Gender At Work India Program

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A Glimpse into the India Program: G@W is a collective working to strengthen organizations in order to build cultures of equality and social justice, and has had a presence in India since 2008.

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  • THE ANT- ASSAM, ECO-NET- PUNE, AMIED- RAJASTHAN, DOOSRA DASHAK- GUJARAT, SAATH- GUJARAT, GRAM VIKAS KENDRA- JHARKHAND, VANAGANA- UP, DALIT SRI SHAKTI, YUVA GRAM- MAHARASHTRA, SAVARAJ- GUJURAT, MJAS- RAJASTHAN
  • Gender At Work India Program

    1. 1. + GENDER AT WORK: A GLIMPSE INTO THE INDIA PROGRAM 27th June 2012
    2. 2. + GENDER AT WORK G@W is a collective working to strengthen organizations in order to build cultures of equality and social justice. Aims to advance gender equality by supporting socialchange organizations to change their structures, processes, and programs
    3. 3. + GENDER AT WORK Registered as a non-profit organization in 2003, presence in India since 2008.
    4. 4. + AMIED DOOSRA DASHAK PARMARTH MJAS VANANAGA SAVARAJ SSK LOK SAMITI NRESWN THE ANT GVM SAATH YUVA GRAM ECONET DSS G@W-INDIA PARTNERS 2009 onwards
    5. 5. + GENDER AT WORK: ACTION LEARNING PROCESS Collaborated with 20 PARTNERS, across India all participating in ACTION LEARNING PROCESSES to bring about a change in their structures, processes and or programs, aiming to lessen gender discrimination therein (2004- 2011)
    6. 6. + CHANGE PROJECTS AT A GLANCE: PROGRAMME  GRAM VIKAS (2004-2005): To form men’s groups in selected villages to specifically address issues of violence against women: not only by direct intervention but also by sensitizing the male youth to the issue  CHILDREN’S PARLIAMENT (2008-09): To instill among members of Children’s Parliament an understanding on gender equality, specially around education of girl children. Gender Minister/Ministry formation to ensure issues of discrimination highlighted and addressed.  DOOSRA DASHAK (2010-11): Form a gender training team within the organisaiton with the skills and ability to conduct gender trainings at the community level as well as at the level of the organisations staff (over 300 staff members)  SAATH (2010-11): To assess and improve the impact of micro finance support and services to its 12000 members in order to change/improve the status of beneficiary women at the individual, family as well as at the level of society.
    7. 7. + CHANGE PROJECTS AT A GLANCE: ORGANISATIONAL DAPU (2004-2005): Building women’s leadership in a dalit union in Andhra Pradesh To engender the leadership of DAPU at the Block and District level. They had one woman heading their District-level operations (of 20 District Coordinators) and no women at the level of State organizational leadership/management. HUL (2008-09): To embed the principles of gender equality within HUL so that gender consciousness seeps into the structure, programs, work ethics and culture of HUL, a newly formed/nascent organization. The ANT (2010-11): To develop a deep rooted and dynamic gender policy to promote gender balance within the Ant’s staff and in its programmes. GRAM VIKAS KENDRA (2010-11): To bring about a change in the existing inequality within the organisation(gender related) to be done by building the understanding of GVM’s Board, core team, putting a gender policy in place and developing a five-year strategic plan on gender in the organisation. SAVARAJ (2010-11): To build the second line of leadership in the organisation which is based on a model of collective leadership.
    8. 8. + CHANGE PROJECTS AT A GLANCE: COMBINED UDAAN (2008-09): To understand the change that has occurred since the inception of the organization: internally within the organization as well as at the individual level (amongst staff but also amidst the team and teachers). Also to reflect the change at the community level (school) in terms of the VALUES promoted by the organisation and its practices. AMIED (1010-11) : To amend the organization’s staff policy to ensure a greater number of Muslim women join the organization (even though their beneficiaries were muslims, representation of muslim women on staff was minimal . To increase the participation of Muslim women in the community based School Management Committee (SMC) mandated by a recent Government Law. MAHILA JAN ADHIKAR SAMITI (2010-11): To put in place a systematic staff policy which reflect the feminist principles and values of MJAS without compromising totally on the flexible nature. To document the history of the organisation in a manner which tells its story from the point of view of the many women and their myriad perspectives that have shaped this unique women’s collective.
    9. 9. +
    10. 10. + GENDER AT WORK: DALIT WOMEN AND LIVELIHOODS  Partnering with 4 organisations from UTTAR PRADESH on an intensive programme on Dalit women and livelihood.  Collaborating with 2 organisations from Andhra Pradesh on the project.
    11. 11. + RATIONALE FOR PROJECT Political Rights: Dalit Social Rights: Women Economic Rights: Right to Work All three dimentions could be explored in the context of NREGA
    12. 12. + NATIONAL RURAL EMPLOYMENT GURANTEE ACT (NREGA) BRIEF HISTORY The National Rural Employment Guarantee Act was enacted in 2005 after a long struggle by trade unions, worker’s movements, women’s organizations, civil society groups and was supported by left parties. FEATURES:  100 days of work  Unemployment benefits  33% reservation for women  Equal wages for men and women
    13. 13. + PROGRAM DESIGN and EVOLUTION OF THE PROCESS Started where organisations/community were at Built on existing strengths Inception Meeting in March ‘10: Lead + Colead + Resource Team Partners Meeting for both States in May 10 Definition of log frame parameters State-wise program management G@W playing consolidation role

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