BASIC FRAMEWORK AND STRATEGY FOR GENDER TRAINING

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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

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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.

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• 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.

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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.

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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

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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

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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

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• 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

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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.

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• 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.

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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.

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TYPES OF TRAINING

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

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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

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• 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

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• 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

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