusion of marginalized and vulnerable groups.
Prevention of GBV
Eliminate GBV and harmful practices through awareness, safe reporting, and survivor-centered support.
Partnerships & Advocacy
Collaborate with stakeholders to strengthen gender-responsive policies and influence social norms.
Strategic Objectives
Institutional strengthening for gender mainstreaming.
Integration of gender in programs and projects with clear indicators.
Promoting leadership, participation, and decision-making for women and youth.
Ensuring gender equality in the workplace through fair HR practices.
Advocacy, partnerships, and community engagement for gender-responsive outcomes.
Implementation Framework
| Action Area | Key Activities | Responsible | Timeline | Indicators of Success |
|---|---|---|---|---|
| Policy & Systems | Develop gender policy and anti-harassment policy. | Executive Director / Gender Focal Person | Year 1 | Policy adopted |
| Staff Capacity | Conduct annual gender training and promote male allyship. | HR & Gender Committee | Yearly | % staff trained |
| Program Integration | Conduct gender analysis and integrate indicators in projects. | Program Leads | Ongoing | # of projects with gender indicators |
| Community Engagement | Host GBV, equity, and inclusion forums; engage local leaders. | Field Officers | Quarterly | # of forums held; participant data disaggregated by sex & age |
| Leadership | Women & youth leadership training; mentorship programs. | Gender Committee | Bi-annually | % increase in women/youth leadership |
| Workplace Equity | Review HR practices for bias; track gender balance. | HR Department | Annual | Gender balance in recruitment & promotions |
Monitoring, Evaluation & Learning (MEL)
Integrate gender indicators into MAZIDO’s MEL framework.
Collect and analyze sex- and age-disaggregated data.
Conduct annual gender audits and publish progress reports.
Hold quarterly review meetings to track and adapt implementation.
Resource Mobilization
Allocate a minimum of 10% of the annual budget to gender mainstreaming.
Leverage donor partnerships for gender-responsive funding.
Mobilize resources for women and youth empowerment initiatives.
Risk Management
Resistance to Change
Some staff or partners may resist gender mainstreaming.
Mitigation: Continuous awareness sessions, dialogue, and male allyship programs.
Limited Resources
Financial and human constraints may hinder implementation.
Mitigation: Prioritize gender in budgeting and strengthen partnerships for funding.
Cultural Barriers
Cultural beliefs may perpetuate inequality or harmful practices.
Mitigation: Engage community leaders and integrate advocacy into local cultural structures.
Conclusion
This Gender Equity and Equality Plan reaffirms MAZIDO’s commitment to fairness, inclusivity, and social justice. By integrating gender into its organizational culture and programs, MAZIDO contributes to the Sustainable Development Goals, enhances community resilience, and promotes dignity and equality for all.
