GENDER SCORECARD FORM

National Bank of Ethiopia’s Gender Scorecard initiative

Instructions for Data Collection

Introduction: NBE’s Gender Scorecard Initiative:

The National Bank of Ethiopia (NBE) is taking a proactive step toward enhancing gender equity in the financial sector through the development of a Gender Scorecard. This initiative aligns with Ethiopia’s National Financial Inclusion Strategy-II (2021-2025) and broader commitments to promote women’s financial inclusion and leadership in financial institutions.

Developed in collaboration with the World Bank’s Africa Gender Innovation Lab (GIL), the Gender Scorecard serves as a strategic tool to measure, monitor, and advance gender equality across Ethiopia’s financial sector. The scorecard will require Banks to report gender-disaggregated data on key indicators, ensuring transparency and accountability in addressing gender disparities.

Key Objectives of the Gender Scorecard

✔ Systematic Data Collection & Monitoring

• Establish a structured framework for tracking gender inclusion progress within financial institutions.

✔ Measuring Internal & External Gender Representation

• Capture inward-looking indicators (e.g., women in leadership & workforce composition) and outward-looking indicators (e.g., share of loans & transaction accounts held by women).

✔ Promoting Evidence-Based Decision-Making

• Support policymakers, regulators, and financial institutions in identifying gaps and implementing gender-intentional financial policies.

✔ Encouraging Institutional Change

• Motivate financial institutions to adopt gender-inclusive practices, promote women’s representation, and enhance financial products tailored for women.

Through the design, validation, and implementation of this Gender Scorecard, NBE aims to drive systemic change, ensuring that Ethiopia’s financial sector becomes more inclusive, equitable, and aligned with international best practices as well as national level commitments to women’s inclusion in the financial sector:

• Halve the gender gap in account ownership from 19 percentage points (2020) to 10 percentage points by 2025, stopping its growth by 2023 latest.
• Increase transaction accounts per 100 women from 49 in 2020 to 135 by 2025.
• Promote at least ¼ of the Senior Management (VP and Directors) of the financial institutions to be women. 
• Promote at least two women to have a seat on the board of the financial institutions.

Bank Gender Scorecard Data Reporting Form

Instructions: Financial institutions are required to complete this form to report gender-disaggregated data for monitoring gender equity progress. Please provide point data as of 31 December 2024.

Parental Support Policies

Institutional measures supporting employees with childcare responsibilities. May include onsite daycare facilities, subsidies, or partnerships with offsite third-party providers.

Which of the below apply to your institution when it comes to offering on-site daycare facilities, childcare subsidies or vouchers, or other partnerships with childcare providers for your employees?

Leadership Development & Mentorship

Structured programs aimed at fostering career advancement for female employees. Examples: training, coaching, mentorship programs or sponsorships.

Do you have leadership development, training, and mentoring programs for women employees?

Conventional Credit to Women -  All Women and Women Owned Businesses

The number of credit facilities provided by the institution during a given period Includes all types of loans.

Digital Credit to Women - All Women and Women Owned Businesses

Women-Specific Products

Products and services designed to address women's distinct needs, offering structural benefits to improve accessibility and impact.

Examples: alternative collateral, flexible terms, business development services or tailored financial literacy components.

Excludes rebranded products without substantive differentiation or impact.