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Welcome
Gender SexNot universal
(It depend in Social Culture, Religious &Political view, Economic
factor etc.)
Universal
Gender = masculine and feminine
Sex = male and female
GENDER:Refers to the
Social differences between masculine
(male) and feminine (Female).
GENDER:Refers to the
Social differences between masculine
(male) and feminine (Female).
SEX:Refers to the
Biological differences
(characteristics ) between male and female.
SEX:Refers to the
Biological differences
(characteristics ) between male and female.
Women in Development Gender and DevelopmentFocus on women Focus on gender (social) relations
practical needs strategic interests/needs
Goal is Helpfulness Goal is equality
Increase ability Increase Empowerment
Changes the condition of women Changes the position of women
Aims to Improve women’s participation
Aims to Incorporate gender consideration into mainstream
Women in Development Gender and Development
The Approach
An approach which views women as the problem
An approach to development
The Focus
Women Social relations between men and women
The Problem
Deal with Leaving out (problem) of women.
Deal with Unequal relations of power.
Women in Development Gender and Development
The Goal
More efficient , effective Participation.
Equitable, sustainable development with women and men as decision-makers.
The Solution
Integrate women into the existing development process
Empower disadvantaged women and transform unequal relations
Gender Equality
Definition
Gender equality starts with equal valuing of girls and boys.
“Gender equality means that women and men have
equal conditions for realizing their full human rights
and for contributing to and benefiting from, economic, social, cultural and political development”
Source: ABC of Women Worker’s Rights and Gender Equality, ILO, Geneva, 2000
Talking about gender equality for instance means…
• …talking about gender. • …talking about sex.• …talking about gender & sex.• …talking about work-life balance.• …talking about parental & maternal leave.• …talking about equal treatment at workplace.• …talking about equal pay.• …talking about sustainable development.• …and last but not least to talk about the strategy of gender.
• …..mainstreaming to implement gender equality in all fields. Sources: Twinning Light Project CZ l November 2006 l © Gundel Köbke
Gender Equality is NOT
A new word to describe an old concept: “women’s empowerment”
About promoting women and girls at the expense of men and boys
Focusing on men and boys only
A priority that can wait until after the fight against poverty is won.
Gender Equality IS
• A development objective in itself, necessary to achieve all other development targets, including poverty eradication, the halt in the spread of HIV, EFA goals..
• About guaranteeing equality of opportunity, treatment and result for women and men, girls and boys
• Good for women, girls, men and boys. No one loses out when gender equality is being sought.
Approaches to Gender Equality
• Different policy approaches: Welfare, Equity, Anti-poverty. Efficiency.Empowerment.Gender mainstreaming.
Gender inequality
Gender analysis
Commitment to act
EQUALITY MECHANISMS
Gender analysis
ENGAGEMENT MECHANISMS
Gender equality
Steps to Gender Equality
© 2003 Linda Pennells
Gender Diversity
Definition
Diversity is about respecting and valuing difference in individuals.
A diversity approach aims to recognise, value and manage
difference in individuals and to positively strive to meet the needs of different people.
Type of different people
Culture Age Gender Physical abilities and
qualities Ethnicity Race Religion Language Sexual orientation
Occupation Work experience
Education Income
Marital status
Why Diversity ? It is an opportunity
-- To build diverse teams.
-- Diverse knowledge, perspective and experiences
Different perspectives can mean more effective problem solving
Different values may mean greater business opportunities
Increase personal awareness. Learn about other cultures Recognize and practice cross- cultural interaction
skills. Maintain awareness, knowledge, and skills.
How promote Diversity
Equality Scheme Screening of new/revised policies Equality Impact Assessments (EQIAs)
- examples and outcomes Public consultation Action plans
- disability/gender Good Relations Audit
- new good relations strategy
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GENDER HARASSMENT
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Gender-Based Violence Over the Life Cycle:
(adapted from Watts and Zimmerman, 2002)
Oth
ers
Intim
ate
par
tner
Fam
ily
mem
bers
Prebirth/Infancy
Adolescence Reproductive Elderly age
Violence by states (e.g. rape in war)TraffickingAcid throwing
Non-partner rape/harassment/violence
Dowry deaths/honor killingsDifferential access to food/medical care Psychological abuse; Coerced sex/rape/harassment; Physical violence; Violence during pregnancy
Sex-selective abortion
Differential access to food/medical careViolence in pregnancyPhysical and sexual violencePsychological abuse
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Why HR manager Learn about gender Harassment.
Because gender is a social and cultural construction and can be changed for better.
