Gender Policy Operationalization - Part I: Organization



Gender Policy Operationalization - Part I: Organization

| | | | | | |Gender: |

|Gender Policy Measures |All Staff |Frontline Staff |Middle Management |Senior Management |Gender Unit and |Trainers |

| | | | | |Gender/Diversity |Focal points |

| | | | | |Core Team |Tech Staff |

| | | | | | | |

|Political Will |Be aware of the stereotypes |Be familiar with the local |Provide adequate time to staff |Publicly endorse the mandates |Each quarter, inform projects |Maintain regular contact with |

| |about women’s and men’s |Gender Focal Point(s), and go |to participate in gender |of the Gender/Diversity Core |and departments of their staff |the GU, PCs, and FOMT on all |

|(Section 5.1) |capacities, and discuss how |to her/him to learn more about |sensitivity workshops and |Team,Gender Unit, and Gender |sex ratios by Grade. |issues regarding gender. |

| |they influence us in |gender issues, or when there is|related events. |Focal Points. | | |

|Mission Commitment |supervising staff, in assigning|a gender grievance or | | |When possible, work with HR and|Stay up to date on latest |

| |responsibility, and in |harassment issue to resolve. |Include the responsibilities of|Approve funding for a full |Projects to enable CARE spouses|gender information and policy |

|Policy Implementation |managing resources. | |Gender Focal Points in their |slate of gender activities. |to work in the same place. |issues. |

| | | |IOPs; give them sufficient time| | | |

|Resource Allocation |Be able to describe how gender | |to carry out these activities; |Build a better gender balance |Review the APA |Participate in FOMT meetings, |

| |issues relate to one’s job | |and allow them to communicate |in staffing through affirmative|format/guidelines, to ensure |keeping the members informed on|

| |responsibilities and how gender| |with the GU directly. |action. |gender sensitivity. |gender issues. (GFPs) |

| |equity can be promoted through | | | | | |

| |the execution of those | |Through observation, |Enforce the sexual harassment |After each APA cycle, conduct a|Counsel female and male staff |

| |responsibilities. | |interviews, and spot-checks, |policy. |survey to ascertain if the |in regard to gender |

| | | |ensure that the APA process is | |process was considered to be |issues/violations, maintaining |

| | | |gender sensitive. |Plan exit inter-views of |gender sensitive. |confidentiality. (GFPs) |

| | | | |departing female staff with the| | |

| | | |Inform all staff on CARE’s |CD. |Ensure high quality Bangla | |

| | | |sexual harassment policy. | |translations of the Gender | |

| | | | |On field visits, raise gender |Policy and related documents. | |

| | | | |issues with staff, and spend | | |

| | | | |time with Gender Focal Points. | | |

| | | | | | |Gender: |

|Gender Policy Measures |All Staff |Frontline Staff |Middle Management |Senior Management |Gender Unit and |Trainers |

| | | | | |Gender/Diversity |Focal points |

| | | | | |Core Team |Tech Staff |

| | | | | | | |

|Organizational Culture |Within each project and |Be observant of any field-level|Observe if women staff are as |Using ALBANGs, AGMs, field |Work with HR to make |Facilitate and follow-up on |

| |department, discuss CARE’s |misbehavior regarding gender, |involved as men in |visits, and other methods, |recruitment more “gender |field-level events and FOMT |

|(Section 5.2) |Gender and Sexual Harassment |and report it to the FOMT, |high-profile activities such as|clarify that Senior Management |friendly”, with gender |discussions that raise |

| |Policies, so that all staff are|Gender Focal Points, or Gender |interaction with visitors and |is strongly committed to the |sensitive interview boards. |awareness on gender. |

|Recruitment and Promotion |conversant with them. |Unit. |chairing meetings, and take |principle of equal opportunity | | |

| | | |corrective action if warranted.|for women and men, and a true |Work with projects to initiate |Encourage female staff to apply|

|Workplace Environment |Refrain from any comments or |Be aware of the gender balance| |gender balance in staffing. |open forums of mixed and |to participate in local and |

| |gestures that indicate |in local and regional networks,|Encourage female staff to | |single-sex groups, to discuss |regional networks, as well as |

|Staff Attitudes and Sensitivity|prejudicial views of female |as well as at seminars and |participate in external |In addition, clarify that |women’s potential for |seminars and cross visits. |

