application guide for companies - econowin

Implemented by

Gender Diversity Management

Gender Diversity Competition

Application Guide for Companies

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Introduction

Dear Applicant,

We are happy you are interested in participating in the Gender Diversity Competition.

Filling in the application form is a first important step towards gender diversity in your company. This application guide supports you in doing so: After giving you an overview of the application process in chapter 1, it will explain in detail how to write down your idea for a corporate gender diversity initiative (chapters 2/3) and create a simple budget plan (chapter 4).

The application guide is already underpinned with examples from existing gender diversity initiatives from around the world. If you would like to take a look at an entire filled-in application form and budget plan, please download our sample application/budget plan from http://econowin.org/projects/gender-diversity-management/gdprojects/

In case you need personal advice in regard to your application, please contact our EconoWin representative in your country.

We wish you much success,

Your Gender Diversity Competition team

http://econowin.org/projects/gender-diversity-management/gdprojects/

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Table of Contents

Introduction ......................................................................................................................... 1

1. Process ......................................................................................................................... 3

2. Your idea for a gender diversity initiative................................................................... 4

2.1 Chose an action field ................................................................................................................... 4

2.2 Chose your initiative’s core activity ...................................................................................... 5

3. Application form ........................................................................................................... 6

3.1 Company information .................................................................................................................. 6

3.2 Proposal of gender diversity initiative ................................................................................. 6

3.2.1 Title ...................................................................................................................................................... 6

3.2.2 Context ............................................................................................................................................... 7

3.2.3 Gender Diversity Metrics............................................................................................................ 7

3.2.4 Action field ....................................................................................................................................... 8

3.2.5 Objective ........................................................................................................................................... 8

3.3 Action Plan and Timeline ........................................................................................................... 9

3.3.1 Action Plan ....................................................................................................................................... 9

3.3.2 Timeline ............................................................................................................................................. 9

3.4 Project Management .................................................................................................................... 9

3.5 Statement of commitment ....................................................................................................... 10

3.5.1 Technical/in-kind support ........................................................................................................ 10

3.5.2 Financial/in-cash contribution ............................................................................................... 10

3.5.3 Implementation ............................................................................................................................. 11

3.5.4 Management approval ............................................................................................................... 12

4. Budget tool ................................................................................................................. 12

4.1 General terms ................................................................................................................................ 12

4.2 Do’s and Don’ts ............................................................................................................................ 13

4.3 Filling in the budget tool .......................................................................................................... 13

4.3.1 Internal personnel ....................................................................................................................... 13

4.3.2 External personnel ...................................................................................................................... 14

4.3.3 Training ............................................................................................................................................ 15

4.3.4 Travel expenses ........................................................................................................................... 15

4.3.5 Equipment/Infrastructure ......................................................................................................... 16

4.3.6 Communication ............................................................................................................................ 17

4.3.7 Other ................................................................................................................................................. 18

4.3.8 Final check ..................................................................................................................................... 18

5. Edition notice ............................................................................................................. 19

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1. Process

The application process is simple: It takes only three steps to officially apply to the Gender Diversity Competition.

You will be informed about your result 4 weeks after the application deadline

3. Send the filled-in application form and budget plan to

[email protected]

2. Fill in the application form and budget plan - if you need help, please

call the hotline

1. Download the application form and budget plan from

www.econowin.org/competition/participation-for-companies/

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2. Your idea for a gender diversity initiative

We are interested in your idea on how to better tap the female talent pool in your company. Therefore, your proposal of a gender diversity initiative is the core part of the application form.

The questions in the application form will help you to structure your proposal. However, before starting to fill in the application form, you should already have an idea in mind.

2.1 Chose an action field

As for all projects, the first step of your gender diversity initiative is an analysis of the current situation in your company. Your initiative can focus on one out of three action fields, which we identified as important for the MENA region:

Recruitment of women

Retention of female employees

Career advancement of women

The questions below will help you to identify in which field your company has most room for improvement. If you note there is need for action in more than one field, please select the field that you believe needs currently most attention or can possibly create “quick wins”.

