Organizational culture refers to the shared norms, beliefs, and behaviors within an organization. Gender mainstreaming aims to ensure that both men and women have equal access to resources and benefits at all stages of development. It involves assessing policies and programs to address inequalities and ensure that both women and men benefit. Key principles of gender mainstreaming include analyzing gender issues, committing to equality, and establishing accountability mechanisms. All levels and individuals within an organization are responsible for mainstreaming gender.
This document discusses gender mainstreaming in organizations, policies, programs and projects. It begins by distinguishing between gender and sex, noting the biological differences but also harmful stereotypes. It then discusses case studies and questions about gifts for a new baby boy and girl that could perpetuate stereotypes. The document outlines why gender mainstreaming is important, noting gender inequalities and disadvantages women face in Pakistan. It provides strategies for making organizations gender responsive, including ensuring gender equity in vision/objectives, policies, practices, and decision-making. It also discusses integrating a gender perspective into situation assessments, goals/objectives, implementation, and monitoring/evaluation of projects. The Gender Analysis Matrix tool is introduced to analyze different impacts of projects on women
The document discusses the concept of gender mainstreaming, which aims to promote gender equality by integrating gender perspectives into all policies, programs and projects. It emphasizes bringing gender issues into the mainstream of society to ensure gender equality is a primary goal across all areas of social and economic development. Additionally, it addresses the need for a level playing field with equal opportunities, representation, and participation between men and women.
The session presents gender analysis tools that can be used during project design, implementation and evaluation. The gender analysis tools will help to make the development intervention gender sensitive, so that the benefits of project reach both women and men.
This document provides definitions and explanations of key concepts related to gender mainstreaming. It discusses:
- The definition of gender mainstreaming as developing policies, programs, and development plans from a gender equality perspective to benefit both women and men.
- The differences between women's empowerment, which targets actions specifically towards women, and gender mainstreaming, which takes a gender lens to all programs and considers their differential impacts.
- Key gender-related terms like sex, gender, gender equality, and gender equity and how they are defined.
- The importance of gender analysis and gender-responsive budgeting in mainstreaming gender and addressing inequalities.
The document discusses the concept of gender mainstreaming. It began in 1985 at the Third World Conference on Women in Nairobi and was further developed by the United Nations. Gender mainstreaming aims to promote gender equality by assessing how policies, programs, and legislation will impact men and women. It seeks to make gender perspectives central to all activities from policy development to implementation. The goal is to address inequalities that discriminate against both sexes and ensure initiatives work to reduce gender inequality.
Gender mainstreaming aims to promote gender equality by integrating gender perspectives into all policies, programs, and activities. It seeks to address inequalities that discriminate against both women and men. Gender mainstreaming is not just about improving access or balancing statistics - it targets major economic and social policies to ensure both women and men participate fully and benefit equally from development. It recognizes that gender affects lives from birth and aims to establish a balanced distribution of responsibilities between women and men through determined political action and support.
This document discusses various tools and methods for conducting gender analysis. It defines gender as a socially constructed concept of femininity and masculinity that varies across cultures. Several specific tools are introduced, including the 4R Method from Sweden, Gender Impact Assessment, Gender Analysis, Gender Analysis Matrix, and Participatory Rural Appraisal tools for gender analysis. Each tool is briefly described in one or two sentences. The document provides examples of aspects to analyze using these tools, such as representation, resource allocation, and conditions that influence gender distributions.
The document discusses gender analysis and its importance and tools for the Gender and Development Planning and Budgeting process. It defines gender analysis as a process to identify the status, roles, responsibilities, access to resources, benefits and opportunities of women and men. It notes that gender analysis is important for identifying gender issues, causes, and relevant programs for the Gender and Development Planning and Budget. Key tools of gender analysis discussed are the Gender-Responsive Problem-Solution Finding Analysis Matrix and guidelines for assessing gender mainstreaming.
This document discusses gender mainstreaming in organizations, policies, programs and projects. It begins by distinguishing between gender and sex, noting the biological differences but also harmful stereotypes. It then discusses case studies and questions about gifts for a new baby boy and girl that could perpetuate stereotypes. The document outlines why gender mainstreaming is important, noting gender inequalities and disadvantages women face in Pakistan. It provides strategies for making organizations gender responsive, including ensuring gender equity in vision/objectives, policies, practices, and decision-making. It also discusses integrating a gender perspective into situation assessments, goals/objectives, implementation, and monitoring/evaluation of projects. The Gender Analysis Matrix tool is introduced to analyze different impacts of projects on women
The document discusses the concept of gender mainstreaming, which aims to promote gender equality by integrating gender perspectives into all policies, programs and projects. It emphasizes bringing gender issues into the mainstream of society to ensure gender equality is a primary goal across all areas of social and economic development. Additionally, it addresses the need for a level playing field with equal opportunities, representation, and participation between men and women.
The session presents gender analysis tools that can be used during project design, implementation and evaluation. The gender analysis tools will help to make the development intervention gender sensitive, so that the benefits of project reach both women and men.
This document provides definitions and explanations of key concepts related to gender mainstreaming. It discusses:
- The definition of gender mainstreaming as developing policies, programs, and development plans from a gender equality perspective to benefit both women and men.
- The differences between women's empowerment, which targets actions specifically towards women, and gender mainstreaming, which takes a gender lens to all programs and considers their differential impacts.
- Key gender-related terms like sex, gender, gender equality, and gender equity and how they are defined.
- The importance of gender analysis and gender-responsive budgeting in mainstreaming gender and addressing inequalities.
The document discusses the concept of gender mainstreaming. It began in 1985 at the Third World Conference on Women in Nairobi and was further developed by the United Nations. Gender mainstreaming aims to promote gender equality by assessing how policies, programs, and legislation will impact men and women. It seeks to make gender perspectives central to all activities from policy development to implementation. The goal is to address inequalities that discriminate against both sexes and ensure initiatives work to reduce gender inequality.
Gender mainstreaming aims to promote gender equality by integrating gender perspectives into all policies, programs, and activities. It seeks to address inequalities that discriminate against both women and men. Gender mainstreaming is not just about improving access or balancing statistics - it targets major economic and social policies to ensure both women and men participate fully and benefit equally from development. It recognizes that gender affects lives from birth and aims to establish a balanced distribution of responsibilities between women and men through determined political action and support.
