People need maintenance and upgrades even more than machines do.
Retraining is maintenance.
Training is an upgrade.
Development is the next generation model.
PRACTICAL IMPLICATIONS OF GENDER MAINSTREAMING IN ORGANIZATIONS
Adopted from Carolyn Hannan, FROM CONCEPT TO ACTION: GENDER MAINSTREAMING IN OPERATIONAL ACTIVITIES Principal Officer, Gender Mainstreaming Office of the Special Adviser on Gender Issues and Advancement of Women, 2000
A number of key elements for successful mainstreaming have been identified.
The not uncommon statement "You can´t see gender perspectives or track them because they are mainstreamed" is a completely incorrect standpoint. It is very important to understand that the mainstreaming strategy implies that special attention should be given to gender perspectives and the goal of promoting gender equality, and that these aspects must be explicitly treated and made very visible.
Gender mainstreaming was endorsed as a global strategy for promoting gender equality in the UN Beijing Declaration and Platform for Action in 1995.
"It is important to establish clearly from the start that gender mainstreaming is not an end in itself - but rather a means to an end. Mainstreaming is a strategy to achieve gender equality" --Carolyn Hannan
Gender Mainstreaming Programs at the ICTIDC Gender mainstreaming seek to incorporate both gender perspectives (linkages between gender and the sector areas or issues being dealt with, as ascertained through gender analysis) and pay specific attention to the goal of promoting gender equality.
GENDER MAINSTREAMING at THE WORKPLACE
Gender Mainstreaming at the workplace involves making gender perspectives, what women and men do and the resources and decision-making processes they have access to, more central to all policy development, research, advocacy, development, implementation and monitoring and financial allocations of all programs.
In the workplace, gender-based occupational segregation is one of the most important factors contributing to inequality.
This manifests itself in two ways:
What Gender Mainstreaming Programs can we offer to your organization?
Awareness raising and capacity building
Step-by-step sensitisation at all levels, including the building of gender analysis skills at a technical level. Working together with the Human Resources and the Gender Units of your organization we can:
Performance management system
ICTIDC works in cooperation with your organization to measure performance both at an organisational and program level, as well as at an individual level. We can therefore offer tools for gender integration into new Performance Management Systems (PMS) through:
Monitoring and Evaluation
The gender impact of results and delivery on each organization’s work could be measured through gender indicators as part of the monitoring and evaluation system. We will design with your organization both qualitative and quantitative indicators in order to keep regular, accurate and updated gender disaggregated statistics.
Methods will be provided to identify and record who is benefiting, from a gender perspective:
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