WOMEN & FINANCE
WOCCU’s programs ensure equitable access to financial services and products, and support women’s leadership in the industry.
What We Do
A look at our different interventions
DESIGNING FOR WOMEN
INCENTIVES TO INCLUDE WOMEN
WOMEN'S LEADERSHIPWOCCU established the Global Women’s Leadership Network (GWLN) to provide women with the opportunity and resources to make a measurable difference in the lives of each other, in the lives of credit union members and in their communities. GWLN addresses the credit union industry’s gender gap in leadership while also leveraging resources to strengthen the economic security of women and their families. We provide professionals with tangible skills, tools and resources they need to lead, and actionable steps for organizations to follow, delivered through training programs and our communications platform.
Currently, there are 255 GWLN Sister Societies (local chapters) established in 28 countries.
We work to include women to not only become credit union members but also to serve in credit union leadership roles.
In Liberia, 65% of the management staff of program credit unions are women. At end of our project in Rwanda, 529,060 credit union members were women, representing 40% of the total membership. We also delivered training to 26 female credit union managers in auditing tools, business planning and financial literacy.
DESIGNING PRODUCTS & SERVICES FOR WOMENThrough our programs, we have also worked with financial institutions to design financial products specifically tailored towards women. In Kenya, we supported the development of six tools for women micro-entrepreneurs and farmers. These interventions have proven successful in Kenya, where 36% of partner financial institution customers are women. In Haiti, WOCCU has worked with savings and loans groups that are exclusively women, mostly women or have equal membership percentages between men and women. This inclusivity has created an equitable outreach strategy, and in some cases, female beneficiaries exceed male ones, such as in our Colombia program where 60% of beneficiaries are women.
Gender sensitivity in field officer banking: Field officers often travel into rural and remote areas to provide financial services (including financial literacy). Financial institutions using field officer banking target women beneficiaries by hiring female field officers, scheduling meetings that are aligned with the communities’ schedules and ensuring that women are elected to leadership positions within the groups.