Our Gender Strategy

GIZ’s Gender Strategy is showing results: it is creating greater equality of opportunity in our company and countries of assignment, strengthening our market position and helping us to meet the growing demand from our commissioning parties.

Gender equality is both a prerequisite for and a driver of sustainable development – in Germany and in other societies. For GIZ’s work, it has the status of a guiding principle and quality criterion that must be considered in all areas of the company. We therefore have an internal equal opportunities policy and are working to address and eliminate gender-based disadvantage and discrimination in our work worldwide. GIZ's Gender Strategy creates a binding framework for these strategic objectives.

This stance on gender is having an impact. In the 2022 reporting period, GIZ was able to leverage its gender expertise in a targeted manner, including in dialogues with our commissioning parties, international forums and specific projects in the field. By systematically documenting implementation of our Gender Strategy and putting it into practice on a day-to-day basis, we are consolidating the perception of GIZ as a values-driven and responsible company.

Photo: A man and a woman standing in front of a wall printed with the words: ‘GIZ Gender Award 2022’. Both are holding moderation cards and wearing microphones. — © GIZ / Deniss Kacs

What is our gender-transformative approach?

Our gender-transformative approach addresses not only the social impact of inequality between the sexes, but also its causes such as gender-specific roles, stereotypes and power relations. The analysis examines the underlying structures, social norms and practices that are rooted in patriarchal social systems, discriminatory legislation and systemic power imbalances. The approach aims to sustainably promote gender justice and equal opportunities and thus contribute in the long term to an inclusive and peaceful future worth living.

Growing demand for GIZ’s gender expertise

The Gender Strategy’s objectives and its implementation are guided both by the policy requirements of the German Government and by GIZ’s Corporate Strategy. The German Government has set itself ambitious goals within the framework of a feminist foreign and development policy. During the reporting period, other key clients and partners – including the G7, the EU and the African Union – continued to develop their political priorities, strategic goals and institutional capacities to promote gender equality. Our gender expertise puts us in a good position to meet the increasing demand in this area.

GIZ’s 2022 Gender Week aimed to facilitate networking, knowledge sharing and strategic dialogue with partners and key commissioning parties. The projects and teams that received the GIZ Gender Awards in 2022 have responded to increasing demand from our clients and partners and demonstrated in an impressive way that the company’s gender expertise is sought after and recognised. This is the case in areas such as corruption, climate and climate risk insurance, rural development, and gender-transformative approaches, which are a central tenet of feminist development policy.

»The entries to GIZ’s Gender Competition demonstrate how we can achieve effective development cooperation that boosts gender equality and how GIZ has systematically mainstreamed gender in its entire portfolio and activities.«

Dr Bärbel Kofler, Parliamentary State Secretary to the German Federal Minister for Economic Cooperation and Development, speaking at the GIZ Award Ceremony 2022.
© BPA / Steffen Kugler

Gender Makes Business Sense: an award-winning pioneering project

Gender Makes Business Sense, which was one of the award-winning projects in 2022 and is being carried out in seven African countries, including Malawi, is an outstanding example. In the training programme for small-business owners in the agricultural sector, participants learn how to run a business and keep track of their finances. The trainers focus on the question of how to break through discrimination and barriers for women entrepreneurs. This means that both women and men are encouraged to overcome established patriarchal structures in their field of work. The project is pioneering in nature, with several departments at GIZ joining forces to further expand this gender-transformative approach and roll it out in other countries too.

