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this presentation give you a general view of gender specially what need to as a organization in gender aspect. pls give me feedback and quarry send me email: ai_shahin@yahoo.com

this presentation give you a general view of gender specially what need to as a organization in gender aspect. pls give me feedback and quarry send me email: ai_shahin@yahoo.com

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  • Gender Equity is the process of being fair to men and women. To ensure fairness, measures must often be put in place to compensate for the historical and social disadvantages that prevent women and men from operating on a level playing field. Equity is a means. Equality and equitable outcomes are the results.   Gender Equality means that women and men have equal conditions for realizing their full human rights and for contributing to, and benefiting from, economic, social, cultural and political development.   Gender equality is therefore the equal valuing by society of the similarities and the differences of men and women, and the roles they play. It is based on women and men being full partners in their home, their community and their society.   This slide shows one path to gender equality. The starting point: A person or a group of people decide a form of gender inequality must end. The disparity will no longer be passively accepted. The disparity is analyzed and proven. The harmful effects of the disparity are made visible. Data is collected as evidence. This is the process of gender analysis. The gender data is used to get others to commit to change. Often the first tier of change is an ‘equity mechanism’. For example: equal pay legislation; mandatory free education for all girls and boys; quotas for women in local government. These create the permissive structures and formal environments for men and women to perform the same roles and have the same rights. However, equity mechanisms alone often do not lead to gender equality. They are often only an important step in the process. Just because legislation says all girls and boys should be in school, does not mean that all children are. Deeper gender analysis is now needed into what are the barriers. Socio-cultural, economic and/or political realities may need to change. (If the issue of inequity is within an organization/structure, then the ‘deep culture’ of that organization will need a comprehensive and sensitive gender analysis.) A good gender analysis will identify ‘who’ needs to be engaged as an ally for change. It will also identify engagement mechanisms to bring these people on side. These engagement mechanisms often include: mentoring, networking, sensitizing, recognizing, collaborating, publishing, advocating. Successful engaging of enough of the right influential people will bring action: girls and boys into the class; more male teachers into a female-dominated profession; more women in political office etc. When males and females are both in the boardroom, in the classroom, on the community water committee….. the dialogue starts. It is through communication that men and women get to know the ideas, contribution and skills the other sex possess. It is this ‘sharing the same space’ that leads to women and men equally valuing the other. That is the essence of gender equality.  
  • The subset of gender-based violence by intimate partners is usually referred to as domestic violence, although the term is not always clearly defined. E.g., some may also define child and elder abuse as falling within the definition of dv. In the context of this presentation, dv will refer exclusively to ipv.
  • 3 mins Tutor to talk through the slide
  • 3 mins Tutor to talk through the slide
  • 3 mins Tutor to talk through the slide Lunch break at this point now 12.45pm – resume at 1.30pm
  • 3 mins Tutor to talk through the slide Activity – 20mins In small groups participants will make a SWOT analysis. NEXT SLIDE GIVES MORE DETAIL ON THREATS –SHOW THIS SLIDE NOW WHILE STUDENTS ARE WORKING ON THIS ACTIVITY
  • Tutor will talk through the slide 40mins including activity The tutor will then ask the groups to place their objectives into an action plan with the action plan template Afternoon Tea Break 3pm – 3.15pm
  • Tutor will talk through the slide 15mins Then get participants to look at their final action plan and evaluate their plan in the light of the SMART analysis

Gender presentation Presentation Transcript

  • 1. Prepared by: MD.AMINUL ISLAM shahin [email_address] Gender Presentation
  • 2. W el c o m e
  • 3. Universal Not universal (It depend in Social Culture, Religious &Political view, Economic factor etc.) Sex = male and female Gender = masculine and feminine Sex Gender
  • 4. Do you think, Gender mean women empowerment ?
  • 5. What is Gender ? GENDER: Refers to the Social differences between masculine (male) and feminine (Female). SEX: Refers to the Biological differences ( characteristics ) between male and female.
  • 6. Differences between WD & GD Aims to Incorporate gender consideration into mainstream Aims to Improve women’s participation Changes the position of women Changes the condition of women Increase Empowerment Increase ability Goal is equality Goal is Helpfulness strategic interests/needs practical needs Focus on gender (social) relations Focus on women Gender and Development Women in Development
  • 7. Differences between WD & GD Con..... The Problem The Focus The Approach Deal with Unequal relations of power. Deal with Leaving out (problem) of women. Social relations between men and women Women An approach to development An approach which views women as the problem Gender and Development Women in Development
  • 8. Differences between WD & GD Con..... The Solution The Goal Empower disadvantaged women and transform unequal relations Integrate women into the existing development process Equitable, sustainable development with women and men as decision-makers. More efficient , effective Participation. Gender and Development Women in Development
  • 9. Gender Equality
  • 10. Definition
    • Gender equality starts with equal valuing of girls and boys .