This document discusses various tools and methods for conducting gender analysis. It defines gender as a socially constructed concept of femininity and masculinity that varies across cultures. Several specific tools are introduced, including the 4R Method from Sweden, Gender Impact Assessment, Gender Analysis, Gender Analysis Matrix, and Participatory Rural Appraisal tools for gender analysis. Each tool is briefly described in one or two sentences. The document provides examples of aspects to analyze using these tools, such as representation, resource allocation, and conditions that influence gender distributions.
The document discusses gender analysis and its importance and tools for the Gender and Development Planning and Budgeting process. It defines gender analysis as a process to identify the status, roles, responsibilities, access to resources, benefits and opportunities of women and men. It notes that gender analysis is important for identifying gender issues, causes, and relevant programs for the Gender and Development Planning and Budget. Key tools of gender analysis discussed are the Gender-Responsive Problem-Solution Finding Analysis Matrix and guidelines for assessing gender mainstreaming.
Gender mainstreaming aims to promote gender equality by integrating gender perspectives into all policies, programs, and activities. It seeks to address inequalities that discriminate against both women and men. Gender mainstreaming is not just about improving access or balancing statistics - it targets major economic and social policies to ensure both women and men participate fully and benefit equally from development. It recognizes that gender affects lives from birth and aims to establish a balanced distribution of responsibilities between women and men through determined political action and support.
This document discusses theories of gender development and gender inequality. It outlines three main theories of gender development: social learning theory, which posits that parents reinforce gender roles; cognitive-developmental theory, which describes stages of acquiring gender roles from birth through adolescence; and gender schema theory, which involves learning gender identity through mental frameworks. The document also discusses gender as a social construct versus sex as biological, gender stereotyping and ideologies like traditional and egalitarian views. It frames gender inequality as rooted in how societies are organized and the unequal distribution of power between men and women.
The document discusses several gender analysis frameworks that can be used to assess how policies, programs, and projects differentially impact men and women. It describes frameworks like the Harvard Analytical Framework, Moser's triple roles framework, and Longwe's Women's Empowerment Framework. Each framework asks different questions to analyze factors like who does what work, who has access to and control over resources, and how interventions may affect gender roles, status, and responsibilities.
Gender mainstreaming is a strategy to ensure that the needs, priorities, and experiences of both women and men are considered in all development planning, policies, and programming. It involves assessing how any planned action may impact women and men differently. The goal is to achieve a gender-sensitive society with equal opportunities and responsibilities for women and men.
Gender analysis refers to assessing the differences in the lives of women, men, girls and boys, including their access to resources and opportunities. It identifies varied gender roles and responsibilities. Understanding these differences through gender analysis is important for effective development planning and ensuring programs meet the needs of all groups and reduce inequalities.
1. The document discusses gender mainstreaming in organizational structures and practices, defining it as assessing implications for women and men of any planned action to achieve gender equality.
2. It provides guidelines for mainstreaming gender, including conducting gender analysis, ensuring women's participation in decision-making, and establishing accountability mechanisms and gender targets.
3. Barriers to gender mainstreaming mentioned include lack of resources, capacity, and gender-disaggregated data, as well as socio-cultural restrictions on women.
This project has been created for EDRD*6000 Qualitative Methods- a graduate level course at the School of Environmental Design and Rural Development at the University of Guelph. Please reference the author or appropriate sources when using any of the information presented here.
Gender mainstreaming aims to promote gender equality by making women's and men's concerns an integral part of policymaking. It involves assessing how gender norms can affect development programs and identifying opportunities to address inequalities. Key aspects of gender mainstreaming include political commitment, building technical capacity, and establishing accountability measures to ensure the process transforms unequal power structures over time. The ultimate goal is to achieve equitable and sustainable development outcomes where both women and men can equally participate in and benefit from development.
This document discusses gender sensitivity in student leadership. It begins by defining key terms like gender, sex, gender roles, and gender stereotypes. It notes that gender refers to sociocultural factors while sex refers to biological factors. Several activities are included to help participants identify attributes as relating to sex or gender. The document emphasizes that language can reflect and shape gender roles and stereotypes, so it promotes the use of gender-fair language that does not marginalize or disparage groups. Guidelines for gender-fair language include using plural nouns and gender-neutral terms instead of gender-specific ones. The overall message is the importance of recognizing how gender impacts perceptions and interactions in order to promote equality and sensitivity.
The document discusses gender roles and relationships in the workplace. It begins by describing a foreign consultant in Ghana in the 1960s who was surprised to see women working in agricultural fields, as he had only read that rural women were housewives. It then discusses how gender stereotypes can affect work relationships and the workplace environment. It identifies three sources of gender differences: anatomy, social/cultural roles assigned by society, and neural/hormonal factors. A significant portion is spent exploring how societies socialize and assign different roles and responsibilities to males and females from a young age. The document advocates for making workplaces more gender-friendly and acknowledges that appreciating gender differences can help maximize individual strengths.
Presentation by Jemimah Njuki at the FAO-ILRI Workshop on Integrating Gender in Livestock Projects and Programs, ILRI, Addis Ababa, 22-25 November 2011.
This document provides an introduction to key gender concepts. It defines gender and differentiates it from sex. Gender refers to socially constructed characteristics and roles of women and men, while sex refers to biological differences. The document outlines differences between gender and sex roles. It explores the relationship between gender and power. It also defines related terms like gender equality, equity, mainstreaming, empowerment, and analyzes approaches like gender-neutral, aware and transformative. The document discusses realities of gender disparities and potential gains from reducing them, such as increased agricultural outputs and reduced hunger. It compares Women in Development and Gender and Development approaches. Finally, it defines practical and strategic gender needs.
This short-but-thorough presentation from IWMI’s Valentine J Gandhi provides a valuable introduction to the gender analysis in agricultural research. Covering the many reasons for undertaking gender-sensitive research and the tools available for the job, it also looks at the skills required in an effective gender researcher, and ways to analyze and interpret results.