Group photo: Several women in work clothes and helmets are smiling. — Gender Makes Business Sense is a project to support women in the agricultural sector.
© GIZ / AgricToday

Below you will find information about the Global Reporting Initiative’s (GRI) sustainability standards:

GRI 2: General Disclosures 2021

GRI			UNGC	SDG	DNK
2-1-a	Legal name	Deutsche Gesellschaft für Internationale Zusammenarbeit (GIZ) GmbH
2-1-b	Nature of ownership and legal form	Shareholder Legal information
2-1-c	Location of headquarters	Friedrich-Ebert-Allee 32 + 36 53113 Bonn Dag-Hammarskjöld-Weg 1–5 65760 Eschborn Germany
2-1-d	Location of operations	GIZ has two registered offices in Germany, one in Bonn and one in Eschborn. The company also operates at nine other locations in Germany and in over 120 countries around the globe. Worldwide
2-9	Governance structure and composition	The Supervisory Board has put the following committees in place: Audit Committee, Standing Committee, Urgent Matters Committee. Composition of the Supervisory Board: Executive/non-executive members, their positions/responsibilities and skills: Supervisory Board (giz.de) Stakeholders: The representatives of the Shareholder currently comprise four members of the Budget Committee of the German Federal Parliament, five representatives of the German Government (Federal Ministry for Economic Cooperation and Development, Federal Ministry of Finance, Federal Foreign Office, Federal Ministry for Economic Affairs and Climate Action, Federal Ministry for the Environment, Nature Conservation, Nuclear Safety and Consumer Protection) as well as one representative of the Deutsche Stiftung für internationale Entwicklung (DSE) from the Bavarian State Chancellery. Independence: The rules of procedure of the Supervisory Board stipulate that members are required to act in the best interests of the company. Their decisions may not be swayed by personal interests or by any efforts to exploit business opportunities to which the company is entitled for their own benefit. Conflicts of interest, particularly such that might arise as a result of advising or sitting on an official body of clients, suppliers, lenders or any other business partners, must be disclosed to the Supervisory Board. Term of office: Generally, the members of the Supervisory Board are appointed for the period ending with the conclusion of the Shareholder’s meeting that decides on the granting of formal approval of activities for the fourth financial year after the beginning of the term of office. The financial year in which the term of office begins is not included. The Supervisory Board has achieved gender parity. No information on social groups is recorded with respect to the Supervisory Board.	7, 8, 9	1–17	3, 5
2-10	Nomination and selection of the highest governance body	The GIZ Supervisory Board consists of 10 Shareholder representatives and 10 workforce representatives (thus a total of 20 members). The members of the Supervisory Board representing the Shareholder are appointed and dismissed by the Shareholder. The workforce representatives are elected by GIZ staff in line with the provisions of the German Co-determination Act (Mitbestimmungsgesetz). The most recent election was held in August 2022. The 10 workforce representatives consist of three trade union representatives, one executive manager and six employees.		16	5
2-12	Role of the highest governance body in overseeing the management of impacts	Values, strategies and objectives are set by the Management Board, the Management Committee, the Strategy Committee and the Sustainability Board. Strategic leadership is not the role of the Supervisory Board.		16	5
2-13	Delegation of responsibility for managing impacts	The foundation for the decentralised implementation of our Sustainability Programme is a well-functioning governance structure to steer the process. This structure consists of the Sustainability Office, the Sustainability Board and the Director Corporate Sustainability. Together, they continue to hone GIZ’s sustainability management. The staff of the Sustainability Office also advise and support the organisational units and the field structure on sustainability matters and ensure that knowledge is shared within GIZ. The overarching responsibility for sustainability is vested in the Chair of the Management Board, who also chairs the Sustainability Board comprising the directors and directors general of various units and departments. This underscores the paramount importance that GIZ attaches to sustainability management.	1, 2, 6, 7, 8, 9	7, 12, 13, 15, 16	1, 2, 3, 6, 7, 12, 13, 14, 17
2-15	Conflicts of interest	The rules of procedure of the Supervisory Board stipulate that members are required to act in the best interests of the company. Their decisions may not be swayed by personal interests or by any efforts to exploit business opportunities to which the company is entitled for their own benefit. Conflicts of interest, particularly such that might arise as a result of advising or sitting on an official body of clients, suppliers, lenders or any other business partners, must be disclosed to the Supervisory Board. Should a Supervisory Board member declare a conflict of interests, a discussion of how to address this issue should be held without delay and a decision taken on how to proceed. In the spirit of the German Government’s Public Corporate Governance Code (PCGK), GIZ ensures that members can meet their responsibilities as part of the Supervisory Board. Accordingly, members are not supposed to hold more than three posts simultaneously in supervisory bodies.		16	5
2-16	Communication of critical concerns	Where critical concerns arise within the sphere of responsibility of the Supervisory Board, these concerns are addressed in the form of regular or special reports or through business transactions subject to approval.	10	16	5, 20
2-17	Collective knowledge of the highest governance body	Under the provisions of the German Government’s Public Corporate Governance Code (PCGK), GIZ is required to issue a non-financial declaration and submit it to the Supervisory Board for scrutiny. In 2022, this took the form of the Declaration of Conformity with the German Sustainability Code, including the non-financial declaration. Reports are published once a year.		16, 17	9, 14
2-18	Evaluation of the performance of the highest governance body	The performance of the Supervisory Board is not evaluated by any third party.		16	5

