From Gender Inclusion to
Gender Integration
Plenary: Peace and inclusion
Date:13th Feb 2014
Next Steps Conference 2014
Gender Inclusion Policy in MB
• Representation
• Organisational Processes to ensure Gender
Inclusion
• Inclusive Spaces
• ...
Gender Representation
Total Strength

Percentage of Women Staff

C Level

33

Sr. GM

50

Heads

42

Sr. Manager

70

Mana...
Organisational Processes to ensure Gender
Inclusion

• Gender Executive at state level
• HR representation at each operati...
Inclusive Spaces
• Male and female mentors at session
• Proportionate toilet and changing facilities for
male and female
•...
Gender sensitive programming
• Training to trainers at all level on treating boys
and girls with respect
• Every session a...
Next Step 2014 presentation by Monisha Singh Diwan from Magic Bus India Foundation
Next Step 2014 presentation by Monisha Singh Diwan from Magic Bus India Foundation
Upcoming SlideShare
Loading in …5
×

Next Step 2014 presentation by Monisha Singh Diwan from Magic Bus India Foundation

374 views
302 views

Published on

Published in: Education
0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total views
374
On SlideShare
0
From Embeds
0
Number of Embeds
3
Actions
Shares
0
Downloads
2
Comments
0
Likes
0
Embeds 0
No embeds