This document discusses tools and methodologies for conducting gender planning and analysis in development projects and policies. It outlines frameworks for identifying gender roles and needs, assessing resource allocation and decision making between genders. It also provides checklists for ensuring a gender lens is applied across all stages of project planning, design, implementation and evaluation. The goal is to promote gender equity, empowerment, and address both practical and strategic gender needs and interests.
Presentation by Jemimah Njuki at the FAO-ILRI Workshop on Integrating Gender in Livestock Projects and Programs, ILRI, Addis Ababa, 22-25 November 2011.
This document provides an overview of key gender concepts and issues. It defines terms like sex, gender, gender equality, and gender equity. It also discusses gender roles and stereotypes. The document outlines different approaches to gender and development such as welfare, women in development, and empowerment models. It notes the importance of understanding both male and female roles, needs, and perspectives to effectively promote gender equality.
The document discusses the concepts of gender, sex, and socialization. It traces the evolution of approaches to promoting gender equality from Women in Development (WID) to Gender and Development (GAD) to the current approach of Gender Mainstreaming (GM). WID focused on women's practical needs but reinforced stereotypes. GAD examined unequal power relations and gender relations but was difficult to implement. GM aims to institutionalize gender sensitivity by integrating a gender perspective into all policies from the start. However, effectively applying gender mainstreaming remains a challenge.
The document outlines a workshop on incorporating a gender perspective in the workplace, including defining key terms like sex, gender, gender sensitivity, and gender mainstreaming. It discusses concepts of gender socialization and the different roles of men and women. The workshop aims to provide insights into approaching gender equality and assessing organizational performance on gender issues.
This document discusses gender policy and budgeting. It provides information on:
1. The goals and objectives of gender policy, which include promoting gender equality, equal opportunities, and representation in decision making.
2. Key aspects of developing and implementing an effective gender policy, such as conducting gender analyses, establishing guidelines and indicators, and evaluating progress.
3. Gender budgeting, which aims to achieve a gender-equal distribution of resources, and involves analyzing budgets from a gender perspective to ensure equitable allocation of funding.
The document emphasizes establishing objectives, indicators, and guidelines in gender policy, as well as assessing budgets to promote gender equality within organizations and their activities.
Gender capacity assessment and development in the CGIAR Livestock and Fish Re...ILRI
Presented by Els Rijke (Transition International, consultant), Violet Barasa (ILRI) and Diana Brandes – van Dorresteijn (ILRI), Tanzania, 1-8 December 2014
Gender mainstreaming aims to promote gender equality by integrating gender perspectives into all policies, programs, and activities. It seeks to address inequalities that discriminate against both women and men. Gender mainstreaming is not just about improving access or balancing statistics - it targets major economic and social policies to ensure both women and men participate fully and benefit equally from development. It recognizes that gender affects lives from birth and aims to establish a balanced distribution of responsibilities between women and men through determined political action and support.
This document discusses theories of gender development and gender inequality. It outlines three main theories of gender development: social learning theory, which posits that parents reinforce gender roles; cognitive-developmental theory, which describes stages of acquiring gender roles from birth through adolescence; and gender schema theory, which involves learning gender identity through mental frameworks. The document also discusses gender as a social construct versus sex as biological, gender stereotyping and ideologies like traditional and egalitarian views. It frames gender inequality as rooted in how societies are organized and the unequal distribution of power between men and women.
The document discusses several gender analysis frameworks that can be used to assess how policies, programs, and projects differentially impact men and women. It describes frameworks like the Harvard Analytical Framework, Moser's triple roles framework, and Longwe's Women's Empowerment Framework. Each framework asks different questions to analyze factors like who does what work, who has access to and control over resources, and how interventions may affect gender roles, status, and responsibilities.
Gender mainstreaming is a strategy to ensure that the needs, priorities, and experiences of both women and men are considered in all development planning, policies, and programming. It involves assessing how any planned action may impact women and men differently. The goal is to achieve a gender-sensitive society with equal opportunities and responsibilities for women and men.
Gender analysis refers to assessing the differences in the lives of women, men, girls and boys, including their access to resources and opportunities. It identifies varied gender roles and responsibilities. Understanding these differences through gender analysis is important for effective development planning and ensuring programs meet the needs of all groups and reduce inequalities.
1. The document discusses gender mainstreaming in organizational structures and practices, defining it as assessing implications for women and men of any planned action to achieve gender equality.
2. It provides guidelines for mainstreaming gender, including conducting gender analysis, ensuring women's participation in decision-making, and establishing accountability mechanisms and gender targets.
3. Barriers to gender mainstreaming mentioned include lack of resources, capacity, and gender-disaggregated data, as well as socio-cultural restrictions on women.
This project has been created for EDRD*6000 Qualitative Methods- a graduate level course at the School of Environmental Design and Rural Development at the University of Guelph. Please reference the author or appropriate sources when using any of the information presented here.
Gender mainstreaming aims to promote gender equality by making women's and men's concerns an integral part of policymaking. It involves assessing how gender norms can affect development programs and identifying opportunities to address inequalities. Key aspects of gender mainstreaming include political commitment, building technical capacity, and establishing accountability measures to ensure the process transforms unequal power structures over time. The ultimate goal is to achieve equitable and sustainable development outcomes where both women and men can equally participate in and benefit from development.
This document discusses gender sensitivity in student leadership. It begins by defining key terms like gender, sex, gender roles, and gender stereotypes. It notes that gender refers to sociocultural factors while sex refers to biological factors. Several activities are included to help participants identify attributes as relating to sex or gender. The document emphasizes that language can reflect and shape gender roles and stereotypes, so it promotes the use of gender-fair language that does not marginalize or disparage groups. Guidelines for gender-fair language include using plural nouns and gender-neutral terms instead of gender-specific ones. The overall message is the importance of recognizing how gender impacts perceptions and interactions in order to promote equality and sensitivity.
The document discusses gender roles and relationships in the workplace. It begins by describing a foreign consultant in Ghana in the 1960s who was surprised to see women working in agricultural fields, as he had only read that rural women were housewives. It then discusses how gender stereotypes can affect work relationships and the workplace environment. It identifies three sources of gender differences: anatomy, social/cultural roles assigned by society, and neural/hormonal factors. A significant portion is spent exploring how societies socialize and assign different roles and responsibilities to males and females from a young age. The document advocates for making workplaces more gender-friendly and acknowledges that appreciating gender differences can help maximize individual strengths.
