Gender and Inclusion
Being gender-responsive and inclusive is a long-term journey for us in IDI. We will continue walking our path and contributing to more equality as an organisation and through our work.
As we approach 2030, we will use the 2030 Agenda for Sustainable Development and its pledge to “leave no one behind” as IDI’s guiding framework for ourselves and our action with Supreme Audit Institutions.
In our efforts towards gender equality and inclusion, we will strive towards identifying social inequalities within different contexts, using a principle-based approach.
IDI's Gender and Inclusion Policy
IDI’s Gender and Inclusion Policy serves as a guiding document and includes our commitments. It is closely linked to IDI’s Strategic Plan and is implemented through an Action Plan.
We will work towards two objectives:
- Supporting SAIs to be gender-responsive and inclusive in their internal governance and through their audit work.
- Ensuring IDI is a gender-responsive and inclusive organisation and workplace
In implementing the Policy, we will apply an intersectionality lens through a principle-based approach.
Documents
IDI Advocating for Gender & Inclusion
Advocacy for gender and inclusion is integrated in our different initiatives. IDI has also been leading the way for a better understanding and integration of gender and inclusion within the INTOSAI community at large.
One important source for gender data in Supreme Audit Institutions across the world is the IDI Global SAI Stocktaking Report. Such data is necessary for pointing to successes and challenges in this area.
IDI has an ongoing partnership with UN Women and will continue to work with relevant organisations to further the cause.
Launch of IDI’s Gender Report “Towards greater gender equality in and through SAIs – opportunities for SAIs and support providers” on 10 December 2021. The report is an annex to the Global SAI Stocktaking Report 2020
In March 2021, IDI, together with UN Women and the International Budget Partnership, hosted a side event during the 65th United Nations Commission on the Status of Women. Discussions focussed on the barriers women confront in public finance institutions, including Supreme Audit Institutions, and the steps that need to be taken to enable greater gender parity in the leadership of these institutions.