No notes for slide
  • India Women in Parliament       Women have a poor 11% representation in India's Lok Sabha and 10.6% in the Rajya Sabha, making India 108th among 188 countries covered in the annual analysis on statistics of women members of parliament (MPs) conducted by the Inter-Parliamentary Union (IPU). According to India’s Finance Minister, Mr Chidambaram, only 26% of women in India have bank accounts. According to the Gender Gap Report shared at the World Economic Forum (2013), of 136 countries evaluated for the gender gap in the area of health, education, economics and politics, India stands at 101. It is the lowest ranked of the BRIC economies!Our commitment is from inclusion to integration ----Gender considerations are integrated within organizational structures as well as throughout all programs and projects. This implies that there is a proactive awareness of and sensitivity to the ways in which spaces and processes are gender inclusive or exclusive. An understanding of context and the ways in which gender operates to enable or disable access to choices is therefore fundamental to the organisational programme.The organisation also recognises that Sport tends to be conceived as activity that encourages the building of ‘masculine’ traits and that girls’ participation is therefore doubly challenging.The Sport for Development programme of Magic Bus is based on the commitment to ensure the full participation and development of each child who enrols for it. Following from this mandatory basis for the programme, each session is held up by five programmatic pillars: an environment that is joyful and safe, a process that is participatory and involves learning by doing (or experiential learning) and a mentoring relationship that scaffolds learning for each child. Each of these pillars is gender sensitive, ensuring therefore that the programme moves towards equal gender representation at all levels.
  •  To ensure full partcipationTo ensure total commitment to Gender Inclusion in the programme as well as the structure of the organisation To promote a zero tolerance policy to gender based discrimination and violence in the content and conduct of the Magic Bus programme, and the conduct of the organisation – internally as well as externallyTo reach out to the communities the organisation works with to ensure inclusive spaces for both genders and to build gender sensitivity  Our key indicators for the Gender inclusion policy
  • Rep50% representation of girls in the core programme50% representation of females among the Community Youth Leaders who volunteer to conduct the programme50% representation of females among Youth Mentors who guide and supplement the work of CYLs50% representation of females among Training and Monitoring officers responsible for the Youth Mentors and CYLs50% representation of females in organisational leadership (roles of Heads and above)CYL’S- Children-
  • Organisational PrA Child Protection /Gender Inclusion Executive at each state office in the organisationHR representation at each of the 22 operational spaces of the organisation ensuring the implementation of the Sexual Harassment PolicyZero tolerance to discrimination against any person on the basis of genderGrievance and redressal mechanism in place aligned to the child protection policy
  • Inclusive SpacesAll Magic Bus spaces will be accessible to both females and males. In order to ensure this every space will haveSafe access routes- roads, staircases etc that are available to girls and women to accessProportionate toilet facilities for both males and females (where applicable)Changing spaces for both males and females (where applicable)Both female and male mentors in every sessionAltogether this year, Magic Bus has ensured that 2546 playgrounds across the country are more accessible to girls, This is big here where public spaces are not acccessed by girls and “playground” like spaces are still percieved to be meant for boys, thus putting them on the path to reclaim other areas of growth and development.
  • The content and method of each session in the Magic Bus programme is sensitive to and address gender differences In the programme, care is taken that activities should encourage and retain participation. Where both girls and boys have opportunities to experience success.. To be the best they can be--- opportunities to perform, to lead, ---- awareness, choice and controlEco systemic approach----Each intervention programme will proactively reach out to engage with communities and families to ensure that girls are allowed to participate in the programme Intense work with parents to change mindsets if they are not supportive Strategies---Parent collective---- Magic advocates and practices mixed gender sessions facilitated by both a male and female Magic Bus representative. Where this is not possible, Magic Bus will begin with separate sessions for girls and boys and systematically build community consent for mixed gender sessionsEach session of the Magic Bus programme reinforces the messages that girls and boys have equal rights to play/ health/ education/ livelihoodProgramme of Magic Bus enable girls and boys to build an understanding of difference and a mutual sense of respect towards the prevention of Gender based discrimination and violence. Magic bus is partnering with MARD (Men against Rape and Discrimination)- a call for action initiated by FarhanAkhtar, in response to the gruesome rape in Dec 2012 where our youth volunteers are advocating MARD in communities and around… Ahsan- staff at Magic Bus--- his elder sister had married early but he negotiated and delayed his younger sisters marriage. Gulafsha is now in college.. Gulafsha lives with her supportive parents and older brother in Mahim, a section of Dharavi, Asia's largest slum. They have encouraged her throughout her five years in Magic Bus and she now plays on the Magic Bus Girls Soccer Team in Mumbai. Through her hard work and dedication in school, family and community, Gulafsha has been able to represent Magic Bus at the 2010 FIFA Football for Hope and at the 2011 Julie Foudy Sports and Leadership Academy. She has taken a lifetime of lessons back from the Foudy Academy and has enjoyed sharing her learnings with other girls her age back home in Mahim and Dharavi.Farzana, a YM in the old city of Hyderabad who now is a force of motivation for many, it is seeing her and her enthusiasm that many girls from her college are now volunteering in MB. These girls CYLs come in their traditional attire i.e. burqa and take sessions in pairs. These girls are now learning to exert their agencies, they are slowly and steadily climbing the ladders of empowerment. It would be going too far to say that they are all free and all gender stereotypes are broken. Rather here is a whole bunch of girls in the traditional conservative Muslim neighborhood of old Hyderabad, who are learning to negotiate gender boundaries and reassign gender roles. Like for instance, for Nafida coming to take sessions and play every week in the community for the last year and half with other girl CYLs. For her to do it with boys is still something which is an absolute ‘no no’. While for Shakila, with her mother’s support coming and taking sessions is a big step. This young energetic bright girl takes one of the best sessions and is simultaneously pursuing her studies. But for her the negotiating of her boundaries restricts her from telling her father about it. As not only would be stop her taking session, but also her studies.  Pooja- CYL in Delhi, 18 years old, is completing her undergraduate degree and wants to join the police force after she graduates. Wearing Short hair, trousers and shirt and a whole lot of confidence and a powerful voice As I marvelled at the confidence and eloquence of one sister after another, I also found myself noticing how easily Pooja carries her entirely unique look. With her short hair, trousers and oversized shirts, she is often mistaken for a boy when she ventures into new parts of Savda to recruit children to the Magic Bus programme. The rest of her sisters sport long hair, but champion Pooja’s unique look and style. They seem proud of the fact that she stands her ground as far as her physical appearance goes and say it matches her personality. She is the only female customer of the local barber and her mother laughingly tells stories of times when Poooja’s female friends get into trouble at home for being seen walking with their arms around ‘some boy’.  With a powerful voice and a flare for the theatrical, I watched as she transformed the space in which she conducted her session. At complete ease with girls and boys alike, she commands respect and is deeply proud of the fact that no other local team- not even other MB teams in the area- have been able to beat her team at football. “I don’ care if they are girls or boys. They are equal as far as I’m concerned. They have to win. That’s all. I tell them nothing less will do.” She instils a sense of excellence and sportmasnship in all the children she coaches and teaches. She and her mother attest to the fact that children in the neighbourhood have gone from being lethargic and bored to now being full of energy and enthusiasm. Pooja admits that the same transformation has alos affected her own life. “I used to study, and basically just hang around at home. I didn’t do much, was very limited in my activities once I came home from school. Now I love my regular sessions with my kids. They don’t allow me to be even a minute late. They come to my house to fetch me!” Pooja believes MB has changed her life dramatically. Like many others, she now has goals, dreams for her future and a clear sense of how to go about achieving them. She has much more confidence and is now dedicated to cinstantly improving her health and fitness in order to reach her goal of joining the police. She encouraged all the local children- especially girls- to join free self defece classes when they were being offered and will not brook any claims from anyone about girls and boys being unequal or unwilling to play together.
  • One of our supporter filmmakers made this film as a representation of the Magic Bus mentor. The children in the film are from the Magic Bus programme.
  • Next Step 2014 presentation by Monisha Singh Diwan from Magic Bus India Foundation

    1. 1. From Gender Inclusion to Gender Integration Plenary: Peace and inclusion Date:13th Feb 2014 Next Steps Conference 2014
    2. 2. Gender Inclusion Policy in MB • Representation • Organisational Processes to ensure Gender Inclusion • Inclusive Spaces • Gender sensitive programming
    3. 3. Gender Representation Total Strength Percentage of Women Staff C Level 33 Sr. GM 50 Heads 42 Sr. Manager 70 Manager/ Assistant Manager 46 Level 4 (TMO, Officers) 25 Level 5 (Co-ordinators) 45 Level 6( Yms, Assistant) 38 CYL’S 33 Children 42
    4. 4. Organisational Processes to ensure Gender Inclusion • Gender Executive at state level • HR representation at each operational space to ensure sexual harassment policy • Zero tolerance to discrimination and violence on basis of gender
    5. 5. Inclusive Spaces • Male and female mentors at session • Proportionate toilet and changing facilities for male and female • Sourcing safe play spaces
    6. 6. Gender sensitive programming • Training to trainers at all level on treating boys and girls with respect • Every session at MB reinforces gender parity • Every indicator at MB is assessed from the gender disaggregated lens

    ×