Institutional Development of the 50/50 Group

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Overview

[dropcap type=”circle” color=”#ffffff” background=”#E670E6″]D[/dropcap]uring the period – Nov.2009 – Dec 2010, the organisations objective was to consolidate 50/50 achievements as a stronger gender, policy and training organisation. This was similar to other functional areas in terms of how the organisation continues with existing initiatives while exploring other new opportunities for institutional strengthening.[/tab_item]
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Staff Renewal and Development

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ll staff continued to be encouraged to actively participate in all activities of the organisation including staff meetings and programme activities. Staffs were constantly briefed upon processes being embark upon to secure funding and other emerging programmes especially in relation to coalition building and WSSG activities and networking.

Some executive members of the organisation provided technical support to programme activities including training and facilitation. Some executive members were also co-opted to serve as board members and chair persons to some reputable national and international organisations including the Independence celebrations Committee and CIVITAN – South Africa.

In another development, some donors and partner organisations provided staff capacity trainings for which some staff including executive members benefited.[/tab_item]
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Proposal for Funding

[dropcap type=”circle” color=”#ffffff” background=”#E670E6″]D[/dropcap]evelopment of proposals and seeking relevant donors for funding is a critical resource for institutional development and sustainability. The organisation continued to seek funding from its traditional donors as well as new ones to support its expanding programmes and newly introduced themes. The group also collaborated with other women’s partner organisation to submit joint proposals for support o women’s rights, political empowerment and gender work. The organisation also provided technical support and advice in endorsement of proposals from other women’s organisation that sought its assistance.[/tab_item]

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Recognition

[dropcap type=”circle” color=”#ffffff” background=”#7099E6″]A[/dropcap]n important indicator for the effectiveness of the 50/50 group has been its recognition and acceptance in mainstream circles about the organisation as a critical voice in civil society, women’s rights movement, and participation in governance, politics and public life. Specifically, critical actors, policy makers and NGOs are either referred to the 50/50 group or the group is called upon to share its perspective on democracy, governance, women’s participation and gender equality. Notable among these during the period includes:

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Staff Training

[dropcap type=”circle” color=”#7099E6″ background=”#ffffff”]M[/dropcap]embers of staff had the opportunity of enhancing their learning and improving upon their skills through their participation in relevant training programmes, workshops and conferences. In addition to the programmes organised by the 50/50 group, staff and some executive members participated in the under listed programmes

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