Material topic 7: Diversity and gender

GRI			UNGC	SDG	DNK
3-3	Management approach disclosures	Principles Non-discrimination is enshrined in numerous processes and principles. In Processes and Rules (P+R) and many policies , GIZ guarantees protection against discrimination (especially with respect to ethnicity and social origin, gender, religion, disability, age, sexual orientation and identity). GIZ’s Code of Ethics lays down the company’s values and convictions. In its understanding of diversity , adopted in 2021, GIZ sets out non-discrimination, participation and equal opportunities, as HR policy and as integral components of the corporate culture. The eight principles of the Diversity Code specify how we see diversity in action, which will play a key role in setting the course for GIZ’s diversity management in the years ahead In both the 2020-2022 HR Strategy and its successor version for 2023+, diversity is one of four long-term objectives alongside professionalism, mobility and cooperation. Diversity was included once again as a goal of the the Sustainability Programme 2021–2025. The GIZ Gender Strategy provides a mandatory framework for strategic gender equality objectives. The Equal Opportunities Plan and the Inclusion Agreement for staff with a (severe) disability or disabilities also set out further commitments on individual aspects of diversity. Measures Having a common understanding of diversity provides us with the basis to work together without discrimination. In 2021, we created the post of Diversity Manager to mainstream this understanding throughout the company. The main point of contact for discrimination-related complaints and for our Code of Ethics is attached to the Compliance and Integrity Unit. Staff who feel disadvantaged or feel they have been subject to harassment in the working context, can get in touch with the discrimination issues focal points (AGG complaints committee) at the Compliance and Integrity Unit. All members of the workforce and candidates are entitled to report misconduct or make a complaint. GIZ thus also applies the yardstick set out in the German General Act on Equal Treatment (AGG) to national staff, development workers and CIM’s integrated experts. The GIZ whistleblower portal offers protected reporting procedures for alleged cases of sexual misconduct. GIZ thus meets its obligations under national and international diversity regulations and legislation. Other measures include numerous internal awareness-raising measures on the topic of diversity. A diversity training course is also being developed and is to be introduced in 2023 on a mandatory basis for all managers and on a voluntary basis for all staff members. We have also undertaken to take steps to implement the pay equality check. The launch of Cooperation and Leadership (KuF) in 2017 initiated a process of cultural change at GIZ. The internal project drafted four principles that give us a structure for our work. The principle ‘Cooperate in Diversity’ has been integrated into GIZ’s Corporate Principles. GIZ produces gender analyses for every project. They allow us to identify potential to promote gender equality at an early stage. Progress In 2022, we prepared an action plan on digital accessibility. In December 2022, GIZ joined the Valuable 500, a global initiative committed to inclusion of people with disabilities. At the end of 2022, 3.4 per cent of staff members had a disability. At the end of 2022, women accounted for 60 per cent of GIZ’s workforce. 46 per cent of managerial posts inside and outside Germany are held by women. Staff with a German employment contract represent a total of 121 nations. An annual report sets out the measures undertaken to implement the GIZ Gender Strategy. The Strategy sets out the objectives, parameters and indicators used to assess progress from page 7 onwards. Further information Cooperate in diversity Our Gender Strategy

GRI

UNGC

SDG

DNK

3-3

Management approach disclosures

Principles
Non-discrimination is enshrined in numerous processes and principles.