| |staff, especially female |cross visits, and seek greater |networks (local and regional), |“gender” is not fundamentally |advancement. | |

| |managers. |female participation when |as well as seminars and cross |biased towards either sex. | |Monitor the office environment,|

| | |required. |visits. | |Investigate the grievances of |to ensure that it is |

| |In each Field and CBHQ Office, | | |Review and approve the GU’s |male (as well as female) staff,|“female-friendly”, and |

| |ask women staff what changes |Challenge the “unwritten rules”|Facilitate open discussion with|recommendations on addressing |and recommend follow up action |recommend improvements when |

| |would make it more |that discourage women from |staff on reproductive health |male, as well as female |to the EMT or FOMT. |necessary. |

| |“female-friendly”, and |availing the special services |issues. |grievances. | | |

| |implement the recommendations. |they require (such as time-off | | |Review existing policies on | |

| | |for breast-feeding, etc). |Enforce equitable access for |Facilitate female staff |family reproductive health and | |

| | | |female staff to organizational |participation in local and |childcare, and recommend | |

| | | |resources, such as computers, |regional networks, as well as |changes when appropriate. | |

| | | |cameras, etc. |seminars and cross visits. | | |

| | | | | | |Gender: |

|Gender Policy Measures |All Staff |Frontline Staff |Middle Management |Senior Management |Gender Unit and |Trainers |

| | | | | |Gender/Diversity |Focal points |

| | | | | |Core Team |Tech Staff |

| | | | | | | |

|Accountability |Take personal responsibility |Monitor and provide feedback on|Revise supervisees’ Job |Encourage all supervisors to |Identify examples of tasks in |Assist in development of a |

| |for the successful |implementation of the Gender |Descriptions to include tasks |revise their supervisees’ JDs |support of the Gender Policy, |mechanism for monitoring |

|(Section 5.3) |implementation of the Gender |Policy out in the communities |in support of the Gender |to include tasks in support of |which can be included in the |implementation of the Gender |

| |Policy within the scope of |where CARE works and at the |Policy. |the Gender Policy, so that |appropriate JDs. |Policy. |

|Clarity in Roles & |one’s job responsibilities and |Team Offices. | |accountability exists and is | | |

|Responsibilities |working environment. | |Incorporate gender related |understood at all levels of |On the basis of these tasks, |Assist in tabulating and |

| | | |targets in project and |line management. |develop mission-wide indicators|analyzing the results of the |

|Policy Monitoring | | |department AOPs and workplans. | |and a mechanism for monitoring |monitoring. |

| | | | |Ensure that the GU’s mechanism |implementation of Gender | |

| | | |Facilitate and contribute to |for monitoring Gender Policy |Policy. |Assist in conducting the annual|

| | | |the process of monitoring |implementation is in place and | |review of the Gender Policy. |

| | | |implementation of the Gender |working correctly. |Implement the monitoring | |

| | | |Policy, as guided by the GU. | |mechanism. | |

| | | | |Review & approve the GU/GDCT | | |

| | | |Discuss results of Gender |recommendations on changes in |On the basis of the results of | |

| | | |Policy monitoring with staff |Gender Policy. |the monitoring process, conduct| |

| | | |and implement recommendations. | |an annual review of Gender | |

| | | | |Create a process to recognize |Policy impact and | |

| | | | |staff successes in improving |effectiveness, with | |

| | | | |gender equity. |recommendations for revisions | |

| | | | | |to the policy. | |

| | | | | | |Gender: |

|Gender Policy Measures |All Staff |Frontline Staff |Middle Management |Senior Management |Gender Unit and |Trainers |

| | | | | |Gender/Diversity |Focal Points |

| | | | | |Core Team |Tech Staff |

| | | | | | | |

|Technical Capacity |Participate in gender |Acquire the skills and |Provide time to staff for |Ensure that gender sensitivity |Develop modules for gender |Help in identifying issues for |

| |sensitivity training and |knowledge required to |gender sensitivity training. |training for staff is |sensitivity workshops, train |gender training, such as |

|(Section 5.4) |provide feedback on its value |effectively promote gender | |adequately supported, funded, |trainers, provide resources, |particular aspects of violence |

| |and relevance to the GU and |issues with local communities |Whenever possible, integrate |and monitored. |and assess results. |against women. |

|Skills, Knowledge, and |GFPs |and partners. |gender-related discussion into | | | |