Because the term “work” has a traditional male – centric meaning.
Because the term “workplace” is Mainly
thought to be gendered.
Thus gender discrimination (Harassment) happens at the work place.
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Categories of Sexual Harassment.
Quid Pro Quo. Latin term meaning “this for that” Conditions placed upon a person’s career or terms of
employment in return for sexual favors.
Hostile (unfriendly) Environment. Unwelcome behavior and unreasonably interferes with a
person’s working conditions. Unwelcome comments and/or behaviors of a sexual
nature.
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Nature of Gender Harassment.
Intentional physical contact. (Traveling, Meeting, Training, work etc)
Emotional/Psychological (Women are not done everything
perfectly because women's are weak, unskilled etc so when they perform good men's are try to harass, )
Verbal act ( comments, request for dates etc)
Visual act ( mobile, face book, e-mail, etc)
Unwelcome Company ( Eating, Mobile, etc)
Economic. During pregnancy ( Bangladesh Air hostage)
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Definition
““Sexual harassment is any unwelcome sexual Sexual harassment is any unwelcome sexual advances, requests for sexual favors and other advances, requests for sexual favors and other verbal or physical conduct of a sexual nature”verbal or physical conduct of a sexual nature”
“Sexual harassment occurs when one person attempts to use power over another in the workplace through sexual pressure”
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Impact of harassment (Consequences)
For employees: A harassed Persons commonly suffers from emotional
stress, powerlessness and depression, physical illness etc.
Harassment leads to frustration, loss of self respect, absenteeism and decrease of productivity.
Women form low income groups often accept sexual harassment as they can not afford to loose the income needed for family survival.
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Impact of harassment (Consequences)
For organizations: Leads to workplace tensions which in turn may hamper
team work, collaboration and work performance.
Increased absenteeism and lower productivity result.
Also can be the cause behind valuable employees quitting or losing their jobs.
In a growing number of countries where court action may successfully result in payment of damages and fines, financial risks are on the increase.
Organizational Responsibility
Organizational Responsibility
Building Awareness.
Make Own Protection policy, Rules etc.
At the individual level also it is important for a staff who is victim of harassed to speak up.
Made a fey reference or example to respect for dignity and no tolerance for harassment.
Make a good Communication.
Organize Training & workshop.
Establish a complaint procedure.
Promptly investigate complaints
Involve more female employee in all activities.
Gender mainstreaming
The objective of gender mainstreaming is the achievement of gender equality goals in everything that the organization does.
6 steps to Gender mainstreamingStep 1-
developing an understanding of gender equality.
Step2 -
focus is on determining the conditions for gender mainstreaming,
Step3 –
Planning and Organising Gender Development Work
6 steps to Gender mainstreaming Conti…..
Step 4 –
Auditing, surveying, analysis and the formulation of objectives from a gender equality perspective.
Step 5 –
implement the Program/activities
Step 6 –
evaluating the outcome of an operation or activity from a gender perspective.
2.Internal and External analysis
Audit of Gender Equality
3.Find gaps in Equal treatment
4.Planning
For
Equality
6.Evaluation
5.Implementation
1.Understanding Gender Equality
The Strategy Cycle
7.Revision
SWOT Analysis
• STRENGTHS What do we do well in terms of gender equality?
• WEAKNESSES What do we do not so well?
• OPPORTUNITIES How can we be more gender equal?
• THREATS What are the risks of Gender Inequality?
Planning Mainstreaming
Action Plan
• OBJECTIVES
• PERSON RESPONSIBLE FOR ACTION
• START DATE
• TARGET DATE
• RESOURCES NEEDED
Specific :goal & methods must be clearly defined
Measurable : define your objectives numerically
Achievable: humanly possible, with required resources
Relevant :objective must add value to plan
Time: framed set deadlines
Gender-Responsive Budget:
Assists in Impact
assessment
Auditing
Monitors &Evaluates
policy Managesimplementation
Utilizes human resources to their
full potential
Assists planning
Promotes equity
Prioritizes needs/
allocation of resources
Gender-SensitiveBudget
Challenges
Defining ‘what’ violence you want to measure.
Ensuring safety and ethical standards.
Ensuring validity of the measures (events).
Analysis concerns.
Handling carefully.
Poor awareness.
Weak commitment.
Inadequate knowledge of equal opportunity policies and other business tools.