    “ Gender equality means that women and men have equal conditions for realizing their full human rights and for contributing to and benefiting from, economic , social , cultural and political development” Source: ABC of Women Worker’s Rights and Gender Equality, ILO, Geneva, 2000
  • 11. Talking about gender equality for instance means…
    • … talking about gender.
    • … talking about sex.
    • … talking about gender & sex.
    • … talking about work-life balance.
    • … talking about parental & maternal leave.
    • … talking about equal treatment at workplace.
    • … talking about equal pay.
    • … talking about sustainable development.
    • … and last but not least to talk about the strategy of gender.
    • … ..mainstreaming to implement gender equality in all fields.
    • Sources: Twinning Light Project CZ l November 2006 l © Gundel Köbke
  • 12. Gender Equality is NOT
    • A new word to describe an old concept: “women’s empowerment”
    • About promoting women and girls at the expense of men and boys
    • Focusing on men and boys only
    • A priority that can wait until after the fight against poverty is won.
  • 13. Gender Equality IS
    • A development objective in itself, necessary to achieve all other development targets , including poverty eradication, the halt in the spread of HIV, EFA goals..
    • About guaranteeing equality of opportunity, treatment and result for women and men, girls and boys
    • Good for women, girls, men and boys. No one loses out when gender equality is being sought.
  • 14. Approaches to Gender Equality
    • Different policy approaches:
    • Welfare,
    • Equity,
    • Anti-poverty.
    • Efficiency.
    • empowerment.
    • gender mainstreaming.
  • 15. Gender inequality Gender analysis Commitment to act EQUALITY MECHANISMS Gender analysis ENGAGEMENT MECHANISMS Gender equality Steps to Gender Equality © 2003 Linda Pennells
  • 16. Gender Diversity
  • 17. Definition
    • Diversity is about respecting and valuing difference in individuals. A diversity approach aims to recognise, value and manage difference in individuals and to positively strive to meet the needs of different people.
  • 18. Type of different people
    • Culture
    • Age
    • Gender
    • Physical abilities and qualities
    • Ethnicity
    • Race
    • Religion
    • Language
    • Sexual orientation
    • Occupation
    • Work experience
    • Education
    • Income
    • Marital status
  • 19. Why Diversity ?
    • It is an opportunity
      • -- To build diverse teams.
      • -- Diverse knowledge, perspective and experiences
    • Different perspectives can mean more effective problem solving
    • Different values may mean greater business opportunities
    • Increase personal awareness.
    • Learn about other cultures
    • Recognize and practice cross- cultural interaction skills.
    • Maintain awareness, knowledge, and skills.
  • 20. Break the distance Just a example 8’ to 10’ Public distance Social distance 4’ to 8’ Personal distance 18” to 4’ Close distance 18”
  • 21. How promote Diversity
    • Equality Scheme
    • Screening of new/revised policies
    • Equality Impact Assessments (EQIAs)
    • - examples and outcomes
    • Public consultation
    • Action plans
    • - disability/gender
    • Good Relations Audit
    • - new good relations strategy
  • 22. GENDER HARASSMENT
  • 23. Gender-Based Violence Over the Life Cycle : (adapted from Watts and Zimmerman, 2002) Others Intimate partner Family members Prebirth/ Infancy Adolescence Reproductive Elderly age
    • Violence by states (e.g. rape in war)
    • Trafficking
    • Acid throwing
    • Non-partner rape/harassment/violence
    • Dowry deaths/honor killings
        • Differential access to food/medical care Psychological abuse; Coerced sex/rape/harassment; Physical violence; Violence during pregnancy
    • Sex-selective abortion
    • Differential access to food/medical care
    • Violence in pregnancy
    • Physical and sexual violence
    • Psychological abuse
  • 24. Why HR manager Learn about gender Harassment.
    • Because gender is a social and cultural construction and can be changed for better.
    • Because the term “work” has a traditional male – centric meaning.
    • Because the term “workplace” is Mainly
    • thought to be gendered.
    • Thus gender discrimination (Harassment) happens at the work place.
  • 25. Categories of Sexual Harassment.
    • Quid Pro Quo.
    • Latin term meaning “this for that”
    • Conditions placed upon a person’s career or terms of employment in return for sexual favors.
    • Hostile ( unfriendly) Environment.
    • Unwelcome behavior and unreasonably interferes with a person’s working conditions.
    • Unwelcome comments and/or behaviors of a sexual nature.
  • 26. Nature of Gender Harassment.
