This document summarizes the findings of a study on gender-related knowledge, attitudes, and practices in coordination mechanisms for climate change and disaster risk reduction in the Caribbean. The study surveyed 112 respondents from 9 Caribbean countries. It found gaps in knowledge of gender issues and approaches. While respondents were aware of the gender dimension of resilience, workplace culture was not always respectful and women felt more disrespected. There were also gaps in institutional mechanisms for integrating gender. The study provides an opportunity to address these issues by tackling discriminatory policies and promoting continuous gender training, safe workplaces, and accountability.

1. Gender-Responsive
Resilience Building
in the Caribbean
Understanding the role of
knowledge, attitudes, behaviours,
and practices in coordination
mechanism for climate change and
disaster risk reduction

2. • The gender-related knowledge, attitudes, and behaviours of individuals are
shaped by their lived experiences, perceptions, education, and culture.
• At the institutional level, the policies and practices that are in place may or may
not promote gender equality, both in the workplace and in interactions with
external stakeholders.
• Collectively, these factors influence the work of the institution, either creating the
conditions for gender-responsive approaches or reinforcing barriers.
• A KABP study presents an opportunity to explore these issues in a structured way,
providing an informed basis to tackle discriminatory policies, practices and
behaviours.

3. 112 Respondents from 9 countries:
Antigua and Barbuda, Belize, Dominica, Grenada, Guyana, Jamaica, Saint Lucia, Saint Vincent
and the Grenadines, Suriname

5. There are gaps in
knowledge of gender
issues and approaches.
There is no single
knowledge gap that
emerges as most
important to fill.

6. Respondents are aware
that resilience to climate
change and disasters has
a gender dimension.

7. The workplace culture is
not always respectful.
Women are more likely
to feel disrespected.
Respondents are ready
to address sexual
harassment in the
workplace.

8. The majority of
respondents consider
themselves to be gender
equality champions in
their institutions.
Almost half of men always consider themselves to be champions for
gender equality vs. 33% of women.

9. There are gaps in the institutional mechanisms
for integrating gender in coordinating institutions
for adaptation and DRR.

10. On an individual level,
respondents are making
efforts to integrate
gender in their work with
external stakeholders.

11. What is the biggest barrier
to achieving gender equality
in your country?
“Misconceptions and
patriarchy.”

12. What is the biggest barrier
to achieving gender equality
in your country?
“The fact that managers and
leaders think they are
gender neutral, but in fact
they are gender blind.”

14. Raise awareness of gender
policies and mandates across
different institutions.
Make certain everyone
understands that gender
equality is their responsibility,
regardless of their role.
Raise awareness of gender
policies and mandates
across different
institutions.
Foster a safe and inclusive
workplace culture. Eliminate
discrimination through
dialogue and other measures.
Promote continuous
learning by investing in
gender training and
mentoring.
Create incentives for
positive behaviours and
practices related to gender
equality.
Put institutional
mechanisms in place to
support gender-responsive
approaches.
Build accountability by
tracking and reporting on
progress, both internally and
externally.

15. Thank you!