Questions Recommended action field

The share of women in your company is low?

Mainly men apply to your company?

Most employees who joined your company last year were male?

If you answered “Yes” to one or more of these questions, your company can improve in recruiting women.

Please focus in your gender diversity initiative on the action field of


Turnover rates of women are particularly high?

Many women do not return after maternity leave?

Only few women stay in your company for several years?

If you answered “Yes” to one or more of these questions, your company can improve in retaining women.



There are barely female managers?

Most executive board members are male?

Most supervisory board members are male?

If you answered “Yes” to one or more of these questions, your company can improve in retaining women.



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2.2 Chose your initiative’s core activity

Now that you chose an action field, it is time to select your initiative’s core activity you would like to implement in order to enhance the recruitment or retention or career advancement of women in your company.

Please select one/few activity/ies only. You should be able to clearly define the focus of your initiative and outline its objectives. Below, you find some suggestions clustered by action fields – of course you can also come up with own ideas:

Suggested core activities


Events for high school students

Developing formats to enthuse young girls about your company/sector (girls’ days, summer camps etc.)

Internship program and network

Offering internship opportunities for young female graduates, and establishing a program to stay in contact

Marketing events Organizing HR marketing events (open days, job fairs etc.) specifically for women

Marketing materials Developing HR marketing materials (brochures, website, job descriptions etc.) free of gender bias

Recruitment process

Developing a transparent recruitment process free of gender bias

Training for recruiters

Sensitizing HR personnel and recruiters for existing gender biases


Work arrangements Offering flexible work arrangements (flexible working hours, teleworking)

Family care programs

Supporting child or elder care (child care facilities, after school spaces, homework assistance, financial resources, information resources etc.)

Mentoring programs Offering mentoring opportunities for young female employees

Leave programs Implementing marriage and maternity leave programs (regular communication to women throughout this time period in order to increase employee loyalty)

Safety at the workplace

Implementing zero tolerance programs for sexual harassment


Mentoring/Coaching/ Training programs

Mentoring, coaching and/or training promising female employees

Talent pool management

Keeping track of progress of female employees, and developing respective career plans for them

Promotion free of gender bias

Developing a transparent evaluation and promotion process free of gender bias, and sensitizing recruiters for potential gender biases

Role models Promoting success stories of female managers throughout the company

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3. Application form

When you have an idea for a gender diversity initiative in mind, you can start writing it down in the application form.

The sub-sections below equal the sub-sections of the application form. The bullet points give detailed information on each blank you are asked to fill in.

3.1 Company information

This section asks for your company and contact details.

Company name: Please insert the full name of your company.

Legal form: Please insert the legal form of your company.

Industry: Please insert the industry your company mainly operates in.

Number of employees: Please insert your company’s approximate number of employees working in your country.

Contact address: Please enter your company’s address. If there are various branches in your country, please indicate the address of the branch, in which the contact person’s office is.

Contact person: Please select one main responsible colleague for the proposed gender diversity initiative. This person will be our main point of contact, and should be available for queries.

Company information (Example)

Company name: Telejordan LLC. Legal form: Limited liability company (LLC)

Industry: Telecommunication / Retail … Number of employees (approximately): 1,100 in

Jordan

3.2 Proposal of gender diversity initiative

This section summarizes your proposed gender diversity initiative.

Please give short and precise answers, and avoid repetitions. If you structure your text in bullet points, please make sure you are still answering in whole sentences.

3.2.1 Title

Please give a meaningful title to your initiative. This is also a good check for you to see if your initiative’s focus is sufficiently clear.

Proposal of gender diversity initiative (Example 1)

Title of planned initiative:

Girls’ Day! Enthusing female high school students for Energypt.



A childcare centre for Telejordan – Supporting employees in reconciling family and professional life



Mentoring programs – Supporting our female employees in their career advancement

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3.2.2 Context

Please give us some background information on your proposed initiative.

Please explain the current gender diversity situation in your company, which – if possible – highlights why there is need for action. Please try to underpin your explanation with relevant data.

