The purpose of this KPI is to monitor the gender representation of WFP’s workforce as part of effective people management. Tracking a more equal proportion of men and women employees support WFP’s commitment to gender parity, workforce diversity, and an inclusive organizational culture where all employees feel valued and respected. The indicator enables WFP to assess progress toward equitable representation across the organization, with the expectation that each office advances toward gender parity in line with its operational context
CALCULATION FORMULA
Result KPI = ( Σ women employees)/(Σ total number of employees ) X100
For the calculation above, the following definitions apply:
Total number of women employees, regardless of type of contract and duration
Total number of employees refers to the overall number of employees at WFP regardless of contract type
CALCULATION STEPS
Identify the total number of employees that are women
Identify the total number of employees
Divide the number of employees that are women by the number of all employees and multiple by 100 to obtain the % of women
DATA SOURCE
Data is available from HR Analytics Dashboard
DATA COLLECTION METHOD
Data is collected by downloading from HR Master Data and Corporate Systems
AUTOMATION
Automated
BASELINE VALUE
42%
ASSUMPTIONS
Sustained Organizational Commitment: WFP leadership continues to prioritize workforce diversity and gender parity as core elements of effective people management
Accurate Gender‑Disaggregated Data: Accurate and disaggregated employee data by gender is available and reliably captured and maintained in the corporate systems
Supportive Policies and Practices: WFP maintains policies, guidance, and enabling measures that promote gender equality throughout the employee life-cycle
Contextual Flexibility: Country Offices can adapt expectations and targets in line with local labour markets, cultural contexts, security environments, and recruitment constraints
LIMITATIONS
Operational and Resource Constraints: Budget reductions, staffing limitations, and operational pressures may limit the organization’s ability to actively recruit, retain, and support women employees, particularly in complex or rapidly changing environments
Cultural and Behavioural Factors: In some operating contexts, prevailing social norms or labour market practices may discourage or restrict the participation of women or other underrepresented groups in formal employment, influencing the pool of available candidates
Contextual and Geographic Challenges: Many WFP duty stations are located in hardship or high‑risk environments. Security constraints, mobility requirements, or difficult living conditions may disproportionately affect women’s ability to take up or remain in certain posts, slowing progress toward gender parity
Data Quality Issues: Delays or inconsistencies in updating HR records – particularly gender-disaggregated fields-may affect the accuracy, completeness, and timeliness of this indicator
Scope of Measurement: The KPI captures numerical representation only. It does not reflect other factors such as career progression, distribution across grades, leadership representation, or workplace inclusion