ABOUT THE MONITOR
How we compile the data
The FAIR SHARE Monitor measures the number of people identifying as women in leadership positions and ranks them according to how close they are to achieving a FAIR SHARE of women leaders. We define a FAIR SHARE of women leaders as
Having at least 50% women all levels, staff, senior management (including the CEO) and Board
Reflecting the percentage of women on staff in the leadership in case there are more than 50% women in the workforce
For the first Monitor published in March 2019 we took the following steps:
Step 1: We asked the CEOs of 30 major civil society organisations (CSOs) to provide us with the following data on their organisations:
The total number of their staff
The total number of women in their staff
The number of women and men on their Board
The number of women and men on their Senior Management Team
Step 2: We researched publicly available information to find the figures of organisations who did not reply to our call.
Step 3: We sent the data collected to the CEOs of those organisations and asked them to verify and complete the data.
Step 4: We inserted the data delivered by the CEOs (step 1), the data verified/confirmed by the CEOs (step 3) and the data researched by us, but not confirmed by the CEOs, into our FAIR SHARE Monitor.
Since then, we welcomed a number of new organisations who commit to achieve a FAIR SHARE of women leaders, including national organisations for which we will set up a national FAIR SHARE Monitor in the coming months.
Our newest additions to the Monitor and FAIR SHARE commitment are Frontline AIDS and Restless Development as well as Centre for Social Concern and Development (CESOCODE) from Malawi and Noble Delta Women for Peace and Development (NDWPD).
We also started to compile national data of international organisations, measuring the representation of women in leadership across national offices. CARE International and Greenpeace have been the first organisations to publish their full data.
In June 2019, we introduced a new and slightly more complex formula to rank organisations on women’s leadership. The new formula rewards those organisations that have at least 50% of women staff and at least 50% of women leaders.