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PowerPoint Three
 

PowerPoint Three

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    PowerPoint Three PowerPoint Three Presentation Transcript

    • Assessing Organizational Capacity: Factors
        • • Organizational mandate
        • • Organizational history and culture
        • • Personnel
        • • Organizational Expertise
        • • Organizational routines and procedures
        • • External environment and pressures
    • Gender-Blind Organizations
          • Have no recognition of gender differentials
          • Management may be insulated by the hierarchical structure of the organization
          • Employees may lack awareness of issues or be passive towards gender issues
          • Appropriate gender objectives include:
          • Initiation of discussion about gender issues through provision of facts and figures
          • Identification of a gender leader within the organization whose gender capacities can be enhanced and supported
    • Gender-aware Organizations
          • Have awareness of gender differentials but this awareness has not been translated into practice
          • Gender equality is not likely to be a stated objective of the institution
          • Management can feel threatened or intimidated and seek solutions that ‘make the problem go away’ without changing the status quo
          • Employees may be aware but unable to actively promote gender equality due to personal risk
    • Gender-aware Organizations
          • Appropriate gender objectives include:
          • Implementation of strategies such as alliances beyond the organization that can enhance gender capacity
          • The identification of opportunities and resources available within the organization that can be mobilized, such as opportunities for gender training workshops
    • Gender-redistributive Organizations
          • Have interventions in place to transform existing distribution of resources and rewards to create a more balanced relationship between men and women
          • Management cares about its organizational gender image and is interested in making alliances with change agents although it may need support in policy development and implementation
          • Employees have access to gender training and tools to bring policies into practice
          • Employees are rewarded for promoting gender equality activities
    • Gender-redistributive Organizations
          • Appropriate gender objectives include:
          • The development of systems to monitor and evaluate existing policies and strategies
          • The promotion of innovative practices
          • Networking with regional groups and institutions in order to act as leaders in regional social change
    • Quantitative Base Line Data
      • Male and female employees within specific job categories, ranks or designations within the organization as a whole and the specific units the project workers are based
      • Educational attainments and levels of male and female team members and staff
      • Number and type of programs that exist for professional development
      • More …
      • Number of staff attending gender training events
      • Male and female wages or salary differentials within the organization
      • Male and female promotion rates
      • Existence of an Officer for Gender Equality Issues or Gender Equality Policies within the organization
      • How often are gender equality goals of the organization assessed?
    • Qualitative Base Line Data
      • What decisions do women and men in the organization make based on their particular job category, rank and responsibilities?
      • What decisions are women and men team members not allowed to make in the organization? Why?
      • Are there aspects of everyday activities that women or men are responsible for but on which they do not have the power or right to make decisions?
      • Who makes decisions on the use of resources for organizational activities (e.g. training, research, community outreach)? Why?
      • More …
      • Who has access to what kind of information in the organization?
      • How does access to information affect decision-making for those involved in the project?
      • How are women and men in the organization promoted?
      • What opportunities exist for professional development? Who gets to attend these events?
      • What incentive and reward structure exists in the organization for professional enhancement?
      • More …
      • What are the barriers or constraints to the participation of wo/men that may affect project outcomes? How may these obstacles be overcome?
      • What are the activities and programs of the Gender Equality Office, or outcomes of organizational Gender Equality policies, if any?
      • How are Gender Equality goals of the organization assessed? What kinds of factors might be contributing to reaching gender equality goals? Detracting from reaching these goals?