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BASIC FRAMEWORK AND STRATEGY FOR GENDER TRAINING

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TYPES OF GENDER TRAINING. WHO NEEDS GENDER TRAINING. HOW GENDER TRAINING, ... LEARNING TO CONFRONT OPPRESSIVE PRACTICES WITHIN AND OUTSIDE HOME AND FAMILY ... – PowerPoint PPT presentation

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Title: BASIC FRAMEWORK AND STRATEGY FOR GENDER TRAINING


1
BASIC FRAMEWORK AND STRATEGY FOR GENDER TRAINING
  • WHAT IS GENDER TRAINING
  • WHY GENDER TRAINING
  • TYPES OF GENDER TRAINING
  • WHO NEEDS GENDER TRAINING
  • HOW GENDER TRAINING, METHODS OF TRAINING

2
WHAT IS GENDER TRAINING
  • GENDER TRAINING IS A PRACTICAL TOOL FOR
    ANALYSING GENDER DIFFERNETIATION AND PROVIDE
    ADEQUATE KNOWLEDGE REGARDING MAJOR FACTORS THAT
    INFLUENCE AND ARE RESPONSIBLE FOR MAINTAINING OR
    CHANGE THE STRUCURE OF GENDER DIFFERENTIATION.
  • GENDER TRAINING IS ALSO A DEVELOPMENT
    INTERVENTION WHICH AIMS TO CHANGE AWARENESS,
    KNOWLEDGE, SKILLS AND BEHAVIOUR IN RELATION TO
    GENDER.

3
  • GENDER TRAINING MAY BE SEEN AS METHODOLOGY OF
    CONSCIOUS RAISING AND EMPOWERMENT OF WOMEN BY
    MAKING PROJECT DESIGN AND IMPLEMENTATION OR
    SERVICE DELIVERY MORE GENDER SENSITIVE.
  • GENDER TRAINING IS COMPLEX, SENSITIVE AND
    SOPHISTICATED FIELD OF WORK, CONCEPTUALLY,
    METHODOLOGICALLY AND ABOVE ALL IN ITS PRACTICE.

4
MAIN OBJECTIVE
  • THE MAIN OBJECTIVE OF THE TRAINING IS TO PROVIDE
    POWERFUL TRANSFORMING TOOLS THROUGH WHICH
    PARTICIPANTS LEARN NEW KNOWLEDGE, ATTITUDES AND
    SKILLS TO ACHIEVE A GENDER EQUITABLE SOCIETY AND
    EMPOWERMENT OF WOMEN.

5
ATTITUDINAL CHANGE TOWARDS
  • MIND SET ON GENDER
  • GENDER EQUALITY AND ELIMINATION OF GENDER
    DISCRIMINATION
  • BREAKING THE STEREOTYPE IMAGE OF WOMEN IN SOCIETY
  • GENDER SENSITIVE APPROACH IN DEVELOPMENT PROCESS
  • CONFIDENCE AND MOTIVATION

6
SKILL TOWARDS
  • GENDER DIAGNOSIS AND GENDER FRAMEWORK ANALYSIS
  • GENDER PLANNING TOOLS AND TECHNOLOGY AND THEIR
    APPLICATION
  • ANALYSIS OF GENDER DIMENSTION IN DIFFERENT
    SECTORS OF ECONOMY AND SOCIETY
  • FORMULATION OF PROJECT WITH GENDER SENSITIVITY

7
GOALS OF GENDER TRAINING
  • QUESTION AND CHALLENGE THE DOMINANT IDEOLOGY OF
    TRADITIONAL BELIEFS AND PRACTICES
  • CRITICALLY ANALYSING GENDER DISCRIMINATION AND
    MISCONCEPTION ABOUT WOMEN IN SOCIETY
  • DEVELOPING POSITIVE IMAGE AND RECOGNITION OF
    WOMENS STRENGTH
  • STRUGGLE TO TRANSFORM THE INSTITUTIONS AND
    STRUCTURES THAT REINFORCE WOMEN SUBORDINATION
  • LEARNING TO CONFRONT OPPRESSIVE PRACTICES WITHIN
    AND OUTSIDE HOME AND FAMILY

