Full-time Employees: Female Managers (OI1571)

This metric is intended to capture the number of unique, individual female managers employed by the organization in full-time roles as of the end of the reporting period. This metric excludes Temporary Employees (OI9028).

Organizations can refer to the glossary for additional guidance on defining management. The composition of management varies with an organization’s stage and type, but managers are generally responsible for setting objectives (defining goals for the group and deciding what work must be done to meet those goals), organizing (dividing work into manageable activities and selecting the right people to accomplish them), motivating and communicating (creating a team out of individuals through decisions on pay, promotion, and communications), measuring (establishing targets and interpreting and analyzing performance), and developing people.

Organizations are also encouraged to footnote if the number reported for this metric includes any female managers in the following positions: Chief Executive Officer or President, Chief Operating Officer, or Chief Financial Officer.

To report in line with 2X Challenge requirements, organizations must disaggregate by number of full-time female employees at the Senior Management level using the 2X definition: C-Suite or equivalent (e.g., Managing Directors, Partners). As titles may vary with organizational size and stage, some judgement is required.

This metric is multi-dimensional with regard to the five dimensions of impact: it may help describe the WHO dimension when the stakeholder group represented by the metric is the stakeholder group targeted by the investment or organization. It may also help measure the HOW MUCH Scale dimension, which helps estimate the number of the targeted stakeholders experiencing the outcome. For more on the alignment of IRIS metrics to the five dimensions of impact, see IRIS+ and the Five Dimensions of Impact (https://iris.thegiin.org/document/iris-and-the-five-dimensions/). No single metric is sufficient to understand an impact; rather, metrics are selected as a set across all dimensions of impact. When possible, the selection of metrics to measure and describe the five dimensions should be based on best practice and evidence.