Please summarize which circumstances particularly challenge your company in terms of gender diversity. Why is the status quo as it is?

Context: Explain briefly the need in your company for the proposed initiative: (Example 1)

Low female representation:

Share/number of women: 30%/360 female employees

Share/number of female applicants: 28%/280

…

Many girls are interested in fields of study not related to our corporate activities


Many women left Telejordan in 2012:



…

Many female employees quit their careers after giving birth


Low representation of women in top positions


Share/number of women on executive board: 10%/1 woman

…

Many women and men underestimate female potential

3.2.3 Gender Diversity Metrics

Please provide the following Gender Diversity Metrics of your company (HR data on gender relations in the company, e.g. the share of female employees, the turnover rate of women compared to men or the share of women in management).

Gender Diversity Matrix Number of female employees 240 Share of female employees

20%

Number of women leaving the company (yearly)

10 Voluntary turnover rate of female employees* (yearly average)

4%

Number of women in top management

4 Share of women in top management 10%

Number of women in middle management

35 Share of women in middle management 10%

* Voluntary turnover rate: No. of female employees leaving the company at the end of the year as % of all female employees in company at the beginning of the year.

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3.2.4 Action field

As has been described in section 2.2, you can anchor your gender diversity initiative in one out of three action fields: recruitment or retention or career advancement.

Please tick the box that matches your main action best.

The Gender Diversity Competition focuses on three action fields relevant for companies in the MENA region. Which field of action describes your initiative best? (Example 2)

☐ Recruitment of women to work in the private sector

☒ Retention of female employees

☐ Career advancement of women

3.2.5 Objective

Please clearly define your initiative’s objectives.

Objective: Please indicate what exactly you want to achieve with your initiative (several answers possible). Please quantify targets and set deadlines.

Target group: Please indicate whom you are targeting at with your initiative. Be specific: “Existing employees” or ”External stakeholders” would be too vague – rather talk about “Female employees below management level” or “Female engineering graduates”.

If you target at more than one group, please indicate how you are planning to involve each group.

Objective: Explain in 2-3 sentences the general objective and the target group(s) of your initiative.

(Example 1)

Objective:

We want to increase the share/number of female applicants at Energypt from 28%/280 applicants (in 2012) to 40%/400 (in 2015).

…

Target group(s):

Female engineering graduates: We want to motivate them to apply at Energypt.

…


(Example 2)

Objective:

We want to decrease the female turnover rate from 10%/44 women quitting (in 2012) to 5%/22 women quitting (in 2015).

…

Target group(s):

Female employees right before/in/after maternity leave: We want them to make use of the childcare program and remain in the company.

…


(Example 3)

Objective:

We want to increase the share/number of women on the executive board from 10%/1 woman (in 2012) to 30%/3 women (in 2015).

…

Target group(s):

Talented female new joiners: We want them to become part of our Mentoring program and advance in their careers.

…

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3.3 Action Plan and Timeline

In section 2.2, you decided on a core topic of your project. Now it’s time to choose the actions that bring your project to life.

3.3.1 Action Plan

The table in the application form provides one field for each action. Please write down a short description of the actions that you propose (e.g. “Run ‘Mentoring training’ for managers to make them aware of the initiative and win their support”).

Action Plan (Example 1)

Action 1: Find cooperation partners to organize Girls’ Day

Action 2: …


Action 1: Conduct survey to assess need for childcare support

Action 2: …


Action 1: Match interested mentors and mentees

Action 2: …

Action 3: …

3.3.2 Timeline

Your timeline should be realistic – think thoroughly of what you can realize within 16 months, and consider potential delays (plan with “buffers”).

Please mark with an “X” all months in which the respective action is taking place.

Timeline (months)

Please indicate with an “x” in which month you plan to implement the respective activities.

