Project Details.

To conduct the Human Resource Development Assessment to ensure that GIZ Pakistan has a gender-balanced and diverse staff, to increase overall efficiency in gender mainstreaming and diversity in country offices, projects, and programs, and thereby contribute significantly to the country's annual goals, gender and diversity strategies, and overall portfolio. The assessment draws on secondary data, including overarching gender and diversity policies, HR policies and procedures, staff development policies, pay scales, and the measures undertaken by GIZ to promote gender and diversity balance in the staff. The document review provided foundational insights about the HR architecture in the GIZ Pakistan office. 

It also helped to identify the structural gaps in the policies and mechanisms concerning gender and diversity integration. The team also collected primary data through individual interviews and group discussions with GIZ leadership, gender experts, national and provincial staff (covering all provinces and different projects), gender focal persons (GFPs), and HR staff. A mixed-method approach to data collection techniques consisted of primarily qualitative and marginally quantitative methods. Where possible, efforts were made to provide numerical enumerations to present the data. 

HIMAT Consulting Pvt Ltd conducted a comprehensive document review, semi-structured key informant interviews, and semi-structured group interviews for data collection. 

Furthermore, the team conducted a debrief session and an action planning workshop with GIZ. The purpose of the assignment work plan (AWP) is to evaluate GIZ Pakistan's human resources in order to guarantee diversity and gender parity, improve efficiency in these domains, and support yearly objectives and plans. Utilizing secondary data from numerous programs and initiatives, the examination found structural inadequacies in the integration of gender and diversity. Interviews and discussions with GIZ leadership, gender experts, and workers from all provinces were used to gather primary data. This all-encompassing strategy sought to strengthen the HR architecture and fix policy flaws.