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Gender Policy Framework: Components of a Gender Policy

Gender Policy Framework: Components of a Gender Policy. Amy B ronson- Gender Advisor, Civil Service Commission, GoM Believe Dhliwayo – Gender, HIV & AIDS , Human Rights Technical Advisor . . Presentation Overview. What is a gender policy?

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Gender Policy Framework: Components of a Gender Policy

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  1. Gender Policy Framework:Components of a Gender Policy Amy Bronson- Gender Advisor, Civil Service Commission, GoM Believe Dhliwayo – Gender, HIV & AIDS , Human Rights Technical Advisor.

  2. Presentation Overview • What is a gender policy? • Basic components in detail- referring to examples • Critical thought about gender policies • Implementation • Questions/ Closing Discussion

  3. What is a Gender Policy? Why have one? • A Gender Policy formalizes an organization’s acknowledgement that they provide services that may not be gender neutral: they may have differential impacts because of gender, and ensuring that benefit is maximized for both genders is important to the organization. Each policy is different and reflects the individual organization. • Is an organization with a gender policy automatically going to provide gender sensitive programming? What are the limitations to this? What can prevent gender issues from being addressed, even with a policy in place? • If a policy doesn’t always ensure gender issues will be addressed, why are they useful?

  4. Basic Gender Policy Components (can be different for every NGO) 0. Situational Analysis: The points from this form basis for policy, can be included in policy as what will be addressed • Vision/ Policy Statement: summarize intention for gender sensitive programming 2. Rationale: summarize why policy is necessary 3. Objectives: what a useful policy will make the organization look like 4. Action/Implementation Plan: how the policy will be implemented 5. Monitoring and Evaluation: how is implementation going?

  5. Examples for the Presentation • Take 5 minutes to look through the MANET+ gender policy draft and the WHO gender policy • Try to look for different components in each one, the differences and similarities, and think about how they relate to your organization

  6. 0. Situational Analysis: • What is the situation we/you are trying to address by having this policy ? • Is there gender balance in the board/ decision making bodies? • Staff & Human resource issues- what is the situation like ? • Program implementation at the frontlines- what is the situation like ? * Ideas: You could survey your members about gender, hold discussion groups, and from results, produce a SWOT analysis to inform gender policy needs. * Consult your gender audit findings and start there!

  7. Source: comminit.com

  8. 1. Vision/ Policy Statement: • What is the intention and what do you want to ensure ? • What is your Policy statement of commitment? • what are the principles and guidelines ? This can be inspirational! You could include a few ‘quotable’ phrases here that will promote a positive organizational culture, increasing motivation and commitment, when people read the policy.

  9. 2. Rationale: • Summarize your reasoning for your gender policy, perhaps drawing on the situational analysis results • Discuss why this is important to the organization • Consider including organizational principles/ objectives/visions that will be more likely to achieve with effective inclusion of gender issues. Ex. WHO’s health objectives, USAID’s new policy

  10. 3. Objectives: • These are outcomes the organization would like to achieve that will show increased commitment to gender sensitive programming. • They can be specific or broad but it is good idea to make them as clear as possible, and actionable. You should be able to identify specific paths to achieve each objective.

  11. 4. Action/ Implementation Plan: • In order for policies to have progress, it is imperative for them to have an action plan with clear indicators. Refer to your objectives and discuss your path to their implementation! • Your organizational structure, recruitment plans, decision making, employment, conflict management, etc. may all need to undergo small changes and this is where you discuss HOW this will happen. • Staff training, programming intentions, promotional plans, and specific targets are addressed her. • This is not a full plan for all your programming: this is a guideline for how your policy will be present in EVERYTHING YOU DO. That is gender mainstreaming!

  12. 5. Monitoring and Evaluation: • Data: gender disaggregated data on your services regularly updated and analyzed. Relate this to your Action Plan. • Ex. Track drop out rates of teenage boys/girls in your HIV/ AIDS programming. If there is a significant gender difference, you know you need gender sensitive interventions, and you can see a place to improve policy implementation • Feedback: ask those who receive your services questions, seek gender disaggregated qualitative data. You can consult with women and men separately: they may say different things • Tools: many of these are available online, from other organizations, etc.

  13. Source: ofmdfmni.gov.uk

  14. WAIT A SECOND! • Who is making this policy? How will you know if it is well-informed on gender issues in your organization if the decision making body of your organization may be gender-biased in some way? • Brainstorm some ideas to share with the group.

  15. Policy Changes Overtime • Your gender policy may need to adjust over-time. What are some reasons for this? • Your organization will decide how to review the gender policy as the need arises. • Organizational change and having effective, inclusive policies requires time, commitment, listening to feedback, and some flexibility.

  16. Gender Analysis and Policy Implementation • Refer to the WHO commitment to gender analysis as imperative for the implementation of their gender policy • Training in this area involves learning new ways of thinking of society and the gender norms around us. Ensuring the organization is educated in gender analysis will allow everyone to assist with implementation and evaluation.

  17. Any questions, closing remarks, or further discussion points? ZikomoKwambiri!

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