|Proficiency | | |those staff training activities|Ensure that an annual plan for |Recruit quality gender trainers|Assist in developing training |

| | | |that are not focused on gender |competency building of women |and other consultants. |modules, and facilitate |

| | | |as such. |staff is designed, funded, | |training. |

| | | | |carried-out and evaluated. |Ensure that training covers | |

| | | |Identify high potential women | |violence against women and | |

| | | |staff, encourage them to | |conflict resolution. | |

| | | |participate in competency | | | |

| | | |building activities, and | |With HRD and MDP, carry out an| |

| | | |provide the appropriate back-up| |annual plan for competency | |

| | | |support. | |building of women. | |

| | | | | | | |

| | | | | |Assess and address | |

| | | | | |training/support needs of | |

| | | | | |Gender Focal Points. | |

| | | | | | | |

| | | | | |Identify and disseminate | |

| | | | | |examples of best gender | |

| | | | | |practices. | |

Gender Policy Operationalization - Part II: Program

| | | | | | |Gender: |

|Gender Policy Measures |All Program |Frontline Staff |Middle Management |Senior Management |Gender Unit and |Trainers |

| |Staff | | | |Gender/Diversity |Focal points |

| | | | | |Core Team |Tech Staff |

| | | | | | | |

|Project Design |Be conversant with CARE’s |Seek opportunities to provide |Apply the Gender Analysis |Promote the Gender Analysis |Periodically review the Gender |Assist the GU in reviewing and |

| |Gender Analysis Framework. |ideas to project design teams, |Framework in all project design|Framework, by discussing it in |Analysis Framework, revise as |revising the Gender Analysis |

|(Section 6.1) | |describing field-level |activities. |meetings and during field |necessary, and disseminate to |Framework, and train staff to |

| | |experiences related to gender | |visits. |all projects. |use it. |

|Analysis | |equity. |Involve community women as well| | | |

| | | |as men in participatory needs |Ensure that project design |Conduct TOT for Gender Focal |Provide resource information on|

|Planning Tools | | |assessments. |teams include women and men |Points on the Gender Analysis |gender-related issues to |

| | | | |with gender analysis skills. |Framework. |project design teams. |

|Goals/Objectives | | |Incorporate gender perspectives| | | |

| | | |and questions in all project |Approve new project proposals |Ensure that Project Review |Arrange local workshops to |

| | | |planning documents and tools. |only when they are gender |Committee discussions on new |discuss how women’s control |

| | | | |sensitive, with good gender |project proposals give adequate|over resources and access to |

| | | |In the design of new projects, |analysis. |attention to gender. |technologies can help alleviate|

| | | |seek opportunities to increase | | |poverty. |

| | | |women’s control over resources,|Direct project design teams to |Assess how proposed new | |

| | | |to challenge gender |formulate goals, objectives, |projects will impact on women’s| |

| | | |stereotypes, and to improve |and strategies that challenge |control over resources and | |

| | | |women’s access to technologies.|gender stereotypes and seek to |access to technologies. | |

| | | | |be “gender- redistributive” in | | |

| | | | |nature. | | |

| | | | | | |Gender: |

|Gender Policy Measures |All Program |Frontline Staff |Middle Management |Senior Management |Gender Unit and |Trainers |

| |Staff | | | |Gender/Diversity |Focal points |

| | | | | |Core Team |Tech Staff |

| | | | | | | |

|Project Implementat’n |Discuss how all project |Build rapport with local elites|Check to be sure that projects |Ensure that gender issues |Network with legal aid |According to the JD, collect |

| |activities can be used as |and religious leaders, in order|are implemented on the basis of|identified during project |associations, to share lessons |data on gender related impact |

|(Section 6.2) |opportunities to promote |to promote gender equity. |Gender Policy guidelines, |design are taken into |learned regarding gender |of projects, and share with |

| |women’s dignity, | |gender issues identified during|consideration in project |discrimination and violence |FOMT. |

|Strategies |decision-making, and |When working at household |project design, and M&E data |implementation. |against women. | |

| |participation. |level, always recognize women’s|relating to gender impact. | | |Review project IEC material, to|

|Equal Participation | |multiple roles and reproductive| |Ensure that project staff are |Raise awareness among staff on |ensure that it is gender |

| |In dialogue, discussions, and |responsibilities. |Where there are deeply |using Gender Policy guidelines |the value of women’s |sensitive. |

