Women do have a place at CIAT-Africa!

Provide feedback on what systems, processes, actions have enhanced or may be hindering their personal and professional development and provide ideas (where they are immediately ready) on what should continue to be promoted, what can be improved and how”. This one-day meeting took place at Tara Suites, Gigiri on the 27^th of April with over 20 women. It was informal, providing a comfortable environment to talk about what it means to be a woman with different identities (mother, wife, single lady, local and foreigner in CIAT) and how these influenced our work positively or otherwise. This retreat was organised by a group of women in CIAT, who started off talks with other female CIAT colleague’s weeks before the retreat itself. The talks were meant to get colleagues thinking about issues we faced in the office and at home which affected our efficiency, and what some of the solutions to these problems might be. The retreat started with warm-up talks. We were asked why we choose to work at CIAT? After which we had to say what has been our highlights, low moments and ouch moments. We started talking from the most recent recruits and ended with those who have been in CIAT for decades. This was a nice icebreaker and got ladies talking about issues which affect their work but also make it easier. From the highlights, low moments, we could already pick what was working for us, and we wanted to be maintained. The open door policy was one issue women appreciated so much and wanted it to continue. Having a breastfeeding room was appreciated and has led to considerable improvement in the lactating mother’s efficiency at work. Having two flex days every month to use if need be, was welcomed by everyone. We also pointed out some challenges in creating an efficient and inclusive environment:

• Have more inclusive rules related to maternity/paternity/ leave days.
• Build the capacity of CIAT-Africa staff in terms of gender and diversity at the workplace
• Cultivate clear and gender-sensitive, transparent communication and decision making mechanisms

Among others, the group provided the concrete suggestions to increase maternity leave for all CIAT-Africa staff to 18 weeks and institute a two weeks’ paternity leave, which was granted after a feedback session with CIAT-Africa director Debisi Araba. So, some of the resolutions have been implemented. Two female colleagues have benefited from the maternity leave schemes. There is a planned visit by the communication team from headquarters this week and hopefully some internal communication issues raised during this retreat will be addressed. The education benefit program launched this year also addresses issue raised during this retreat on the provision of trainings that meet the request made by colleagues in the performance appraisals. Women have a place at CIAT and their contributions valued. Women in CIAT-Africa, have decided to speak up (including saying No) when the need arises.We agreed that to achieve equality and inclusivity we need to understand the institutional policies and push for more inclusive and sustainable practices that will grow our work and career in CIAT and beyond.