Change in Gender Equality Practice


By mygemadmin - Posted on 19 Abril 2010

Evaluation results should lead to recommendations that will strengthen gender equality practices in a project and the organisation as a whole. Remember that the first step in thinking of possible actions to strengthen the gender component of your organisation’s overall work is to identify specific and explicit gender issues in your evaluation.

  • Gender planning

Evaluation results should influence future project designs and implementation. Once a GEM evaluation is completed, the organisation will have gained an understanding of the significance of integrating a gender perspective in its work. The concepts and tools learned in GEM can initiate a gender planning exercise for ICT projects. For GEM’s purposes, a gender plan is broadly defined to mean a plan that integrates gender equality and women’s empowerment framework into a project that usually consists of a clear indication of the following:

  • Gender goals
  • Gender objectives
  • Strategies
  • Methodology and tools of integrating gender
  • Implementation activities

Several gender planning approaches and strategies have been developed and can be used singularly or in combination with others. Many of these approaches are complex and comprehensive. However, they are useful if the context of the project is kept in mind.
Though many of the principles and strategies in the following suggested resources have been covered in GEM’s conceptual documents, you may wish to go through them.

The International Labour Organisation’s South-East Asia and the Pacific Multidisciplinary Advisory Team have collected a representative sample of gender planning approaches and strategies that can be accessed in its ILO/SEAPAT’s OnLine Gender Learning & Information Module. Included in the module are The Harvard Analytical Framework; Moser’s Gender Planning Framework; Women’s Empowerment Framework; Social Relations Framework. Visit: http://www.ilo.org/public/english/ region/asro/mdtmanila/training/unit1/ plngaps1.htm or access this in the accompanying CD of this manual.

You can also learn more about ILO’s gender planning strategies at: http://www.ilo.org/ public/english/region/asro/mdtmanila/ training/homepage/mainmenu.htm or access this in the accompanying CD of this manual.

  • Gender policy

An effective way of institutionalising change within an organisation is by developing and arriving at unities on a gender policy. A gender policy is usually applied to the work of a whole organisation and in all of its projects. Many organisations now have their own gender policy. This is especially true for development agencies and international organisations. A gender policy can simply be an articulation of the organisation’s gender principles and goals. Large agencies have more detailed gender policies which include several components of a gender plan like that of the Canadian International Development Agency (CIDA).

 

CIDA's Policy on Gender Equality

(http://www.acdi-cida.gc.ca/cida_ind.nsf/8949395286e4d3a58525641300568be1/ 912921e427edaa49852568fc006757b2 or access this in the accompanying CD of this manual.)

A Vision for the 21st Century

Gender equality contributes substantially to improving the well-being of women, men, girls and boys in our partner countries, which is at the heart of the Canadian International Development Agency (CIDA) mission. Although important progress has been made in recent years toward achieving gender equality, much remains to be done.

Entering the 21st century, CIDA remains committed to creating, with our partners, a better world for all - a world where inequality on any grounds, be it gender, class, race or ethnicity, is finally overcome.

CIDA’s gender equality policy is one tool to make this vision a reality.

The Goal

To support the achievement of equality between women and men to ensure sustainable development.

The Objectives

  • To advance women's equal participation with men as decision-makers in shaping the sustainable development of their societies;
  • To support women and girls in the realization of their full human rights;
  • To reduce gender inequalities in access to and control over the resources and benefits of development.

Guiding Principles

Eight guiding principles:

  • Gender equality must be considered as an integral part of all CIDA policies, programs and projects;
  • Achieving gender equality requires the recognition that every policy, program and project affects women and men differently;
  • Achieving gender equality does not mean that women become the same as men;
  • Women's empowerment is central to achieving gender equality;
  • Promoting the equal participation of women as agents of change in economic, social and political processes is essential to achieving gender equality;
  • Gender equality can only be achieved through partnership between women and men;
  • Achieving gender equality will require specific measures designed to eliminate gender inequalities;
  • CIDA policies, programs, and projects should contribute to gender equality.

Practical Tools

Sample results, strategies, activities and guidelines are included to support the implementation of the policy.

Gender Equity and Gender Equality

Gender equity is the process of being fair to women and men. To ensure fairness, measures must often be available to compensate for historical and social disadvantages that prevent women and men from otherwise operating on a level playing field. Equity leads to equality.

Gender equality means that women and men enjoy the same status. Gender equality means that women and men have equal conditions for realizing their full human rights and potential to contribute to national, political, economic, social and cultural development, and to benefit from the results.

Gender equality is therefore the equal valuing by society of both the similarities and differences between women and men, and the varying roles that they play.
Excerpts from: "Gender-Based Analysis: A guide for policy-making," Status of Women Canada, 1996

Empowerment

Empowerment is about people – both women and men - taking control over their lives: setting their own agendas, gaining skills, building self-confidence, solving problems, and developing self-reliance. It is not only a collective, social and political process, but an individual one as well - and it is not only a process but an outcome too. Outsiders cannot empower women: only women can empower themselves to make choices or to speak out on their own behalf. However, institutions, including international cooperation agencies, can support processes that increase women's self-confidence, develop their self-reliance, and help them set their own agendas.

 

 

  • Gender training

Learning to apply a gender analytical framework in all aspects of our work is a continuing endeavour and has to be consistently honed. One way of learning is to engage in trainings on gender which can be done internally or externally. It can also be part of a staff development plan and gender trainers can be invited to conduct training workshops. Another method is to work with gender consultants who can assist with various aspects of gender planning which can be designed as training activities for an organisation. The following resources were compiled by Siyanda, an online database of gender and development materials:


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