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2 3 4 5 6 7 8 9 10 11 12

Action 1: … x x x

3.4 Project Management

Initiating and managing a gender diversity project is a challenging step in every company. The Project Manager is a key person capable of organising the work of the project team and of ensuring the timely implementation of the project. The Project Manager has also an important role in communicating the results to the top management and ensuring their support throughout the implementation of the project. Please name the project manager and the project team and describe briefly their tasks and responsibilities.

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Project Management

Project Manager and Project Team: enter the names and functions of the employees in charge of

implementing the project. Describe their tasks and the working time allocated to the project.

Project Manager:

Amal Al Maghribi, HR Associate

10 years working experience in the field of HR and 5 years working for Energy Corp.

Responsible for:

Coordinating the project team and their tasks, including team meetings

Coordinating with GIZ/EconoWin about the advancement of the project activities

Ensuring that the activities are implemented according to the timeplan and budget

Supervising the quality of the activities and deliverables

Developing a detailed project plan

Implementing action 1 of the action plan (motivate and sensitize corporate actors involved in HR marketing and recruiting for the initiative and its objectives)

The Project Manager will allocate 20% of her working time during 12 months. Project Team:

Asmae Lamrabet, Corporate Communications, in charge of action 2 (create HR and general marketing materials free of gender bias and adjust existing ones) with 10% of her working time during 12 months. Amine Belghiti, HR, Recruiting Officer, in charge of action 3 (invite female high school students to an open day - Girls’ Day) and of action 4 (organize open day for female university students/graduates) with 15% of his working time during 12 months. Karim Saddiki, HR, Training, in charge of action 5 (create networks of female employees) with 10% of his working time.

3.5 Statement of commitment

This section summarizes the obligations of your company and GIZ/EconoWin. Only if you agree (by ticking the “yes” boxes), we can consider your application.

3.5.1 Technical/in-kind support

You agree that you are applying for technical/in-kind support. Technical support will be granted to all winner companies, and include the following:

GIZ will assist you in implementing your corporate gender diversity initiative during the entire implementation phase.

You will be offered trainings (e.g. management training at your company site) and receive invitations to networking events (e.g. awarding ceremony for all winners of the Competition).

Your gender diversity initiative is professionally monitored/ evaluated in an interim and a final report.

Your initiative will be promoted as “best practice”.

3.5.2 Financial/in-cash contribution

You agree that you are applying for financial/in-kind support. Financial support will be granted to all winner companies, and cannot exceed 35,000 EUR (in local currency) or 40% of the total budget.

Please fill in the blanks according to your budget plan (please see section 4 of this application guide).

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Please indicate the total budget of your proposed initiative (equals field G 49 of your budget plan) in your local currency

Please indicate the expected in-cash contribution from GIZ (equals field I 49 of your budget plan)

Application (Example)

We propose the gender diversity initiative described in this application to be implemented in our company. The implementation can start in May, 2017, and should take approx. 12 months.

We apply for technical support and financial contribution for the implementation of the initiative.

☒ Yes

☐ No

Requested financial contribution (as detailed in the attached budget plan)

Total budget of planned initiative: in local currency:

963.600 MAD in EURO: 88.460

Expected financial contribution from EconoWin [max. 40% of total budget; between 10,000 and 35,000 EUR]

in local currency: 243.600 MAD

in EURO: 22.363

3.5.3 Implementation

You agree that you intend to implement the proposed gender diversity initiative at your company starting from January 2016 for a period of 16 months.

You will provide internal resources as indicated in the budget plan.

You will closely cooperate with the GIZ team.

You will participate in trainings and events organized in the context of the Gender Diversity Competition.

You will provide GIZ with information for monitoring and evaluation purposes.

You will spread information about your initiative to internal (e.g. information e-mail to your employees) and external stakeholders (e.g. article on homepage).

You agree with GIZ promoting your initiative in marketing materials (naturally, all materials need your authorization before publication).