Presentation by Jemimah Njuki at the FAO-ILRI Workshop on Integrating Gender in Livestock Projects and Programs, ILRI, Addis Ababa, 22-25 November 2011.
This document provides an introduction to key gender concepts. It defines gender and differentiates it from sex. Gender refers to socially constructed characteristics and roles of women and men, while sex refers to biological differences. The document outlines differences between gender and sex roles. It explores the relationship between gender and power. It also defines related terms like gender equality, equity, mainstreaming, empowerment, and analyzes approaches like gender-neutral, aware and transformative. The document discusses realities of gender disparities and potential gains from reducing them, such as increased agricultural outputs and reduced hunger. It compares Women in Development and Gender and Development approaches. Finally, it defines practical and strategic gender needs.
This short-but-thorough presentation from IWMI’s Valentine J Gandhi provides a valuable introduction to the gender analysis in agricultural research. Covering the many reasons for undertaking gender-sensitive research and the tools available for the job, it also looks at the skills required in an effective gender researcher, and ways to analyze and interpret results.
This document discusses tools and methodologies for conducting gender planning and analysis in development projects and policies. It outlines frameworks for identifying gender roles and needs, assessing resource allocation and decision making between genders. It also provides checklists for ensuring a gender lens is applied across all stages of project planning, design, implementation and evaluation. The goal is to promote gender equity, empowerment, and address both practical and strategic gender needs and interests.
Presentation by Jemimah Njuki at the FAO-ILRI Workshop on Integrating Gender in Livestock Projects and Programs, ILRI, Addis Ababa, 22-25 November 2011.
This document provides an overview of key gender concepts and issues. It defines terms like sex, gender, gender equality, and gender equity. It also discusses gender roles and stereotypes. The document outlines different approaches to gender and development such as welfare, women in development, and empowerment models. It notes the importance of understanding both male and female roles, needs, and perspectives to effectively promote gender equality.
The document discusses the concepts of gender, sex, and socialization. It traces the evolution of approaches to promoting gender equality from Women in Development (WID) to Gender and Development (GAD) to the current approach of Gender Mainstreaming (GM). WID focused on women's practical needs but reinforced stereotypes. GAD examined unequal power relations and gender relations but was difficult to implement. GM aims to institutionalize gender sensitivity by integrating a gender perspective into all policies from the start. However, effectively applying gender mainstreaming remains a challenge.
The document outlines a workshop on incorporating a gender perspective in the workplace, including defining key terms like sex, gender, gender sensitivity, and gender mainstreaming. It discusses concepts of gender socialization and the different roles of men and women. The workshop aims to provide insights into approaching gender equality and assessing organizational performance on gender issues.
This document discusses gender policy and budgeting. It provides information on:
1. The goals and objectives of gender policy, which include promoting gender equality, equal opportunities, and representation in decision making.
2. Key aspects of developing and implementing an effective gender policy, such as conducting gender analyses, establishing guidelines and indicators, and evaluating progress.
3. Gender budgeting, which aims to achieve a gender-equal distribution of resources, and involves analyzing budgets from a gender perspective to ensure equitable allocation of funding.
The document emphasizes establishing objectives, indicators, and guidelines in gender policy, as well as assessing budgets to promote gender equality within organizations and their activities.
Gender capacity assessment and development in the CGIAR Livestock and Fish Re...ILRI
Presented by Els Rijke (Transition International, consultant), Violet Barasa (ILRI) and Diana Brandes – van Dorresteijn (ILRI), Tanzania, 1-8 December 2014
Gender analytical tools and skills drvalentinevalentinejg
The document provides an introduction to gender analytical tools for a project in Ethiopia. It discusses key concepts in gender analysis including practical and strategic gender needs, intra-household dynamics, and inter-household relations. It also outlines the purpose of gender analysis to identify gender-based differences and how people will be affected by interventions. The document reviews principles of gender analysis and lists tools that can be used, including daily activity profiles, access and control profiles, and strength and problem analyses. Qualitative research methods like focus groups and key informant interviews are also discussed.
The document discusses a field work project conducted with the All UP Unions to mainstream gender issues and increase women's participation. It involved conducting a survey, focus group discussion, and producing gender-disaggregated data to assess women's involvement and make recommendations. The project aimed to help establish a Gender Committee and strengthen the All UP Women Solidarity organization.
This document discusses understanding gender and gender concepts such as gender, sex, gender stereotypes, and gender sensitivity. It defines gender as socially constructed relationships between men and women that change over time and context. Sex refers to biological differences. Gender stereotypes produce expectations that influence behavior and stand in the way of social change. Gender sensitivity means awareness is translated into practices that change perceptions and activities to make institutions more inclusive. It discusses analyzing the gender culture of departments and comparing them. It also addresses mainstreaming gender through context-specific analysis, profiling, gender audits and indicators.
Gender analysis frameworks aim to understand differences between men and women in areas like activities, access to resources, and constraints. There are four main frameworks described:
1) The Harvard Analytical Framework uses tools like activity profiles and access/control profiles to analyze gender roles and division of labor.
2) The Moser Framework analyzes women's triple roles and distinguishes between practical and strategic gender needs.
3) The Gender Analysis Matrix examines impacts of development on women, men, households and communities across factors like labor, time, resources and socio-cultural issues.
4) Longwe's framework defines women's empowerment and analyzes levels of equality from welfare to control. It also recognizes how
The document provides guidance on how to engender a project application by incorporating a gender perspective throughout the application process. It discusses including gender considerations in key sections like the letter of intent, project description, methodology, management strategy, logical framework, budget, and evaluating one's own gender thinking. Gender should be integrated in terms of goals, activities, participation, impacts and outcomes to demonstrate how the project will promote gender equality.
Lisa Bowie is a versatile human resources professional with a Masters in Humanities. She has over 15 years of experience in HR roles including benefits management, employee relations, and recruitment. Currently she works as an adjunct faculty member and career columnist while also having national home office experience at large organizations like American Cancer Society.