In Processes and Rules (P+R) and many policies , GIZ guarantees protection against discrimination (especially with respect to ethnicity and social origin, gender, religion, disability, age, sexual orientation and identity).
GIZ’s Code of Ethics lays down the company’s values and convictions.
In its understanding of diversity , adopted in 2021, GIZ sets out non-discrimination, participation and equal opportunities, as HR policy and as integral components of the corporate culture. The eight principles of the Diversity Code specify how we see diversity in action, which will play a key role in setting the course for GIZ’s diversity management in the years ahead
In both the 2020-2022 HR Strategy and its successor version for 2023+, diversity is one of four long-term objectives alongside professionalism, mobility and cooperation.
Diversity was included once again as a goal of the the Sustainability Programme 2021–2025.
The GIZ Gender Strategy provides a mandatory framework for strategic gender equality objectives.
The Equal Opportunities Plan and the Inclusion Agreement for staff with a (severe) disability or disabilities also set out further commitments on individual aspects of diversity.

Measures

Having a common understanding of diversity provides us with the basis to work together without discrimination. In 2021, we created the post of Diversity Manager to mainstream this understanding throughout the company.
The main point of contact for discrimination-related complaints and for our Code of Ethics is attached to the Compliance and Integrity Unit. Staff who feel disadvantaged or feel they have been subject to harassment in the working context, can get in touch with the discrimination issues focal points (AGG complaints committee) at the Compliance and Integrity Unit. All members of the workforce and candidates are entitled to report misconduct or make a complaint. GIZ thus also applies the yardstick set out in the German General Act on Equal Treatment (AGG) to national staff, development workers and CIM’s integrated experts.
The GIZ whistleblower portal offers protected reporting procedures for alleged cases of sexual misconduct. GIZ thus meets its obligations under national and international diversity regulations and legislation.
Other measures include numerous internal awareness-raising measures on the topic of diversity.
A diversity training course is also being developed and is to be introduced in 2023 on a mandatory basis for all managers and on a voluntary basis for all staff members.
We have also undertaken to take steps to implement the pay equality check.
The launch of Cooperation and Leadership (KuF) in 2017 initiated a process of cultural change at GIZ. The internal project drafted four principles that give us a structure for our work. The principle ‘Cooperate in Diversity’ has been integrated into GIZ’s Corporate Principles.
GIZ produces gender analyses for every project. They allow us to identify potential to promote gender equality at an early stage.

Progress

In 2022, we prepared an action plan on digital accessibility.
In December 2022, GIZ joined the Valuable 500, a global initiative committed to inclusion of people with disabilities.
At the end of 2022, 3.4 per cent of staff members had a disability.
At the end of 2022, women accounted for 60 per cent of GIZ’s workforce. 46 per cent of managerial posts inside and outside Germany are held by women.
Staff with a German employment contract represent a total of 121 nations.
An annual report sets out the measures undertaken to implement the GIZ Gender Strategy. The Strategy sets out the objectives, parameters and indicators used to assess progress from page 7 onwards.

Further information
Cooperate in diversity
Our Gender Strategy

GRI			UNGC	SDG	DNK
405-1	Diversity of governance bodies and employees	As at 31 December 2022, the GIZ Supervisory Board had a total of 20 members. Women and men each accounted for 50 per cent of the members. For more information on diversity among employees: Staff in figures Cooperate in diversity	6	5, 8, 10	14, 15, 16

You will find information on the vital topic of diversity and gender in line with the Global Reporting Initiative's (GRI) sustainability standards here
Cooperate in Diversity
GIZ’s Gender Strategy
Gender equality
Safeguards+Gender management system