We commit ourselves to implement the initiative if we are selected as a winner of the Gender Diversity Company Competition. Specifically, we agree to… (Example)

… provide the internal resources needed for the initiative (esp. personnel) ☒ Yes

… cooperate with the GIZ team and consider its suggestions ☐ No

… participate in the offered trainings and events

… provide information for monitoring and evaluation purposes

… communicate the initiative to internal and external stakeholders

… allow GIZ promote the initiative in publications, events and presentations

Technical Support

An EconoWin consultant team supports the implementation of the initiative for 16 months

Trainings and networking events are offered for the project team and management.

The intiative is professionally monitored and evaluated.

The initiative is communicated as best practice throughout the MENA region.

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3.5.4 Management approval

Please select two persons from your company’s top management (e.g. HR Director, Chief Marketing Officer) to officially confirm the application.

Name: Please insert the manager’s first name and last name.

Function: Please insert the manager’s function/position.

Telephone number: Please insert the manager’s direct phone number (alternatively you can provide the phone number of her/his assistant).

Email address: Please enter the manager’s direct e-mail address.

The initiative - as described in this application - was approved by our top management. (Example)

Management Contact

Name: Sherif Helmy Telephone Number: +20 XXXXXXX ☒ Yes

Function: CEO Email Address: [email protected] ☐ No

Management Contact

Name: Ahmed Amr Telephone Number: +20 XXXXXXX ☒ Yes

Function: General Manager Email Address: [email protected] ☐ No

4. Budget tool

In addition to the application form, we would like you to send us a budget plan for your initiative. For this purpose, we developed an Excel-based budget tool, which will support you in calculating yours and GIZ/ EconoWin’s cash-in contribution.

We are aware that at this point in time your planning cannot be fully adequate. Therefore, we would kindly ask you estimate costs as precisely as possible.

Please take a look at the sample budget plan on our homepage – it gives you a good overview of how to fill in your own budget plan.

4.1 General terms

The budget tool supports you in creating your budget plan, and additionally serves as basis for requesting in-cash contribution from EconoWin.

Please find below the general terms and conditions of GIZ/EconoWin’s in-cash contribution:

GIZ/EconoWin covers maximum 35,000 EUR (in local currency) and 40% of your total budget. You can double check if you are meeting these requirements in cell J 49.

Furthermore, GIZ/EconoWin’ in-cash contribution is limited to certain cost categories. The table below gives an overview of cost categories that cannot and that can be covered by GIZ/EconoWin.

Costs that cannot be covered by EconoWin Costs that can be covered by EconoWin

Compensation of internal personnel (e.g. HR recruiters dedicating part of their working hours to the implemented project)

Initial expenses (e.g. basic equipment for a childcare facility)

Operating expenses (e.g. rent for a childcare facility)

Travel expenses (e.g. travel to a company fair)

Expenses for buildings (e.g. land, construction materials)

Event expenses (e.g. organization of a Girls’ Day)

Communication expenses (e.g. flyers to be distributed in high schools)

Education/training expenses (e.g. creation of a training program for female employees)

mailto:[email protected]

mailto:[email protected]

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4.2 Do’s and Don’ts

Some cells in the budget tool need your input, others calculate the results automatically. Please make sure you are respecting the guidelines below.

Please enter… Please do not enter…

… all costs arising from personnel, training, travels, equipment/infrastructure, communication and other items

… costs occurring from EconoWin consultants - they must not be displayed in the budget planning

… your information in the white rows … any information in the grey rows

… your information in columns

C (cost category)

D, E, F (quantity, unit, cost per unit)

H (comment)

I (requested in-cash contribution)

… any information in column

G (total costs – sum up automatically)

… additional white lines if you need more sub cost categories

… additional grey lines – if the main cost category you need is not displayed, please use the main cost category “Other”

4.3 Filling in the budget tool

As a first step, please label your budget plan, so that we can match it to your application form:

Please copy the title of your planned initiative in field D5.

Please copy your company name in field D6.

Please copy the name of your contact person for the initiative in field D7.

As a second step, please enter in field F6, which currency you are referring to in your estimations.

Subsequently, please fill in your estimated project budget and the requested amount EconoWin should cover as outlined in the following:

4.3.1 Internal personnel

Internal personnel, such as HR staff, will most probably make up the largest part of your company’s contribution.