Lisa Bowie has over 15 years of experience in human resources. She has held roles managing benefits for large organizations like American Cancer Society. She is now an adjunct professor and career columnist. She has expertise in areas such as staff recruitment, employee relations, compliance, and training and development.
Presentation of Tara Daniel, Women's Environment and Development (WEDO), at the session 2 of the GCF Watch international webinar series "Gender, indigenous peoples and REDD+ within the GCF".
Introduction to gender concepts drvalentine_LIVESProjectvalentinejg
This document provides an introduction to key gender concepts for a training on gender and value chains. It defines terms like gender, sex, gender roles and gender analysis. It distinguishes between gender equality and equity. It also discusses approaches to integrating gender like gender mainstreaming and differences between women in development and gender and development frameworks. Gender is defined as socially constructed characteristics of women and men, including expected roles and behaviors, and how power is distributed. The training emphasizes that addressing both practical and strategic gender needs is important to improve gender relations and empower women.
This document discusses how to conduct an effective gender analysis. It outlines key steps and considerations, including: 1) Collecting sex-disaggregated data on roles, resources, participation and impacts; 2) Assessing differences in roles, access, needs and priorities between males and females; 3) Understanding gender relations and how they constrain or provide opportunities to address inequalities. The goal is to identify inequalities and barriers, develop strategies to address them, and establish gender-sensitive monitoring. Participatory methods that engage affected males and females are emphasized.
The document discusses resource mobilization for PEPFAR's gender programs in Nigeria. It describes PEPFAR's $15 billion commitment over 5 years and its focus on addressing gender norms and inequities. It outlines PEPFAR's gender framework and strategies to integrate gender throughout HIV prevention, care, and treatment programs by understanding the unique needs of different groups and ensuring meaningful participation and equitable access to services.
The document discusses resource mobilization for PEPFAR's gender program in Nigeria. It outlines PEPFAR's $15 billion commitment over 5 years to fight HIV/AIDS in 15 countries. It describes how PEPFAR Nigeria supports gender programming through capacity building. The gender framework aims to promote gender equality and reduce gender-based violence to ultimately lower HIV incidence and impact.
Presentation by Raymond Brandes from the Development Connect, at the workshop on Gender and Climate-Smart Agriculture in Eastern and Southern Africa Region: Case studies and lessons from 02 to 04 November 2016, Nairobi, Kenya
This document summarizes a presentation on implementing the Gender Strategy for the Dryland Systems CRP. It discusses:
- The process of developing, implementing, and updating the Gender Strategy through stakeholder participation.
- Key gaps in knowledge about gender roles and inequalities in dryland systems.
- The goal and objectives of the Gender Strategy to promote gender equity.
- Priority actions like mainstreaming gender in research and undertaking strategic cross-Flagship studies.
- Plans for capacity building, management, monitoring and evaluation, and budgeting to support gender integration in the CRP's work.
This document discusses the process of implementing a gender strategy for dryland systems. It begins by outlining the priorities of the Consortium Office, including strengthening the identification of gender research questions and outcomes. It then describes the participatory process used to develop and update the gender strategy, including workshops with stakeholders. The document identifies gaps in current knowledge and practices regarding gender in dryland agriculture research. It outlines the target groups and overall goal of the gender strategy. It also presents initial research questions and a theory of change diagram to guide the work. It concludes by distinguishing between gender-aware and gender-transformative approaches.
This document provides an overview of key gender concepts and considerations for integrating gender equality into REDD+ programs. It defines terms like gender, gender equality, and women's empowerment. Main points include:
- Understanding roles of men and women in forests is important for defining drivers of deforestation and identifying potential REDD+ strategies.
- Gender-sensitive approaches promote human rights and lead to more effective REDD+ outcomes.
- Key entry points include engaging both women and men in decision-making, conducting gender analyses, establishing gender-sensitive monitoring and evaluation, and allocating adequate funding for gender activities.
Collapsing Narratives: Exploring Non-Linearity • a micro report by Rosie WellsRosie Wells
Insight: In a landscape where traditional narrative structures are giving way to fragmented and non-linear forms of storytelling, there lies immense potential for creativity and exploration.
'Collapsing Narratives: Exploring Non-Linearity' is a micro report from Rosie Wells.
Rosie Wells is an Arts & Cultural Strategist uniquely positioned at the intersection of grassroots and mainstream storytelling.
Their work is focused on developing meaningful and lasting connections that can drive social change.
Please download this presentation to enjoy the hyperlinks!
This presentation by OECD, OECD Secretariat, was made during the discussion “Competition and Regulation in Professions and Occupations” held at the 77th meeting of the OECD Working Party No. 2 on Competition and Regulation on 10 June 2024. More papers and presentations on the topic can be found at oe.cd/crps.
This presentation was uploaded with the author’s consent.
This presentation by Nathaniel Lane, Associate Professor in Economics at Oxford University, was made during the discussion “Pro-competitive Industrial Policy” held at the 143rd meeting of the OECD Competition Committee on 12 June 2024. More papers and presentations on the topic can be found at oe.cd/pcip.
This presentation was uploaded with the author’s consent.
This presentation by Professor Alex Robson, Deputy Chair of Australia’s Productivity Commission, was made during the discussion “Competition and Regulation in Professions and Occupations” held at the 77th meeting of the OECD Working Party No. 2 on Competition and Regulation on 10 June 2024. More papers and presentations on the topic can be found at oe.cd/crps.
This presentation was uploaded with the author’s consent.
Mastering the Concepts Tested in the Databricks Certified Data Engineer Assoc...SkillCertProExams
• For a full set of 760+ questions. Go to
https://skillcertpro.com/product/databricks-certified-data-engineer-associate-exam-questions/
• SkillCertPro offers detailed explanations to each question which helps to understand the concepts better.
• It is recommended to score above 85% in SkillCertPro exams before attempting a real exam.
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• SkillCertPro assures 100% pass guarantee in first attempt.
This presentation by Thibault Schrepel, Associate Professor of Law at Vrije Universiteit Amsterdam University, was made during the discussion “Artificial Intelligence, Data and Competition” held at the 143rd meeting of the OECD Competition Committee on 12 June 2024. More papers and presentations on the topic can be found at oe.cd/aicomp.