Remember: RESPECT
Resolve conflicts at the lowest level
Explore options to improve relationships
Sensitize yourself & your subordinates
Promote positive human relations
Eliminate unacceptable behavior
Consider organization & employee needs
Teach non-discrimination skills by example
Gender situation in Bangladesh
Roadmap of BD governmentActivities Timeline
1.Updating National Gender Strategy and develop additional tools
By 2012
2.National Gender Situation analysis: review and analyze existing information and arrange to collect additional information for gender responsiveness
By 2011
3.Policy dialogue and national level advocacy Ongoing
4.Identify and finalize integrated indicators and targets
By 2012
5.Develop Capacity Building Action Plan By 2011
6.Resource Allocation By 2010-11
Incidence of top ten violence's by ranking ..
Sources: Situation of Violence Against Women (VAW) in Six Selected Districts under Dhaka Division by PRIP TRUST, 2009
Position of women in family..
Position of Women in Family
0%
10%
20%
30%
40%
50%
60%
70%
Take d
ecisi
on
Take f
oods
as ne
eded
Contro
l ove
r res
ource
s
Scope
of E
duca
tion/T
rainin
g
Invo
lve in
IGA
Freedo
m to
spen
d mon
ey
Receiv
ing t
reatm
ent
Wea
r clo
thes a
s per
requ
iremen
t
Scope
of re
creati
on
Can vi
sit ou
tside
of ho
me
Not at all
Few
Very good
Sources: Situation of Violence Against Women (VAW) in Six Selected Districts under Dhaka Division by PRIP TRUST, 2009
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International & National Protection
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International Protection
Every major global agreement now includes a gender component:
United Nations charter (1945) Universal Declaration on Human Rights (1948) UN convention on the political Rights of Women( 1952) UN Covenant on civil and Political Rights (1966) UN Covenant on Economic, social and cultural Rights (1966) Convention on the Elimination of All Forms of Discrimination Against Women
(CEDAW) (1979) International Labor Conference of ILO members ( 1985 & 1991) Convention on Biodiversity (1992) Chapter 24 of Agenda 21 (UNCED 1992) World Conference on Human Rights (1993) International Conference on Population and Development (1994) Convention to Combat Desertification (1994) World Summit for Social Development (1995) Beijing Platform for Action (1995) Millennium Declaration (2000) Johannesburg Plan of Action (2002) Hyogo Framework for Action (2005)
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BD Constitutional Guarantee (National) .
• The Bangladesh Constitution, 1972 guaranteed equal rights to all citizens, regardless of gender, religion and other social division.
• Article 27 of Constitution- All citizens are equal before law and entitled to equal protection of law.
• Article 28 and 29: Prohibits dissemination on the grounds only on religion, race, caste, sex or place of birth.
• Article (3) reserved 15 Parliament Seats for women which was raised to 45 later on.
• Women seats are also reserved in the local governments.
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National protection (Bangladesh)
• Bangladesh Government has ratified CEDAW, Beijing and ILO Charter.
• The suppression of violence against women and children act of 31 January 2000( modified in 2003) for the first time made sexual harassment as criminal offence punishable by law. The law offers ten(10) years imprisonment.
** Section 10(2) of the women and children act refers:
“Any man who in order to satisfy his lust in an improper manner, outrages the modesty of a women or make absence gestures, will have engaged in sexual harassment for this, the above mentioned male will be sentenced to rigorous imprisonment of not more then seven years and not les then two years and beyond will be subjected to monetary fines as well”
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Others related laws supplement the issue
The penal code of 1860 status: whoever, intending to insult the modesty of any women, utters any work, makes any sound or gesture or exhibits any object, intending that such gesture or object shall be seen by such women, shall be punished with simple imprisonment for a term which may extend to one year or with fine or with both.
The prevention of terrorism ordinance of 1992: which had a stated life span of two years in sec 02(03) made the annoying of any girl, teenager, including any minor or adult women in the roads vehicles, education institutions or in any public place an offence.
Many others laws to deal with violence against women, though not explicitly on sexual Harassment.
Recent 02 order:
- Eve- teasing
- No punishment in school.
Develop Gendersensitive Policy
How to develop a policy
Consult existing policy. (HR, Gender, Service etc.) Look for memo, letters etc that has informally
introduce many gender friendly thing. Meet & consult the employers & employee in
different groups and different sessions and take note of their feedback.
Survey others organizational policy. Share the policy in different phases with the
employee. Develop policy in line with organizational mission
& Capacity.
Making Intervention in the existing policy
Review organization’s mission and vision.
Recruitment policy. Promotion policy. Leave policy. working conditions and new way of
working.Staff training and development.Sexual harassment handling committee
etc.
Of course we do it together
