Background

The most significant milestones are set forth below:

In 2001, the first multidisciplinary group was set up in the entity to analyse and reflect on gender issues. In 2006 the entity’s gender group was formally set up, comprising hired and voluntary staff from the different work areas of ALBOAN. Its main function is to promote the mainstreaming of gender equity throughout the entire organisation. During 2006-2007, with the collaboration of the gender group of the Basque Country NGDO Coordinator, a Gender-focused Organisational Analysis was carried out (self-assessment). This process was widely participated by the team and led to the preparation of the entity’s first Pro Gender Equity Plan and the subsequent drawing up of its gender policy.

Courtesy of Cruz Noguera. Illustrator

At strategic level, the most significant approaches and positions are set forth in the following institutional documents:

• Strategic Planning (2005-2008) incorporates gender equity as a specific objective to be worked towards from different areas of activity.
• Strategic Planning (2009-2013) integrated gender equity mainstreaming in both the organisational culture and the organisation’s activities, as well as gender mainstreaming as a strategic objective in and of itself.
• Strategic Planning (2014-2018) incorporates the commitment to gender equity in the entity’s Mission, across the board in all objectives and explicitly in Strategic Objective 5: “To incorporate Gender Equity mainstreaming throughout our activity and in the partner organisations with whom we collaborate”.
• Strategic Planning (2020-2025), once again the twofold nature of gender equity is recognised: from the mission, as a sectoral mainstay or inherent strategic cause, and also as a cross-cutting strategy addressed by the rest of the priority strategic causes of the entity for this period.

Regarding the entity’s positions and specific plans in the area of gender, we highlight the following:

The first ALBOAN Gender Policy, 2008-2015. The gender policy defined a series of specific positive actions to ensure the fulfilment of the objectives set out, and a set of verifiable indicators was created to assess results and achievements.

In 2011, after an external evaluation carried out by outsourced consultants, the 2012-2015 Pro Gender Equity Plan was defined, incorporating 3 strategic lines: To promote Women empowerment, incorporate mainstreaming of gender in the organisation and eliminate inequalities. This plan was rolled out in 4 areas: Organisational culture, People and Human Resources, Work areas and Communication.

Some work rolled out during this period was:

• In 2010, the first guide to the use of inclusive language was drawn up; as well as an Analysis of texts and images from the gender perspective (2010).
• In 2012, the ALBOAN Work-Life Balance Plan (2012) was created as part of the Internal Regulations.
• In 2013, the Programme for Organisational Strengthening around gender was put into action for partner organisations, reserving a budget allocation and offering specific technical assistance for organisations in the process of pro-equity organisational change.
• In 2013, the Foundation’s first Protocol against sexual and sexist harassment and abuse was drawn up.

In 2016, the entity’s 2^nd Gender Policy 2016-2021 came into force, broadening ALBOANs narratives around feminist theories and approaches (eco-feminism, intersectionality, positive masculinities, co-education, the feminist hermeneutics of theology, etc.) and in greater connection with other organisations.

In 2017, the entity’s 2^nd Pro Gender Equity Plan 2017-2020/1 came into force, with 3 strategic lines.