This presentation was uploaded with the author’s consent.
Carrer goals.pptx and their importance in real lifeartemacademy2
Career goals serve as a roadmap for individuals, guiding them toward achieving long-term professional aspirations and personal fulfillment. Establishing clear career goals enables professionals to focus their efforts on developing specific skills, gaining relevant experience, and making strategic decisions that align with their desired career trajectory. By setting both short-term and long-term objectives, individuals can systematically track their progress, make necessary adjustments, and stay motivated. Short-term goals often include acquiring new qualifications, mastering particular competencies, or securing a specific role, while long-term goals might encompass reaching executive positions, becoming industry experts, or launching entrepreneurial ventures.
Moreover, having well-defined career goals fosters a sense of purpose and direction, enhancing job satisfaction and overall productivity. It encourages continuous learning and adaptation, as professionals remain attuned to industry trends and evolving job market demands. Career goals also facilitate better time management and resource allocation, as individuals prioritize tasks and opportunities that advance their professional growth. In addition, articulating career goals can aid in networking and mentorship, as it allows individuals to communicate their aspirations clearly to potential mentors, colleagues, and employers, thereby opening doors to valuable guidance and support. Ultimately, career goals are integral to personal and professional development, driving individuals toward sustained success and fulfillment in their chosen fields.
This presentation by OECD, OECD Secretariat, was made during the discussion “Pro-competitive Industrial Policy” held at the 143rd meeting of the OECD Competition Committee on 12 June 2024. More papers and presentations on the topic can be found at oe.cd/pcip.
This presentation was uploaded with the author’s consent.
This presentation by Yong Lim, Professor of Economic Law at Seoul National University School of Law, was made during the discussion “Artificial Intelligence, Data and Competition” held at the 143rd meeting of the OECD Competition Committee on 12 June 2024. More papers and presentations on the topic can be found at oe.cd/aicomp.
This presentation was uploaded with the author’s consent.
This presentation by OECD, OECD Secretariat, was made during the discussion “Artificial Intelligence, Data and Competition” held at the 143rd meeting of the OECD Competition Committee on 12 June 2024. More papers and presentations on the topic can be found at oe.cd/aicomp.
This presentation was uploaded with the author’s consent.
2. Organisational Culture
• “Culture” is a set of socially-defined norms for behavior,
art, beliefs, institutions and all other aspects of a given
population that shapes its identity.
• “Organizational culture” is the environment of the
organization—how it perceives, thinks, feels about, and
responds to situations affecting its purpose, program,
and the way it is run.
• Organizational culture is based on the history, important
ideas, experiences, traditions, and language shared by
members of the organization (CEDPA, 2006).
BPA L 400 G & Dev
3. Why Mainstream Gender at the
Workplace?
Organizations consist of people working together.
Individuals offer different perceptions, learning
experiences and attitudes to their working world.
Differences between individuals on the basis of
personality or gender can be a source of
developing creativity or root of conflict and
frustration.
BPA L 400 G & Dev
4. Why Manage Gender at the Workplace?
A good manager must recognize individual
potential and harness talent to achieve
organizational goals.
In many cases, however, emphasis is placed on
outcomes or results rather than the people.
It is important that managers recognize the
many commonplace stereotypes about women
and men employees that exist within the
organisation.
BPA L 400 G & Dev
5. Gender Policies
Gender blind policies recognise no distinction between the sexes. It
assumes that development benefits can be shared by all.
Gender neutral policy recognises and protects the interest of both
men and women and leaves the redistribution of resources and
responsibilities unchanged.
Gender specific policy: meet targeted needs of women or men
within the existing redistribution of resources and responsibilities.
Gender redistributive policy refers to interventions intended to
transform existing distribution of resources and responsibilities to
create balanced gender relationship.
BPA L 400 G & Dev
6. • Are there specific policies, laws/procedures
in your organization:? State them
• Are they gender sensitive or blind?
BPA L 400 G & Dev
7. • Gender analysis is the systematic gathering and
examining information on gender differences and
social relations in order to identify understand and
redress inequalities based on gender
BPA L 400 G & Dev
8. What is
Gender Mainstreaming?
Gender Mainstreaming is a process to
ensure that both men and women have
equal access to and control over
resources, decision-making, and
benefits at all stages of the
development process and projects.
2
BPA L 400 G & Dev
9. Overview of Gender Mainstreaming
• Gender Mainstreaming is:
“…. The process of assessing the implications for
women and men of any planned action, including
legislation, policies or programmes, in all areas and
at all levels. It is a strategy for making women’s as
well as men’s concerns and experiences an
integral dimension of the design, implementation,
monitoring and evaluation of policies and
programmes in all political, economic and societal
spheres so that women and men benefit equally
and inequality is not perpetuated”. (Economic and Social Council
for 1997, UN.)
BPA L 400 G & Dev
10. TAKE NOTE!
BPA L 400 G & Dev
A gender-mainstreaming approach
does not look at women in isolation,
but instead assesses the situation of
women and men – both as actors in
the development process, and as its
beneficiaries.
11. Overview of Gender Mainstreaming
• It is a commitment to ensure that women’s as well as
men’s concerns and experiences are integral to the
design, implementation, M&E of all legislation, policies
and programmes so that women and men benefit
equally and inequality is not perpetuated.
• It represents an attempt by gender advocates to build on
the successes of the past and address some
challenges.
• Gender mainstreaming uses available resources in a
way that ensures the greatest benefit for all (men,
women, girls and boys).
BPA L 400 G & Dev
12. Essence of mainstreaming
• Mainstreaming can reveal a need for changes
in goals, strategies and actions to ensure that
both women and men can influence, participate
in and benefit from development processes.
• This may lead to changes in organizations –
structures, procedures and cultures – to create
organizational environments which are
conducive to the promotion of gender equality.
BPA L 400 G & Dev
13. BPA L 400 G & Dev
What is the mainstream?