    • Intentional physical contact. (Traveling, Meeting, Training, work etc)
    • Emotional/Psychological ( Women are not done everything perfectly because women's are weak, unskilled etc so when they perform good men's are try to harass, )
    • Verbal act ( comments, request for dates etc)
    • Visual act ( mobile, face book, e-mail, etc)
    • Unwelcome Company ( Eating, Mobile, etc)
    • Economic.
    • During pregnancy ( Bangladesh Air hostage)
  • 27. Definition “ Sexual harassment is any unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature” “ Sexual harassment occurs when one person attempts to use power over another in the workplace through sexual pressure”
  • 28. Impact of harassment (Consequences)
    • For employees:
    • A harassed Persons commonly suffers from emotional stress, powerlessness and depression, physical illness etc.
    • Harassment leads to frustration, loss of self respect, absenteeism and decrease of productivity.
    • Women form low income groups often accept sexual harassment as they can not afford to loose the income needed for family survival.
  • 29. Impact of harassment (Consequences)
    • For organizations:
    • Leads to workplace tensions which in turn may hamper team work, collaboration and work performance.
    • Increased absenteeism and lower productivity result.
    • Also can be the cause behind valuable employees quitting or losing their jobs.
    • In a growing number of countries where court action may successfully result in payment of damages and fines, financial risks are on the increase.
  • 30. HR Manager & Organizational Responsibility
  • 31. HR Manager & Organizational Responsibility
    • Building Awareness.
    • Make Own Protection policy, Rules etc.
    • At the individual level also it is important for a staff who is victim of harassed to speak up.
    • Made a fey reference or example to respect for dignity and no tolerance for harassment.
    • Make a good Communication.
    • Organize Training & workshop.
    • Establish a complaint procedure.
    • Promptly investigate complaints
    • Involve more female employee in all activities.
  • 32. Gender mainstreaming
    • The objective of gender mainstreaming is the achievement of gender equality goals in everything that the organization does.
  • 33. 6 steps to Gender mainstreaming
    • Step 1-
    • developing an understanding of gender equality.
    • Step2 -
    • focus is on determining the conditions for gender mainstreaming,
    • Step3 –
    • Planning and Organising Gender Development Work
  • 34. 6 steps to Gender mainstreaming Conti…..
    • Step 4 –
    • Auditing, surveying, analysis and the formulation of objectives from a gender equality perspective.
    • Step 5 –
    • implement the Program/activities
    • Step 6 –
    • evaluating the outcome of an operation or activity from a gender perspective.
  • 35. 1.Understanding Gender Equality The Strategy Cycle 7.Revision 2.Internal and External analysis Audit of Gender Equality 3.Find gaps in Equal treatment 4.Planning For Equality 6.Evaluation 5.Implementation
  • 36. SWOT Analysis
    • S TRENGTHS What do we do well in terms of gender equality?
    • W EAKNESSES What do we do not so well?
    • O PPORTUNITIES How can we be more gender equal ?
    • T HREATS What are the risks of Gender Inequality?
  • 37. Planning Mainstreaming
    • Action Plan
    • OBJECTIVES
    • PERSON RESPONSIBLE FOR ACTION
    • START DATE
    • TARGET DATE
    • RESOURCES NEEDED
  • 38. S pecific :goal & methods must be clearly defined M easurable : define your objectives numerically A chievable: humanly possible, with required resources R elevant :objective must add value to plan T ime: framed set deadlines
  • 39. Gender-Responsive Budget: Assists in Impact assessment Auditing Monitors & Evaluates policy Manages implementation Utilizes human resources to their full potential Assists planning Promotes equity Prioritizes needs/ allocation of resources Gender- Sensitive Budget
  • 40. Challenges as a HR manager
    • Defining ‘what’ violence you want to measure.
    • Ensuring safety and ethical standards.
    • Ensuring validity of the measures (events).
    • Analysis concerns.
    • Handling carefully.
    • Poor awareness .
    • Weak commitment .
    • Inadequate knowledge of equal opportunity policies and other business tools .
  • 41. Remember: RESPECT R esolve conflicts at the lowest level E xplore options to improve relationships S ensitize yourself & your subordinates P romote positive human relations E liminate unacceptable behavior C onsider organization & employee needs T each non-discrimination skills by example
  • 42. Gender situation in Bangladesh
  • 43. Early Marriages in Asia Source: GID Database
  • 44. Mean Age of Women at Marriage in Asian Countries Source : GID Database Country Years Bangladesh (SA) 19 Nepal (SA) 19 India (SA) 20 Pakistan (SA) 21 Papua New Guinea 21 Vietnam 22 China 23 Indonesia 23 Korea, Rep. 25 Sri Lanka (SA) 25 Australia 29
  • 45.  
  • 46.  
  • 47.  
