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PowerPoint Three

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PowerPoint Three

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

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