• Inter-related set of dominant ideas and development
directions, and decisions or actions taken in
accordance with them:
• Ideas - theories and assumptions
• Practices – decisions and actions
• These ideas and practices determine who gets what;
Provide rationale for allocation of resources
14. BPA L 400 G & Dev
What is being mainstreamed?
• The legitimacy of gender equality as a fundamental
value that should be reflected in development
choices and institutional practices:
- Gender equality is recognised as not just a
‘women’s issue’ but a societal one
- Gender equality goals influence mainstream
economic and social policies that deliver major
resources
15. BPA L 400 G & Dev
WHY GENDER MAINSTREAMING?
• Shift in understanding of the Problem
• Recognition that Gender Equality is integral to
development goals
• Realization that previous approaches were not
resulting in real change in the position of
women and gender equality
16. What does it mean to be part of the
mainstream?
• Having equitable access to society’s resources,
including socially valued rewards and
opportunities
• Equal participation in influencing what is
valued, shaping development directions, and
distributing opportunities
BPA L 400 G & Dev
17. Who is responsible for mainstreaming?
Everybody, including
• The political/administrative head of
institution,
• Professional staff
• Auxiliary staff
BPA L 400 G & Dev
18. Who is responsible for gender
mainstreaming
GM
Political
Heads
Professional
Staff
Auxiliary
Staff
Administrative
Heads
BPA L 400 G & Dev
19. Basic Principles for Mainstreaming
Gender
Analysis / understanding of the history, context, rational,
ideology and implications of gender equality in
organisations at all levels.
Ensuring that adequate accountability mechanisms for
monitoring progress is established in MDAs and MMDAs.
Ensuring the identification of issues and problems across all
area(s) of activity should be such that gender differences and
disparities can be Diagnosed
BPA
L 400
G &
Dev
20. BASIC PRINCIPLES CONT’D
Identifying that gender is not an “individual or
women’s issue” but societal and has
implications for men as well as women.
Commitment to equality
Organizational/institutional structures and
mechanisms in place to enhance gender
mainstreaming to ensure day to day support for
gender related initiatives and commitment
BPA
L 400
G &
Dev
21. BASIC PRINCIPLES CONT’D
• Work with other collaborators in gender work both local
and International bodies eg:, UN Agencies etc.
Strategic presence of National Machinery – Ministry of
Gender, Children, Social Protection and Gender Desk
Officers in all Ministries, Departments and Agencies to
provide back stopping and to support gender
mainstreaming initiatives.
Logistical resources including budget lines, office space
and required equipment BPA
L 400
G &
Dev
22. BASIC PRINCIPLES CONT’D
The adoption of gender mainstreaming policies and the
formulation of specific mainstreaming strategies for all
programmes and sectors.
Making gender issues an integral part of the organisation
with enough budget / or resource allocation for it.
Human resource allocations - including training,
recruitment, budget allocation etc. should consider the
needs of men and women.
BPA
L 400
G &
Dev
23. Entry Points for Gender Mainstreaming
• Institutional Level
• Policy Level
• Programs/Projects Level
3
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24. Importance of Gender
Mainstreaming
Gender analyses provides the basis of gender
mainstreaming.
Before any project, decisions and plans are made on
gender mainstreaming, there is the need to analyse the
the gender equality situation and identify the expected
results. It is thus a mandatory process of gender
mainstreaming activities
It enhances the development of appropriate responses to
address inequalities and meet the diverse needs of
different categories of people.
BPA L 400 G & Dev
25. Helps to identify any inequalities which might impede the
impact of projects ensuring optimal contribution/impact of
projects
Help to develop appropriate tools and technical capabilities
help planners design more efficient projects and improve
overall productivity
Maps activities and resources of men and women in a
community and highlight the differences
BPA L 400 G & Dev
26. A Strategy for
Gender Mainstreaming
• Clear Policy
• Assessment of past Performance
• Action Plan
• Effective Partnerships
4
BPA L 400 G & Dev
27. What is Gender Analysis?
• Gender Analysis is the process of analyzing information
in order to ensure that development benefits and
resources are effectively and equitably targeted to both
women and men, and to successfully anticipate and avoid
any negative impacts development interventions may
have on women or gender relations.
• “A methodology for collecting and processing information
about gender. It provides disaggregated data by sex, and
an understanding of the social construction of gender
roles, and how labor is divided and valued.” (UNDP)
• Gender Analysis is conducted through a variety of tools
and frameworks.
5
BPA L 400 G & Dev
29. Gender Analyses
Gender Analysis is a systematic
process used to highlight the
differences between women, men,
girls and boys in terms of distribution
of power, privileges, resources, and
limitations in a particular context.
It provides information on gender
differences in relation to their division
of labour, roles and responsibilities,
relative conditions of living and
positions in society.
It also looks at how gender is
expressed in a particular context,
including norms relating to sexuality
and identity.
BPA L 400 G & Dev
31. When Do You Conduct a
Gender Analysis?
• Gender Analysis should be undertaken at
all stages of a program/project cycle,
including:
• Identification of the project or
activity;
• Planning or design of the activity;
• Implementation; and
• Monitoring and evaluation.
6
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32. Two key questions
• 1. How will the varied roles and status of women and men within
the household, community, workplace, etc. affect the work to be
undertaken?
• This question ensures that the differences in the roles and status
of women and men are examined and any inequalities or
differences that will limit the goals of a project or activity are
considered in the project or activity design.
•
2. How will the intended results of the work affect women and
men differently?
• This question considers the possible effect of a project or
activity results on women and men so that the design is attuned
to ensure equitable and sustainable impact.
BPA L 400 G & Dev
33. Variables
• age
• Social class
• Ethnicity
• Culture
• race
• religion and other ideologies
• geographical environment
• economic environment
• political environment
BPA L 400 G & Dev
34. Principles of Gender Analyses
• Be very specific
• It is difficult if not impossible to de everything. Be specific with the responses you want
• Critically examine what has been done previously
• Look at what has been done by Government, NGOs etc
• It should be based on relevance and usefulness
• Include the perspectives of both sexes
BPA L 400 G & Dev
35. Principles, cont’d
• Inclusive
• Discuss with women and men in the countries and/or
communities where the project will be implemented
to solicit their perceptions of whether the project will
result in equal outcomes for men and women and to
reveal gender issues that may not have been
considered in the initial stages of project design.