  • 48. Roadmap of BD government Activities Timeline 1.Updating National Gender Strategy and develop additional tools By 2012 2.National Gender Situation analysis: review and analyze existing information and arrange to collect additional information for gender responsiveness By 2011 3.Policy dialogue and national level advocacy Ongoing 4.Identify and finalize integrated indicators and targets By 2012 5.Develop Capacity Building Action Plan By 2011 6.Resource Allocation By 2010-11
  • 49. Incidence of top ten violence's by ranking .. Sources: Situation of Violence Against Women (VAW) in Six Selected Districts under Dhaka Division by PRIP TRUST, 2009
  • 50.
    • Girls and women are not habituated to protest male’s evil approaches
    • Patriarchal mentality of the society
    • Lack of proper actions happen against the criminals in area
    • Being beautiful or young
    • Getting alone at workplaces or home
    • Love-trap of bad boys
    • Traditional social system
    • Evil notion of male towards girls and women
    • Joblessness of youths makes them doing evil activities
    • Less scope of other entertainment males concentrate to women·         
    Underlying causes of VAW .. Sexual Harassment Sources: Situation of Violence Against Women (VAW) in Six Selected Districts under Dhaka Division by PRIP TRUST, 2009
  • 51. Position of women in family.. Sources: Situation of Violence Against Women (VAW) in Six Selected Districts under Dhaka Division by PRIP TRUST, 2009
  • 52. International & National Protection Protection
  • 53. International Protection
    • Every major global agreement now includes a gender component:
    • United Nations charter (1945)
    • Universal Declaration on Human Rights (1948)
    • UN convention on the political Rights of Women( 1952)
    • UN Covenant on civil and Political Rights (1966)
    • UN Covenant on Economic, social and cultural Rights (1966)
    • Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW) (1979)
    • International Labor Conference of ILO members ( 1985 & 1991)
    • Convention on Biodiversity (1992)
    • Chapter 24 of Agenda 21 (UNCED 1992)
    • World Conference on Human Rights (1993)
    • International Conference on Population and Development (1994)
    • Convention to Combat Desertification (1994)
    • World Summit for Social Development (1995)
    • Beijing Platform for Action (1995)
    • Millennium Declaration (2000)
    • Johannesburg Plan of Action (2002)
    • Hyogo Framework for Action (2005)
  • 54. BD Constitutional Guarantee (National) .
    • The Bangladesh Constitution, 1972 guaranteed equal rights to all citizens, regardless of gender, religion and other social division.
    • Article 27 of Constitution- All citizens are equal before law and entitled to equal protection of law.
    • Article 28 and 29: Prohibits dissemination on the grounds only on religion, race, caste, sex or place of birth.
    • Article (3) reserved 15 Parliament Seats for women which was raised to 45 later on.
    • Women seats are also reserved in the local governments.
  • 55. National protection (Bangladesh)
    • Bangladesh Government has ratified CEDAW, Beijing and ILO Charter.
    • The suppression of violence against women and children act of 31 January 2000( modified in 2003) for the first time made sexual harassment as criminal offence punishable by law. The law offers ten(10) years imprisonment.
    • ** Section 10(2) of the women and children act refers:
    • “ Any man who in order to satisfy his lust in an improper manner, outrages the modesty of a women or make absence gestures, will have engaged in sexual harassment for this, the above mentioned male will be sentenced to rigorous imprisonment of not more then seven years and not les then two years and beyond will be subjected to monetary fines as well”
  • 56. Others related laws supplement the issue
    • The penal code of 1860 status: whoever, intending to insult the modesty of any women, utters any work, makes any sound or gesture or exhibits any object, intending that such gesture or object shall be seen by such women, shall be punished with simple imprisonment for a term which may extend to one year or with fine or with both.
    • The prevention of terrorism ordinance of 1992: which had a stated life span of two years in sec 02(03) made the annoying of any girl, teenager, including any minor or adult women in the roads vehicles, education institutions or in any public place an offence.
    • Many others laws to deal with violence against women, though not explicitly on sexual Harassment.
    • Recent 02 order:
    • - Eve- teasing
    • - No punishment in school.
  • 57. Develop Gender sensitive Policy
  • 58. How to develop a policy
    • Consult existing policy. (HR, Gender, Service etc.)
    • Look for memo, letters etc that has informally introduce many gender friendly thing.
    • Meet & consult the employers & employee in different groups and different sessions and take note of their feedback.
    • Survey others organizational policy.
    • Share the policy in different phases with the employee.
    • Develop policy in line with organizational mission & Capacity.
  • 59. Making Intervention in the existing policy
    • Review organization’s mission and vision.
    • Recruitment policy.
    • Promotion policy.
    • Leave policy.
    • working conditions and new way of working.
    • Staff training and development.
    • Sexual harassment handling committee etc.
  • 60. Of course we do it together
  • 61. ?
  • 62. Prepared by: MD.AMINUL ISLAM shahin Training officer A4 Consultants Thank you all