Cost category: Please enter in column B the job title of the required personnel (e.g. HR manager, marketing assistant, …)

Unit: Please enter in column E an appropriate unit. When referring to internal personnel, it usually makes sense to count “months”.

Quantity: Please enter in column D the quantity of the units you need during the entire course of initiative. Consider the following:

Not all staff can dedicate 100% of their working hours to the project. If, for example, a Diversity Manager supervises the project for 3 days per week (=60%), please enter a quantity of 9.6 months (16 months*60%).

Not all staff needs to join the project for 16 months. If, for example, you need full-time capacity of a marketing assistant during the first 8 months of the project, please enter a quantity of 8 months.

Comment: If there is more information needed to understand your estimation of costs, please explain in column H. If you needed to calculate quantities (as explained above), please write down your calculation here.

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Requested in-cash contribution: Please note that costs of internal personnel cannot be borne by GIZ/EconoWin (column I)

Cost category (Example)

Quantity Unit Cost per unit

Total costs

Comment Requested in-cash contribution by EconoWin

PERSONNEL 672,000

Internal personnel

672,000

1 Marketing Manager à 40%

9.6 month 40,000 384,000 60% capacity for supervision over 16 months = 9.6 months in total

0

1 HR Assistant à 100%

16 month 18,000 288,000 0

…

4.3.2 External personnel

External personnel refers to workers complementing (not replacing) your internal personnel.

Cost category: Please enter in column B the function of the required personnel (e.g. legal advisor, architect, nurse, …)

Unit: Please enter in column E an appropriate unit. When referring to external personnel, it usually makes sense to count “days”.

Quantity: Please enter in column D the quantity of the units you need during the entire course of initiative.

Comment: If there is more information needed to understand your estimation of costs, please explain in column H.

In-cash contribution by GIZ/EconoWin: Please enter the amount that you would like to be covered by EconoWin in column I. Please note that EconoWin can only cover

… costs of external personnel that does not simply replace internal personnel

… initial costs (e.g. architect), and no operating expenses (e.g. nurse)



Total costs


External personnel

1 Architect 30 day 1,500 45,000 45,000

1 Legal advisor 10 day 1,800 18,000 18,000

2 Nurses 16 month 8,000 128,000 2 nurses à 8 months

0

…

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4.3.3 Training

You might want to offer internal or external trainings:

(1) You can organize internal trainings for informative purposes, e.g. to raise general awareness of the economic importance of gender diversity, or make participants familiar with your particular gender diversity initiative. You can also organize internal trainings in the context of your selected action field, e.g. career advancement trainings for female employees

(2) You can organize external trainings as part of your selected action field, e.g. application trainings for female high school students

You can enter both kinds of trainings in the budget plan:

Cost category: Please enter in column B the items you need for the training (e.g. trainers, catering, …)

Unit: Please enter in column E an appropriate unit. When referring to trainers, it usually makes sense to count “training days” (which comprise working hours for preparation and training). If you are referring to materials or catering, it is recommended to calculate costs per “participant”.

Quantity: Please enter in column D the quantity of the units you need to realize the training(s).

Comment: If there is more information needed to understand your estimation of costs, please explain in column H. This especially refers to the estimated amount of participants.

In-cash contribution by GIZ/EconoWin: Please enter the amount that you would like to be covered by EconoWin in column I.



Total costs Comment Requested in-cash contribution by EconoWin

TRAINING 1 external trainer for management training

1 training day 2,000 2,000 2,000

Print of materials for management training

30 participant 50 1,500 1,500

…

4.3.4 Travel expenses

Travel expenses can refer to two kinds of travel arrangements:

(1) You or your colleagues plan to go on trips, (e.g. to arrange cooperation with potential partners such as universities, other companies etc.) or present your initiative at fairs or other events.

(2) You plan to cover travel costs for external invitees (e.g. you arrange an open day at your company and reimburse participants’ travel expenses) or internal invitees (e.g. you organize a career advancement meeting for female employees at a location different from your company site).