|Management |meetings with all project | |entrenched gender inequalities,|to as a basis for |contributions at the level of | |

| |stakeholders, routinely raise |When working at household |use project implementation to |implementation of their |the home and family. | |

|Recognizing Women’s Roles |the issue of gender equity, |level, emphasize men’s roles |break them down. |activities. | | |

| |whether or not the activities |and responsibilities in | | |Review existing IEC materials, | |

|IEC (Information, Education, & |in question have an explicit |reproduction and child-rearing.|When promoting women’s | |to ensure that they are gender | |

|Communication) |focus on gender. | |participation in project | |sensitive. | |

| | |When working at household |activities, take into account | | | |

|Results | |level, promote women’s access |their many other household and | | | |

| | |to information and technology. |reproductive responsibilities. | | | |

| | | | | | | |

| | | |Develop IEC materials to target| | | |

| | | |women and address women’s | | | |

| | | |concerns. | | | |

| | | | | | |Gender: |

|Gender Policy Measures |All Program |Frontline Staff |Middle Management |Senior Management |Gender Unit and |Trainers |

| |Staff | | | |Gender/Diversity |Focal points |

| | | | | |Core Team |Tech Staff |

| | | | | | | |

|Partnership, Networking, & |Introduce the dimension of |Work hand-in-hand with partners|Build capacity of partners to |Integrate Gender Policy |Share experiences in regard to |Establish contacts with local |

|Advocacy |gender in all partnership, |at field level to enable them |develop, address, and ensure |principles into the Partnership|gender with partners, and to |partners, to discuss and share |

| |networking, and advocacy |to promote gender equity more |gender equity in their program |Guidelines. |learn from their successes. |experience in regard to gender.|

|(Sections 6.3/4) |activities. |effectively. |and management. | | | |

| | | | |In selection of new partners, |Help partners to develop gender|Participate in local and |

| | | |Conduct groundwork and gather |take gender awareness and |policies and operational |national gender networks. |

| | | |information on appropriate |gender sensitivity into |guidelines. | |

| | | |gender-related advocacy |consideration. | | |

| | | |activities. | |Participate in national and | |

| | | | |Introduce training that builds |international gender networks, | |

| | | | |staff understanding of policy |comprised of NGOs, women’s | |

| | | | |analysis and its proper role in|organizations, human rights | |

| | | | |advocating for women’s rights. |organizations, education | |

| | | | | |institutions, and government. | |

| | | | | | | |

| | | | | |Raise public awareness on | |

| | | | | |women’s legal rights, | |

| | | | | |reproductive rights, | |

| | | | | |inheritance rights, and child | |

| | | | | |custody rights. | |

| | | | | | |Gender: |

|Gender Policy Measures |All Program |Frontline Staff |Middle Management |Senior Management |Gender Unit and |Trainers |

| |Staff | | | |Gender/Diversity |Focal points |

| | | | | |Core Team |Tech Staff |

| | | | | | | |

|Project Monitoring & Evaluation|Be able to explain why it is |Collect M&E data from both |Revise/develop gender-related |Review and revise project M&E |Build competencies of project |Participate in the process of |

| |important to disaggregate M&E |female as well as male |variables that can be |tools and processes in the |M&E staff to understand gender |revising or developing new |

|(Section 6.5) |data by sex. |participants, even when women |incorporated into project M&E |light of the Gender Policy. |and its role in development. |gender-related M&E indicators, |

| | |are difficult to reach or |systems. | | |and incorporating them into |

| |Be aware of the usefulness of |communicate with. | |Ensure that all M&E data are |Periodically assess project M&E|project M&E systems. |

| |participatory monitoring and | |When collecting M&E data, |disaggregated by sex. |systems, processes, and | |

| |data-collection processes, | |ensure that indicators are | |indicators for gender | |

| |especially for obtaining | |gender sensitive, i.e. relevant|Ensure that all projects |sensitivity. | |

| |information from women. | |to women as well as men, and |analyze indirect, as well as | | |

| | | |comply with the policy on |direct impact on women. | | |

| | | |disaggregating data by sex. | | | |

| | | | | | | |

| | | |Ensure that those staff who | | | |

| | | |collect M&E data make it a | | | |

| | | |point to interview both men and| | | |

| | | |women project participants. | | | |

| | | | | | | |

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