8
  • GAINING ACCESS AND CONTROL OVER RESOURCES
  • GAINING KNOWLEDGE ABOUT INFORMATIONS RIGHTS,
    POLICIES, PROGRAMMES, LEGISLATIONS ETC.
  • LEARNING, EMPOWERING SKILLS, ASSERTIVE SKILLS,
    CONFIDENCE AND LEADERSHIP SKILLS
  • ORGANISING AND BUILDING NETWORK
  • LEARNING GENDER PLANNING TOOLS AND TECHNIQUES
  • LEARNING TO PARTICIPATE IN DECISION-MAKING IN
    FAMILY, COMMUNITY AND SOCIETY

9
SPECIFIC OBJECTIVES
  • TO ENABLE THE PARTICIPANTS TO DEVELOP CLEAR
    PERSPECTIVES ON GENDER ANALYSIS AND LINK BETWEEN
    GENDER AND DEVELOPMENT.
  • TO ENABLE THEM TO ACQUIRE NECESSARY KNOWLEDGE OF
    GENDER PLANNING TOOLS AND TECHNIQUES
  • III. TO PROVIDE INFORMAION ON WOMENS RIGHTS,
    POLICIES AND PROGRAMMES FOR ADVANCEMENT OF WOMEN.

10
  • TO WORKOUT STRATEGY FOR GENDER EQUALITY IN
    VARIOUS SECTORS OF ECONOMY AND SOCIETY.
  • TO DISCUSS VARIOUS WAYS AND MEANS OF WOMENS
    EMPOWERMENT AND CAPACITY BUILDING.
  • TO SHARE THE EXPERIENCES OF PARTICIPANTS WORKING
    WITH WOMEN.

11
APPROACH AND METHODS OF TRAINING
  • THE PARTICIPANTS SHOULD BE PROVIDED CONDUCIVE
    LEARNING ENVIRONMENT AND PARTICIPATORY
    METHODOLOGY SHOULD BE ADOPTED DURING THE
    TRIANING. VARIOUS METHODS TO BE USED ARE
    LECTURE-CUM-ROLE-PLAY, CASE STUDY PRESENTATION,
    SIMULATION EXERCISE, FIELD VISIT, AUDIO-VISUAL
    PRESENTATION ETC.

12
TYPES OF TRAINING
  • SENSITISATION OR AWARENESS RAISING
  • SKILL TRANSFER IN GENDER ANALYSIS AND DIAGNOSIS
  • GENDER PLANNING TOOLS
  • SECTORAL TRAINING

13
CRITICAL ISSUES IN GT
  • 1. ISSUES FOR GENDER TRAINING
  • HOW TO DEVELOP CHANGE AENTS AND GENDER ALLIES
  • HOW TO OPERATIONALISE GT
  • PROBLEM OF LACK OF SKILLS/TOOLS
  • NEED TO HAVE WELL GROUND KNOWLEDGE OF GENDER
    CONCERNS
  • LACK OF EMPHASIS ON GENDER TRAINING

14
  • ENABLING ENVIRONMENT FOR GT
  • LACK OF HIGH LEVEL POLICY SUPPORT FOR GENDER
    ISSUES
  • GENDER SEEN AS NON ISSUE IN DEVELOPMENT
  • RESOURCE ALLOCATION
  • TRAINING MATERIAL
  • LACK OF LOCALLY DEVELOPED MODULE ON GT
  • USE OF IMPORTED MATERIALS
  • LACK OF SECTORAL GT CONCERNS

15
  • TRAINERS
  • DEPENDENCY OUTSIDE EXPERT
  • LACK OF CRITICAL MASS OF GENDER TRAINERS
  • TRACKING CHANGE
  • NO EFFECTIVE MONITORING AND FOLLOW UP SYSTEM
  • LACK OF INDICATORS TO ASSESS CHANGE

16
  • RESEARCH
  • NEED FOR RESEARCH INCORPORATING GENDER IN AGENDA
  • NEED FOR RESEARCH TO SUPPORT GT
  • SUSTAINABILITY
  • SUSTAIN INTERNALISE GT
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