You can enter both kinds of travel expenses in the budget plan.

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Cost category: Please enter in column B the destination and purpose of the planned trip(s).

Unit: Please enter in column E an appropriate unit. When referring trips, it usually makes sense to count “trips”.

Quantity: Please enter in column D the quantity of the units you need in the course of the initiative. When referring to trips; it usually makes sense to count the number of people going on each trip.

Comment: If there is more information needed to understand your estimation of costs, please explain in column H. This especially applies if you calculated averages for travel expenses.




Total costs


TRAVEL EXPENSES

Career fair in Casablanca

2 company repre-sentative

3,500 7,000 including expenses for train ride (round trip) and hotel (3 nights)

7,000

Reimbursement of travel expenses for participants of Women’s Career Day

20 participant 1,147.5 22,950 Estimation: 5 participants use local transport (90 MAD), 15 participants take long-distance trains (700 MAD) and spend one night at a hotel (800 MAD)

22,950

…

4.3.5 Equipment/Infrastructure

Equipment/Infrastructure refers to expenses for your project office or the construction/equipment of facilities you want to establish (e.g. childcare facilities, room for homework assistance).

Cost category: Please enter in column B the type of equipment/infrastructure you need for your initiative. If you have large expenses (e.g. set-up of a child care facility), please specify (e.g. land, construction materials, furnishing, equipment).

Unit: Please enter in column E an appropriate unit. For equipment/infrastructure, it usually makes sense to use “lump sums”.

Quantity: Please enter in column D the quantity of the units you need in the course of the initiative.


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In-cash contribution by GIZ/EconoWin: Please enter the amount that you would like to be covered by EconoWin in column I. Please note that EconoWin covers initial expenses only – this means we can neither bear the costs for rent nor for constructing a building or buying land.´




EQUIPMENT / INFRASTRUCTURE

Construction materials for child care center

1 lump sum 250,000 250,000 0

Construction of child care center (through construction company)

1 lump sum 100,000 100,000 0

4.3.6 Communication

Communication costs refer to marketing/promotion materials, invitations and their shipping.

Cost category: Please enter in column B the communication means you will need during the course of your initiative. Please differentiate between printing and shipping costs.

Unit: Please enter in column E an appropriate unit. For the promotion of events, it makes usually sense to refer to the number of events. For printing and shipping expenses, you can refer to the number of recipients.


Comment: If there is more information needed to understand your estimation of costs, please explain in column H. This especially refers to estimating quantities.




Total costs


COMMUNICATION

Print flyers to be distributed at career fairs

4,500 flyer 1 4,500 Approx. 1,500 flyers/career fair

4,500

…

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4.3.7 Other

This category gives you the opportunity to enter all cost categories that do not match any of the preceding main categories, e.g. internal or external events.

Cost category: Please enter your cost category in column B. Since the main category “Other” does not imply a context, please make sure your description is meaningful.

Unit: Please enter in column E an appropriate unit.







OTHER

Print t-shirts for „Girls’ Day“

25 T-Shirt 60 1,500 1 shirt/participant

1,500

…

4.3.8 Final check

Before submitting your budget plan, please check if your requested in-cash contribution by EconoWin is below 35,000 EUR (in local currency) and 40% of your total budget. You can see your result in cell J49 – if the cell is green, you are meeting the requirements.

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5. Edition notice

The regional project “Promoting Employment of Young Women through Gender Diversity Management in Companies in the MENA Region – EconoWin” supports private companies in Egypt, Jordan, Morocco and Tunisia in realizing their corporate Gender Diversity project. Together with business associations, it promotes Gender Diversity Management in the private sector in MENA. EconoWin is implemented by the Deutsche Gesellschaft für Internationale Zusammenarbeit (GIZ) and commissioned by the Federal Ministry for Economic Cooperation and Development (BMZ), Germany. The project is part of the BMZ Special Initiative on Stabilisation and Development in the Middle East and North Africa.

Published: May, 2017

application guide for companies - econowin

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