• Make each group visible
• -important to use gendered language
BPA L 400 G & Dev
36. Framework for gender analysis
Whilst the focus of this module is not on the framework of
gender analyses, it is significant to indicated that many
frameworks are available for gender analyses depending on
various factors including the contexts and goals of your
project/activity
The Harvard Framework was developed to gather data
mainly at the community and household level. It enhances
information organisation and can be adopted in many
situations. This framework has four main components: the
activity profile, access and control profile, influencing
factors and checklist. The concentration for this section will
be on the first two
BPA L 400 G & Dev
37. Gender Analysis
The activity profile is a tool which answers a key
question in gender analyses: Who does what?
The access and resource control profile identifies who
owns which resources to conduct the task in the
Activity profile.
The access and resource control profile looks at who
actually controls the resources and not simply who has
access to the resources. The key question here is, Who
has access and control over which resources?
BPA L 400 G & Dev
39. Key Questions in Conducting a
Gender Analysis
• Who does what? Are the roles, responsibilities, and
priorities of men and women, both within and outside the
household, different?
• Who owns what? Who controls what? Who has
access to what? Are there differences among women
and men?
• If there are differentials in the above two areas, what
are the institutional, economic, and social factors that
underlie, support, or influence them?
9
BPA L 400 G & Dev
40. An activity profile for an agricultural project
Activity Women Girls Me
n
Boys
Productive activity
Ploughing the land
Weeding
Preparation of Seedling
Sowing
Harvesting
Animal breeding
Transplanting
Hoeing
Income generating
activity
Household chores
Collecting firewood
Collecting water
Feeding cattle
Marketing farm proceeds
BPA L 400 G & Dev
41. Activity Wome
n
Girls Men Boys
Household activities
Cooking
Caring for the child
Caring for the sick
Socio-political
activities
Participation in
meetings
Participation in
weddings
Participation funerals
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42. Access and control profile
Access
Women Men
Control
Women Men
Resources
Land
Bulls and bullocks
Equipment
Labour
Education /training
Other
Benefit
Education
Ownership of
properties
Political power
Prestige
Access to credit
Possession of
money from sale of BPA L 400 G & Dev
43. How Do You Conduct a
Gender Analysis?
• Collect relevant data;
• Identify relevant gender issues; and
• Integrate relevant gender considerations
into planning, design and implementation
of a proposed development intervention.
7
BPA L 400 G & Dev
44. What Information Do You Need for a
Gender Analysis?
• Collection of Relevant Data: Sex–disaggregated
information for analysis (What is the current situation?)
• Identification of Relevant Gender Issues: Understand
the institutional, economic, social, and political contexts
(What are the differentials and what are the constraints?)
• Integration of Gender Considerations into Design and
Implementation of a Proposed Intervention: Understand
the priorities and needs of both men and women affected
by the project (what do they need/want?)
8
BPA L 400 G & Dev
45. Indicators for Gender Mainstreaming
BPA L 400 G & Dev
A gender policy in place, used and reported on
regularly
Periodic briefing on gender and reported regularly
Gender base statistics data in place, updated and
reported regularly
Programme (s) to support national efforts in gender
equality activities
Specific sets of indicators in place for tracking
progress on gender equality activities.
Gender and gender mainstreaming training and
capacity building activities, planned and implemented
periodically
•.
46. BENEFITS OF GENDER MAINSTREAMING
• Concerns of men, women, girls as well as boys are
taken into consideration.
• Women’s and men’s participation and contribution
towards development at the local level is
considered; and
• It changes the unequal power and gender relations
between men and women, reduce poverty and
create the basis for sustainable development of
society.
BPA L 400 G & Dev
47. Criteria for Good and Gender-Sensitive
Governance
• Participation
• Transparency
• Legitimacy
• Effectiveness
– Appointment of Gender Focal Persons: To coordinate,
facilitate and monitor all the processes of equality / equity
promotion by overseeing activities, mobilising resources
and being a catalysts for change within and outside the
organisations at all levels.
•
BPA L 400 G & Dev
48. • Networking: Connect people - individual
professionals and groups together as they
integrate gender into their responsibilities and
strategize to promote gender mainstreaming in
their organisations and communities’
programmes.
BPA L 400 G & Dev
49. Challenges to gender mainstreaming
– Lack/limited political will at the Decentralized Level
– Lack of a clear gender mainstreaming (GM) policy
or strategy
– Inability to implement a coherent and consistent GM
strategy
– Lack of capacity at the decentralized levels
– Frequent transfers of trained staff
BPA L 400 G & Dev
50. CONT’D
• Lack of sex disaggregated data for gender analysis
• Lack of appropriate personnel at the lower levels
• Socio – cultural factors (inheritance, traditional and
religious beliefs etc)
• Inability to hold local government and government
agencies accountable for non performance in
mainstreaming gender
• Limited support for Gender champion i.e.
GDOs/GFPs
BPA L 400 G & Dev
51. BPA L 400 G & Dev
SOME INDICATORS OF ACTION ON GENDER
MAINSTREAMING
• A gender mainstreaming strategy in place and used,
reported upon regularly
• A gender mainstreaming brief kit prepared
• A gender profile for organisation or institution in
place
• Gender mainstreaming training and capacity building
activities, planned and completed
52. BPA L 400 G & Dev
INDICATORS cont’d
• A mechanism for networking with like-minded
institutions in place
• Specific sets of indicators for tracking progress on
gender equality(including equity), gender-sensitive
policies and changes in gender relations over time, in
place and in use.
53. BPA L 400 G & Dev
Mainstreaming Approaches summary
• Gender Policies
• Gender Audit to reveal gaps
• Capacity building, resource allocation, training and
information dissemination
• Responsibility allocation
• Accountability systems; actual/potential capacity,
induction and performance appraisal
• Use of internal and external experts
54. BPA L 400 G & Dev
Summary cont’d
• Programmatic, institutional and personal guideline
on accepted standards
• Affirmative action, numerical strength and
stereotype elimination
• Gender responsive human resource policies
• Mechanisms for sustainability
• Documenting experiences and lessons
• Building alliances
• Leading by example