The aim of gender sensitization to make people aware of the power relations between men and women in society and to understand the importance of affording women and men equally opportunities and treatment.
It is the process of assessing the implication for women and men of any planned a chain, including legislation, policies or programmes , in all areas and all levels. It’s a strategy for making women’s as well as men’s concern & experience an integral dimension of the design, implementation, monitoring & evaluation of polices so that equality is generated and inequality is not perpetuated.
The challenges of gender mainstreaming of women
Psychological glass ceiling
Gender Stereotype Men’s Perceptions Women’s Perceptions Women suited for feminine functions Can perform all functions Women same pay but do less work Do equal work Women find it difficult to cope with police job No problem Not enthusiastic or career minded Committed and challenged Escort only female prisoners Can escort male prisoners also Should not be involved in operation against Can handle every thing Militants and insurgents Women police are gentle As tough as men
Gender Discrimination and Inequality Men’s Perceptions Women’s Perceptions Women are not discriminated there is discrimination Given the same responsibilities not give the same kind of job No need to integrate want to be in the mainstream Superiros not selective in assigning jobs Superiors are selective Should not be given duties on par with men Underestimate capacity of women Women need special training to bring no special training required Par with men
Women do not have enough male allies in their organizations – indeed the interviews reveal residual male fear and resentment of any attempts to change gender relations.
However, women themselves may bear some responsibility for ghettoizing gender in organizations. As gender experts, we may create resistance by monopolizing gender issues, disempowering potential allies including men, or mystifying gender issues with jargon or heavily charged language.
We need to ‘sell’ the idea of gender in our organizations (and with counterparts) via dialogue rather than antagonizing or mystifying. It is also important to emphasize the opportunities for change rather than concentrating only on finding and countering resistance.
What is the barrier between our words, our policies and theories and what we do? Are we afraid that reflecting on gender in our own organizations may be just too painful?
Essential Features to Make an Organization Gender Sensitive
Some very general features that would seem essential to making any organization more gender sensitive and more gender equal are as follows:
Gender equality should be a priority not only in the organization’s mission statement, general objectives, and policies, but also in its internal regulations (recruitment procedures, terms and conditions for workers, etc.)
Since some degree of hierarchy is inevitable in any but very small organizations, this should be offset by a style of management that is open to change and oriented towards training, support, good feedback, and stimulating colleagues.
Management-staff relations should be as non-vertical as possible: open, consultative, listening.
There should be scope for different organizational styles and cultures to coexist and be valued and for men and women together to explore and utilize difference without disempowering either side.
Management should give unequivocal support to gender teams and staff members with specific responsibility for gender issues.
Decision-making access for women should be built into the organization’s structures, not dependent on informal agreements or arrangements, so that women’s access to decision-making does not depend on the personalities and efforts of individuals.
It will not. Generally, simply ignoring sexual harassment will not stop it. Ignoring such behavior may be taken as a sign of encouragement or tacit consent. Many reports, that when they directly tell the harasser to stop, the harassment often, but not always ends. Ignoring such conduct may even be perceived as complicity, condoling and encouragement of the act.
Display of “Power” on the part of perpetrator is the root cause of Sexual harassment. Sexual harassment is form of harassment-which is unwanted and unacceptable to the victim. A.P. survey (Women Police Officers) 86% of Sexual harassment are true. Infact most cases of Sexual Harassment go unreported as
In 1986, a landmark Judgment in the USA in Vinson Vs. Meritor Savings Bank case ruled that sexual harassment is a violation of an individuals right to equal employment opportunities and further defined the employer as liable for sexual harassment claims.
Sexual Objectification of an individual through sexual relations not intended: This includes not only work situations but also harassment in public or social situations, for example on the roads, in buses , negative comments.
Hostile and anti women environment: Pornography in public places, use of foul language. This may not be directed against any particular woman but the effect is of discomfort.
N.Radha bai vs. D.Ramchandran: In 1973, Radhabai, secretary to then State Social Welfare Minister, protested against his abuse of girls in welfare institutions. She was molested and dismissed. In 1975, Supreme Court passed a judgment in her favor with back pay and benefits.
S.C Bhatia Prof in Dept. of Adult and Continuing Education, Delhi University finally dismissed in 1992.
Rupen Deol Bajaj vs. KPS Gill, in 1988 at a dinner slapped her posterior. In 1998 won fined 2.5 lakhs in lieu of 3 months rigorous imprisonment under section 294 and 509.
Dialogues on meaningful legislation has been located with in the sexual assault discourse.
Draft Bill on sexual assault, 1993, by National commission for women. It views sexual harassment as an offence on the continuum sexual assault.
Memorandum on Reform of Laws relating to Sexual offenses, 1996, by Feminist Legal Research Centre, New Delhi, advocated treating sexual harassment as an offence separate from sexual assault. More as a violation to safe working conditions.