Bangladesh gender audit :a feminist case study


Harvey, Jeannie.. (2007). Bangladesh gender audit :a feminist case study. Theses and Dissertations Collection, University of Idaho Library Digital Collections.

Bangladesh gender audit :a feminist case study
Harvey, Jeannie.
Sex--Bangladesh--Auditing--Case studies Sex role--Bangladesh--Auditing--Case studies
Natural Resources
What does a gender audit offer a development organization that takes the time to conduct it? Does conducting a gender audit ensure gender integration or that gender equity policies will be followed? What is known about results years after an audit has been conducted? This study focused on these questions using case study research.;A gender audit was completed in the United States Agency for International Development (USAID)/Bangladesh mission from July 2003 to July 2004 conducted by the USAID/Bangladesh gender team and the author while serving as gender advisor in Dhaka. Developed in the mid-1990s by Morris and Kindervatter (1995), the InterAction gender audit self-assessment tool has been conducted in more than 20 development organizations. Little research has been conducted of these audits to enhance understanding of the value and contributions of this organizational assessment tool (James-Sebro 2005; Moser 2004; Moser et al. 2005). The gender audit of USAID/Bangladesh is the only full audit process completed in a USAID mission, although several have been initiated.;The USAID/Bangladesh gender audit served as context for this bounded case study (Stake 1995), which focused on the gender audit process, rather than on development or women's issues in Bangladesh. Eleven in-depth interviews, researcher journals and archival documents, created a picture of the current status of gender integration in the USAID/Bangladesh mission. Interview respondents were current or former USAID/Bangladesh staff; all were familiar with the gender audit process, most having participated directly in the audit itself.;Three years after conducting the gender audit, respondents felt that gender was taken more seriously, and that staff were held accountable for complying with gender policies and rules. Changes such as creation of a permanent mission gender advisor position, continued active momentum of the gender team, and inclusion of gender language in position descriptions were signs of positive institutionalized changes. Leadership support was high although some feared coming changes in senior management. Technical capacity of staff to conduct gender analysis had increased; however, staff still wanted technical gender training. Gender was still viewed as a woman's issue and resistance to gender integration persisted.;Several recommendations emerged. Respondents urged USAID to conduct gender audits in other missions and to conduct annual updates. The audit process would also be strengthened by reaching project beneficiaries.
Thesis (Ph. D., Natural Resources)--University of Idaho, December 2007.
Major Professor:
William J. McLaughlin.
Defense Date:
December 2007.
Format Original:
ix, 243 leaves :ill. ;29 cm.

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